Career adaptability, job search self-efficacy and outcomes: A three-wave investigation among Chinese University Graduates.

Based on career construction theory, the current research examined the role of career adaptability in Chinese university graduates' job search process (N = 270). Results from a three-wave survey study showed that the four dimension of career adaptability (measured at wave 1) correlated positively with university graduates' job search self-efficacy (measured at wave 2) and their employment status (measured at wave 3). Among graduates who became employed, career adaptability dimensions also predicted positively their person–environment (P–E) fit perceptions (measured at wave 3). The results further showed that with the effects of demographics (gender, age, education level and major) and family background (family economical status and parental education) controlled for, when putting the four dimensions of career adaptability together, career concern and career control served as the strongest predictors for job search self-efficacy, which further mediated the positive effects of these two dimensions on employment status. In addition, career control also had indirect effect on P–E fit through the mediation of job search self-efficacy. Additional analyses using the global indicator of career adaptability also supported this mediation model such that career adaptability significantly predicted employment status and P–E fit, with these relations mediated by job search self-efficacy. These findings carry implications for research on career construction theory, as well as career education and career counseling practices

Parents’ music training motivation and children’s music learning achievement: An investigation in the Chinese context

The current research examined Chinese parents' motivation regarding music training for their children, and its relationships with their children's learning outcomes (N = 269). Results of principal component analysis showed that Chinese parents had both intrinsic and extrinsic motivation regarding children's music training. Parents' intrinsic motivation was positively related to children's learning achievement (rated by teachers). Although extrinsic motivation did not predict learning achievement, it served as a significant moderator and strengthened the relationship between intrinsic motivation and children's achievement. Moreover, the results showed that children's learning engagement mediated the interaction between intrinsic motivation and extrinsic motivation regarding children's learning achievement. The corresponding moderated mediation model was supported. Theoretical and practical implications are discussed

Differences in Career Decision-Making Profiles Between American and Chinese University Students

The current research examined differences in career decision-making profiles (CDMP) between American and Chinese university students, as well as the mediating mechanisms possibly underlying these cultural differences. The results of a survey among American (n = 929) and Chinese (n = 945) undergraduates showed that Chinese participants scored significantly higher on consulting with others, desire to please others, willingness to compromise, dependence on others, and procrastination, but lower on aspiration for an ideal occupation, internal locus of control, and effort invested in career decision-making than did the American participants. Using a model based on self-construals and subjective cultural norms, we established that interdependent self-construal, independent self-construal, and the perceived individualism-collectivism norm operative in the respondents’ nation served as important mediators of the relationship between culture and endorsement of the dimensions of the CDMP. Moreover, based on the model of cultural tightness-looseness, the results provided partial support for the prediction that individuals’ personal cultural orientations (e.g., self-construals) served as stronger predictors for CDMP among the American participants than among the Chinese, whereas the perceived cultural norm served as a stronger predictor for CDMP among the Chinese participants than the Americans. The current research provides implications for career decision-making in different cultural groups and suggests the operation of differential mechanisms involved in reaching career decisions across societies varying in individualism-collectivism.Department of Management and MarketingDepartment of Applied Social Science

New job market entrants' future work self, career adaptability and job search outcomes: Examining mediating and moderating models

Based on career construction theory and the model of proactive motivation, the current research examined the mediating and moderating models for the relations among future work self, career adaptability, job search self-efficacy and employment status. A survey study was conducted among Chinese university graduates (N = 270). The results showed that future work self (measured at wave 1) had positive effect on employment status (measured at wave 3), with this relationship partially mediated by career adaptability (measured at wave 1) and job search self-efficacy (measured at wave 2). In addition, the results further revealed that the positive effect of future work self on job search self-efficacy was stronger among the graduates who had a higher level of career adaptability. In support of the hypothesized moderated mediation model, for individuals with a higher level of career adaptability, the indirect effect of future work self on employment status through job search self-efficacy was stronger. These findings carry implications for research on job search behavior, career education and career counseling. (C) 2014 Elsevier Inc. All rights reserved

When do salary and job level predict career satisfaction and turnover intention among Chinese managers? The role of perceived organizational career management and career anchor

The current research examined a moderated mediation model for the relationships among indicators of objective career success (salary and job level), subjective career success (career satisfaction), and turnover intention, as well as the boundary conditions of this process. Based on a survey study among a sample of Chinese managers (N = 324), we found that both salary and job level were negatively related to turnover intention, with these relations fully mediated by career satisfaction. The results further showed that the relation between job level and career satisfaction was weaker among managers who perceived a higher level of organizational career management, but stronger among managers with a higher managerial career anchor. In support of our hypothesized model, the indirect effect of job level on turnover intention through career satisfaction existed only among managers who perceived a lower level of organizational career management or managers with a higher managerial career anchor. These findings carry implications for research on career success and turnover intention