Career Don’t Stop Believing: Career Empowerment as a Mediator between Hope and Organizational Outcomes

• Daphna Shwartz-Asher ^[2] ; Mirit Grabarski ^[1] ; Aharon Tziner ^[3] ; Or Shkoler ^[4]
  1. [1] Lakehead University

     Lakehead University

     Canadá

     
  2. [2] Tel-Hai College, Israel
  3. [3] Peres Academic Center & Netanya Academic College, Israel
  4. [4] HEC, Montreal, Canada

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• Localización: Revista de psicología del trabajo y de las organizaciones = Journal of work and organizational psychology, ISSN 1576-5962, Vol. 39, Nº 1, 2023, págs. 13-22
• Idioma: inglés
• DOI: 10.5093/jwop2023a1
• Títulos paralelos:
  • No dejes de creer en la carrera profesional: Empoderamiento de carrera como mediador entre la esperanza y los resultados organizacionales
• Enlaces
  • Texto completo  1    2 (pdf) 
• Resumen
  • español

    La creciente tendencia hacia la gestión de la carrera profesional exige entender las fuerzas motrices de los cambios en dicha carrera. El estudio explora de qué modo se asocian los recursos personales, es decir, la esperanza, el optimismo, la autoeficacia y el apoyo social, con el constructo motivacional de empoderamiento de la carrera profesional, que a su vez predice los resultados comportamentales (conducta de ciudadanía ocupacional, valoración del desempeño) y actitudinales (compromiso laboral, satisfacción con la vida) de los empleados. Llevamos a cabo un estudio cuantitativo en el que 251 empleados a tiempo completo cumplimentaron cuestionarios de papel y lápiz que medían los recursos internos y externos, así como el empoderamiento profesional. Los resultados indican que las variables de la investigación correlacionan mutuamente de un modo positivo y significativo. Los análisis de mediación con otros modelos alternativos señalan que el empoderamiento profesional es un mediador parcial entre los recursos personales y diversos resultados. Se comentan las implicaciones teóricas y prácticas.

  • English

    The growing trend towards individual career management requires understanding the driving forces of career changes. In the current study we explore how personal resources, namely hope, optimism, self-efficacy, and social support are associated with the motivational construct of career empowerment, which in turn predicts employees’ behavioral (OCB, performance appraisal) and attitudinal (job engagement, life satisfaction) outcomes. We conducted a quantitative study in which 251 full- and part-time employees completed paper-and-pencil surveys measuring internal and external resources, and career empowerment. Our results indicate that the research variables are significantly and positively correlated with one another. Mediation analyses with competing models indicate that career empowerment is a partial mediator between personal resources and various outcomes. Theoretical and practical implications are discussed.

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