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Making a successful transition to work: A fresh look at organizational support for young newcomers from an individual-driven career adjustment perspective
Journal of Vocational Behavior ( IF 5.2 ) Pub Date : 2021-05-12 , DOI: 10.1016/j.jvb.2021.103587
Norihiko Takeuchi , Tomokazu Takeuchi , Yuhee Jung

Although career transitions occur several times during people’s life course, a significant turning point may be the school-to-work transition (STWT) of young adults migrating from structured academic environments to chaotic organizational setups. In the field of newcomer socialization, successful STWTs, particularly in the post-employment phase, have been widely researched, although the studies have been dominated by an “organization-driven” perspective on what motivates young newcomers to adjust themselves to organizational career norms. By examining “individual-driven” career adjustment pathways that focus on the self-enhancement effect involved in organizational support, this research addresses the challenge of how young newcomers with self-directed career orientations experience STWT success without compromising their career-growth concerns. Drawing on theories of self-enhancement and self-verification, we investigated a model wherein (1) a perceived match of individual and organizational career plans mediates the relationship between newcomers’ perceived organizational support (POS) and their STWT success, and (2) protean career orientations moderate the anticipated positive relationship between POS and perceived career match, thus conditioning the mediation. Results from four-wave time-lagged data supported the predicted effects, even after controlling for organization-driven adjustment factors. The findings contribute to the ongoing debate on “individualization” and the “Protean Paradox” in career management literature.



中文翻译:

成功过渡到工作:从个人驱动的职业调整角度重新审视对年轻新人的组织支持

尽管在人的一生中职业转变会发生多次,但一个重要的转折点可能是年轻人从结构化的学术环境迁移到混乱的组织设置的学校到工作的转变 (STWT)。在新人社会化领域,成功的 STWT,特别是在离职后阶段,已被广泛研究,尽管这些研究一直以“组织驱动”的观点为主导,即是什么激励年轻新人调整自己以适应组织职业规范。通过检查关注组织支持所涉及的自我提升效应的“个人驱动”职业调整途径,本研究解决了具有自我导向职业取向的年轻新人如何在不影响其职业发展问题的情况下体验 STWT 成功的挑战。借鉴自我提升和自我验证的理论,我们研究了一个模型,其中(1)个人和组织职业规划的感知匹配在新员工感知组织支持(POS)与他们的 STWT 成功之间的关系中起中介作用,以及(2)多变的职业取向调节了 POS 和感知职业匹配之间预期的正相关关系,从而调节了中介作用。来自四波时滞数据的结果支持预测的效果,即使在控制了组织驱动的调整因素之后也是如此。这些发现有助于职业管理文献中关于“个性化”和“变化无常的悖论”的持续辩论。我们调查了一个模型,其中 (1) 个人和组织职业规划的感知匹配在新员工感知组织支持 (POS) 与他们的 STWT 成功之间的关系中起中介作用,以及 (2) 多变的职业取向调节了 POS 和感知之间的预期积极关系职业匹配,从而调理调解。来自四波时滞数据的结果支持预测的效果,即使在控制了组织驱动的调整因素之后也是如此。这些发现有助于职业管理文献中关于“个性化”和“变化无常的悖论”的持续辩论。我们调查了一个模型,其中 (1) 个人和组织职业规划的感知匹配在新员工感知组织支持 (POS) 与他们的 STWT 成功之间的关系中起中介作用,以及 (2) 多变的职业取向调节了 POS 和感知之间的预期积极关系职业匹配,从而调理调解。来自四波时滞数据的结果支持预测的效果,即使在控制了组织驱动的调整因素之后也是如此。这些发现有助于职业管理文献中关于“个性化”和“变化无常的悖论”的持续辩论。从而调节中介。来自四波时滞数据的结果支持预测的效果,即使在控制了组织驱动的调整因素之后也是如此。这些发现有助于职业管理文献中关于“个性化”和“变化无常的悖论”的持续辩论。从而调节中介。来自四波时滞数据的结果支持预测的效果,即使在控制了组织驱动的调整因素之后也是如此。这些发现有助于职业管理文献中关于“个性化”和“变化无常的悖论”的持续辩论。

更新日期:2021-06-22
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