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Publications

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Filtering by Tag: work motivation

Latent profiles of work motivation in adolescents in relation to work expectations, goal engagement, and changes in work experiences

Andreas Hirschi

Valero, D. & Hirschi, A. (2016). Latent profiles of work motivation in adolescents in relation to work expectations, goal engagement, and changes in work experiences. Journal of Vocational Behavior, 93, 67-80, doi:10.1016/j.jvb.2016.01.003.

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Abstract

Motivation plays a key role in successful entry into working life. Based on a cross-sectional and a one-year longitudinal study, we used a person-centered approach to explore work-related motivation (i.e., autonomous goals, positive affect, and occupational self-efficacy) among 577 students in 8th grade (Study 1) and 949 adolescents in vocational training (Study 2). Based on latent profile analysis, in both studies we identified four groups that were characterized by different levels of overall motivation and one group characterized by low positive affect and mean levels in autonomous goals and self-efficacy. Profiles characterized by high levels of motivation showed the highest levels of positive work expectations and goal engagement and the lowest levels of negative work expectations in Study 1 and the highest levels of person-job fit, work engagement, and job satisfaction in Study 2. Moreover, latent difference score analysis showed that motivational profiles predicted changes in person-job fit and work engagement across one year but not in job satisfaction. The results imply that career counselors should be aware of characteristic motivational patterns of clients that may require specific counseling approaches.

A new perspective on workaholism: The role of personal and contextual career-related antecedents

Andreas Hirschi

Spurk, D., Hirschi, A., & Kauffeld, S. (in press). A new perspective on workaholism: The role of personal and contextual career-related antecedents. Journal of Career Assessment, 24(2), 747-764. doi: 10.1177/106907271561612751


Abstract

The aim of the present study was to present and test a model assuming that career-related variables might function as antecedents of workaholism—the tendency to work compulsively and excessively. More specifically, based on conservation of resource theory and social identity theory, the study tested whether personal (i.e., career insecurity, extrinsic career goals, and career commitment) and contextual variables (i.e., career barriers and perceived organizational support) are related to workaholism. We tested our assumptions by means of stepwise hierarchical regression analyses within a large sample of N = 685 scientists working in different occupational fields (e.g., social science, arts and humanities, economics, and science, technology, engineering, mathematics) in German research institutes and universities. The results showed that career insecurity, career barriers, career commitment, and extrinsic career goals were positively associated, and perceived organizational support was negatively associated, with workaholism. Furthermore, the set of analyzed career variables showed incremental validity and explained a significant portion of variance in workaholism beyond control variables (i.e., gender, age, work hours, and occupational field) and personality (i.e., extroversion, conscientiousness, and neuroticism).

Chance events and career decidedness: Latent profiles in relation to work motivation

Andreas Hirschi

Hirschi, A., & Valero, D. (2017). Chance events and career decidedness: Latent profiles in relation to work motivation. Career Development Quarterly. 65(1).  


Abstract

Research has shown that chance events affect careers but has not established the nature of their effects. Moreover, the relationship between chance and career decidedness is not well understood. The present study used a person-centered approach with latent profile analysis to examine 312 Swiss adolescents in their first year of vocational training. We identified five qualitatively differing profiles according to levels of perceived chance events and career decidedness: balanced scorers, undecided with mean chance, undecided with high chance, decided with chance, and decided without chance. The groups differed significantly in work motivation (i.e., occupational self-efficacy beliefs, perceived person-job fit, and work engagement). Decided adolescents reported more favorable work motivation regardless of their level of perceived chance events. The results imply that promoting decidedness remains a valuable goal in career counseling despite the occurrence of unpredicted events.

Keywords: chance events; work motivation; career decidedness; adolescents