دانلود رایگان مقاله لاتین پلتفرم محتوای شغلی از سایت الزویر
عنوان فارسی مقاله:
رابطه بین سازگاری شغلی و پلتفرم محتوای شغلی: نقش میانجی گری سازنده ادراکات مناسب
عنوان انگلیسی مقاله:
The relationship between career adaptability and job content plateau: The mediating roles of fit perceptions
سال انتشار : 2016
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بخشی از مقاله انگلیسی:
2. Methods
2.1. Participants and procedure Data were collected from an online survey administered on the website of a professional research company. Participants were full-time Chinese employees who were members of a professional research pool run by this company. Potential respondents were sent an invitation containing a hyperlink to the online survey. The first section of the survey informed respondents that participation in this study was completely voluntary, anonymous, and confidential. Voluntary participants then continued to complete the entire questionnaire. A similar procedure has been adopted in numerous studies and confirmed to be adequately reliable (e.g., Holland, Allen, & Cooper, 2013; Jiang & Hu, 2015). An advantage of this procedure is its ability to generate data with wide representation of occupational roles (Holland et al., 2013). Two hundred and seventy usable questionnaires were returned. Among these workers, 46.7% (n = 126) were female and 53.3% (n = 144) were male. As for their age, 12.6% (n = 34) were 18-25 years old; 34.1% (n = 92) were 26-30 years old; 35.9% (n = 97) were 31-40 years old; 14.4% (n = 39) were 41-50 years old; 1.9% (n = 5) were 51-60 years old; and 1.1% (n = 3) were over 60 years old. For education, 8.9% (n = 24) reported a level of high school or below; 15.2% (n = 41) held tertiary diplomas (without a degree); 66.7% (n = 180) held bachelor’s degrees; and 9.3% (n = 25) had postgraduate qualifications. Out of these respondents, 1.9% (n = 5) had worked for less than 1 year in the current organization; 17.0% (n = 46) for 1-3 years (exclusive); 17.8% (n = 48) for 3-5 years (exclusive); 32.6% (n = 88) for 5-10 years (exclusive); 14.8% (n = 40) for 10-15 years (exclusive); 7.0% (n = 19) for 15-20 years (exclusive); and 8.9% (n = 24) for 20 years or over. 2.2. Measures 2.2.1. Career adaptability The Career Adapt-Ability Scale (CAAS)-China Form (Hou, Leung, Li, Li, & Xu, 2012) was employed to assess respondents’ career adaptability. As with the international version of the CAAS (Savickas & Porfeli, 2012), the CAAS-China consists of four subscales with six items each for measuring concern, control, curiosity, and confidence as adaptive resources for people’s career development. Respondents first read the following instructions in Chinese: “Different people use different strengths to build their careers. No one is good at everything; each of us emphasizes some strengths more than others. Please rate how strongly you have developed each of the following abilities using the scale below.” Then they rated each item on a five-point scale ranging from 1 (not strong) to 5 (strongest). Example items include ACCEPTED MANUSCRIPT ACCEPTED MANUSCRIPT 8 “Concerned about my career” (concern), “Taking responsibility for my actions” (control), “Observing different ways of doing things” (curiosity), and “Taking care to do things well” (confidence). Following Hou et al. (2012), a confirmatory factor analysis (CFA) (concern, control, curiosity, and confidence were first-order factors loaded on the second-order factor, i.e., career adaptability) was performed to test the factor structure of the CAAS-China. Results indicated that this higher-order factorial model adequately fit the data (χ 2 = 533.57, df = 248, SRMR = .05, RMSEA = .07, CFI = .91), considering the relatively small sample size (Guan et al., 2013; Yang, Guan, Lai, She, & Lockwood, 2015). Cronbach’s alpha coefficients for the four subscales were .86 (concern), .83 (control), .85 (curiosity), and .85 (confidence). Cronbach’s alpha for overall career adaptability was .95. All results suggested that the CAAS-China had good structural validity in the current study.
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کلمات کلیدی:
Career adaptability and plateau: The moderating effects of tenure and ... https://medworm.com/.../career-adaptability-and-plateau-the-moderating-effects-of-te... It was found that the relationship between career adaptability and the job content plateau was strongest when employees reported a long tenure and a low level ... Reactions to Job Content Plateaus: Examining Role Ambiguity and ... onlinelibrary.wiley.com/doi/10.1002/j.2161-0045.2006.tb00005.x/abstract by CS McCleese - 2006 - Cited by 36 - Related articles The Career Development Quarterly ... This study explores situations where job content plateauing is associated with fewer negative work ... low likelihood of promotions) as moderators of the job content plateau-work attitude relationship. ... 1 Zhou Jiang, The relationship between career adaptability and job content plateau: ... Adaptability and Plateaus in Careers: Roles of Tenure and Job Self ... proceedings.aom.org/content/2017/1/16274.short by Z Jiang - 2017 This research examined the relationship between career adaptability and the job content plateau, focusing on the moderating roles of job tenure and job ...
