Purpose This study investigates when and why negative organization-related career shocks affect career optimism, which is a positive career-planning attitude. The indirect effect of negative organization-related career shocks on career optimism via job insecurity and the role of perceived organizational career support as a first-stage moderator were investigated. Design/methodology/approach Three-wave time-lagged data from a sample of 728 employees in Switzerland was used. Time-lagged correlations, an indirect effect model and a conditional indirect effect model with bootstrapping were used to test the hypotheses. Findings First, this study showed a significant negative correlation between negative organization-related career shocks (T1) and career optimism (T3), a positive correlation between negative organization-related career shocks (T1) and job insecurity (T2) and a negative correlation between job insecurity (T2) and career optimism (T3). Second, findings revealed that negative organization-related career shocks (T1) have a negative indirect effect on career optimism (T3) via job insecurity (T2). Third, perceived organizational career support (T1) buffers the indirect effect of negative organization-related career shocks (T1) on career optimism (T3). Originality/value This study provides an initial examination of the relationship between negative organization-related career shocks and career optimism by applying assumptions from the JD-R model and Conservation of Resources theory. Implications about how to deal with negative career shocks in HRM and career counseling are discussed.

中文翻译：

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与组织相关的负面职业冲击何时以及为什么会削弱职业乐观度？条件间接效应模型

目的本研究调查与组织相关的负面职业冲击何时以及为何影响职业乐观，这是一种积极的职业规划态度。研究了与组织相关的负面职业冲击通过工作不安全感对职业乐观情绪的间接影响以及作为第一阶段主持人的组织职业支持感。设计/方法/方法使用了来自瑞士728名员工的三波时间滞后数据。时滞相关性，间接效应模型和带自举的条件间接效应模型用于检验假设。研究结果首先，这项研究显示与组织相关的负面职业冲击（T1）和职业乐观（T3）之间存在显着的负相关，与组织相关的负面职业冲击（T1）和工作不安全感（T2）之间呈正相关，而与工作不安全感（T2）和职业乐观度（T3）之间呈负相关。其次，调查结果显示，与组织相关的负面职业冲击（T1）通过工作不安全感（T2）对职业乐观感（T3）产生了间接的负面影响。第三，感知的组织职业支持（T1）缓冲了与组织相关的负面职业冲击（T1）对职业乐观（T3）的间接影响。独创性/价值本研究通过应用JD-R模型和资源节约理论的假设，初步研究了与组织相关的负面职业冲击与职业乐观之间的关系。讨论了如何应对人力资源管理和职业咨询中的负面职业冲击。