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Publications

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Filtering by Tag: career success

Karriere-Ressourcen messen: Validierung der deutschsprachigen Version des Karriere-Ressourcen Fragebogens Assessing Career Resources: Validation of the German-Language Career Resources Questionnaire

Andreas Hirschi

Die existierende Literatur schlägt eine Vielzahl von potentiellen Prädiktoren für Karriereerfolg vor, welche in ihrer Menge kaum auf eine ökonomische Art erhoben werden können. Um diesen Umstand anzugehen, haben Hirschi, Nagy, Baumeler, Johnston und Spurk (2018) den Karriere-Ressourcen Fragebogen (CRQ; Career Resources Questionnaire) entwickelt und in einer englischsprachigen Version validiert. Basierend auf einer Integration von theoretischer und metaanalytischer Forschung misst der Fragebogen 13 distinkte Faktoren, welche 4 übergeordnete Dimensionen repräsentieren: Wissen und KompetenzenMotivationUmfeldund Aktivitätenbezüglich Karriere. In der vorliegenden Studie wird eine Validierung der deutschsprachigen Version mittels N= 1 666 Personen (Studierende und Berufstätige) vorgenommen. Die Ergebnisse bestätigen die Reliabilität sowie die Faktorstruktur des Fragebogens. Mittels Relative-Weight-Analysen konnte zudem die Wichtigkeit von verschiedenen Faktoren für unterschiedliche Arten von Karriereerfolg gezeigt werden. Das Messinstrument bietet Forschenden und Praktizierenden eine ökonomische, reliable und valide Möglichkeit, um Schlüsselfaktoren für Karriereerfolg zu erfassen.

  

The existing literature proposes a large numer of potential predictors of career success which makes it difficult to measure such facilitative factors in a economic way. In order to address this challenge, Hirschi, Nagy, Baumeler, Johnston, and Spurk (2018) have developed and evaulated the Career Resources Questionnaire (CRQ). The CRQ measures 13 factors, represented in 4 higher-level dimensions: Knowledge and Skills, Motivation, Environment, and Activities. In this paper, we aim to validate the German version of the CRQ among N = 1 666 employees and students. The results support the reliability and factor structure and support concurrent and criterion validity regarding similar measures and different indicators of objective and subjective career success. Moreover, relative-weight analyses show that different factors are differently related to various types of career success. We conclude that the German-language CRQ provides an economic, reliable, and efficient tool to assess key predictors of career success.

 

Assessing Key Predictors of Career Success: Development and Validation of the Career Resources Questionnaire

Andreas Hirschi

Hirschi, A., Nagy, N., Baumeler, F., Johnston, C., & Spurk, D. (in press). Assessing Key Predictors of Career Success: Development and Validation of the Career Resources Questionnaire. Journal of Career Assessment.

Abstract

Identifying predictors of career success is one of the most considered topics in career research and practice. However, the existing literature suggests a vast array of potential predictors that cannot be economically measured. This significantly limits research and practice. To address this issue, we have integrated theoretical and meta-analytic research to propose an integrative framework of career resources, including human capital, environmental, motivational, and career management behavior resources represented by 13 distinct factors. In a multi-step process, we have developed the Career Resources Questionnaire (CRQ) to assess these factors in workers and college students. In two studies encompassing 873 workers and 691 students, we have confirmed reliability and factor structure, convergent validity with existing scales, and criterion validity with indicators of subjective and objective career success. The developed measure can provide researchers and practitioners with a reliable, concise, and comprehensive measure to assess key predictors of career success.

Protean career orientation, vocational identity, and self-efficacy: An empirical clarification of their relationship

Andreas Hirschi

Hirschi, A., Jaensch, V., & Herrmann, A. (2017) Protean career orientation, vocational identity, and self-efficacy: An empirical clarification of their relationship. European Journal of Work and Organizational Psychology, 26(2), 208-220.doi: 10.1080/1359432X.2016.1242481.


Abstract

There is a large interest in how people can be more protean in their career development, exhibiting a self-directed striving for personally valued career outcomes. However, existing research on the protean career needs to better address issues of antecedents and outcomes as well as unique effects of a protean career orientation (PCO). We present two studies investigating how PCO is related to vocational identity clarity and occupational self-efficacy. Study 1 reports a one-year, three-wave cross-lagged study among 563 university students and established that PCO preceded changes in identity and self-efficacy – but not the other way around. A six-month longitudinal study of 202 employees, Study 2 showed that identity clarity and self-efficacy mediated the effects of PCO on career satisfaction and proactive career behaviors. PCO only possessed incremental predictive validity regarding proactive career behaviors. However, we could not confirm specific direct or mediated effects of PCO on job satisfaction. These results imply that PCO is closely related to vocational identity clarity and self-efficacy because it enhances these career attitudes. Moreover, identity and self-efficacy mediate some but not all of the effects of PCO on important career outcomes.

Keywords: protean career orientation; vocational identity; occupational self-efficacy; job satisfaction; career satisfaction; proactive career behaviors

Do bad guys get ahead or fall behind? Relationships of the dark triad of personality with objective and subjective career success

Andreas Hirschi

Spurk, D., Keller, A., Hirschi, A. (2016). Do bad guys get ahead or fall behind? Relationships of the dark triad of personality with objective and subjective career success. Social Psychological and Personality Science (2), 113-121, doi: 10.1177/1948550615609735. 

Abstract

This study analyzed incremental effects of single Dark Triad traits (i.e., narcissism, psychopathy, and Machiavellianism) on objective (i.e., salary and leadership position) and subjective (i.e., career satisfaction) career success. We analyzed 793 early career employees representative of age and education from the private industry sector in Germany. Results from multiple and logistic regressions revealed bright and dark sides of the Dark Triad, depending on the specific Dark Triad trait analyzed. After controlling for other relevant variables (i.e., gender, age, job tenure, organization size, education, and work hours), narcissism was positively related to salary, Machiavellianism was positively related to leadership position and career satisfaction, and psychopathy was negatively related to all analyzed outcomes. These results provide evidence that the Dark Triad plays a role in explaining important career outcomes. Implications for personality and career research are derived.

The role of chance events in the school-to-work transition: The influence of demographic, personality and career development variables

Andreas Hirschi

Hirschi, A. (2010). The role of chance events in the school-to-work transition: The influence of demographic, personality and career development variables. Journal of Vocational Behavior, 77(1), 39-49. doi:10.1016/j.jvb.2010.02.002