an article by Anne M. Wöhrmann (Institute for Strategic HR Management Research and Development (SMARD), Leuphana University of Lüneburg, Germany), Jürgen Deller (Institute for Strategic HR Management Research and Development (SMARD), Leuphana University of Lüneburg, Germany and Silver Workers Research Institute, Berlin, Germany) and Mo Wang (Warrington College of Business Administration, University of Florida, Gainesville, USA) published in Journal of Career Development Volume 41 Number 5 (October 2014)
Abstract
Many countries are exposed to challenges due to demographic change. Keeping employees in the workforce beyond retirement age could help counter these challenges. Thus, extending the knowledge on the process of post-retirement career planning is important.
Therefore, drawing on social cognitive career theory, we develop and test a model for post-retirement career planning in this study.
An online survey including measures of occupational self-efficacy, interest in occupation-related activities as well as post-retirement career outcome expectations, intention, and planning activity was completed by 124 individuals working in different occupations in Germany.
Participants were aged 49–65 years and 54% were male.
Findings suggest that self-efficacy, outcome expectations, and interest are important factors in post-retirement career planning. Altogether the predictors accounted for 37% of variance in post-retirement career intention and 9% of variance in planning activity.
Based on our findings, we discuss options to foster post-retirement career planning.
Showing posts with label social_cognitive_career_theory. Show all posts
Showing posts with label social_cognitive_career_theory. Show all posts
Tuesday, 7 April 2015
Wednesday, 13 February 2013
Linking Affective Commitment, Career Self-Efficacy, and Outcome Expectations A Test of Social Cognitive Career Theory
an article by Amanda M. Conklin, Jason J. Dahling and Pablo A. Garcia (The College of New Jersey, Ewing, USA) published in Journal of Career Development
Volume 40 Number 1 (February 2013)
Abstract
The authors tested a model based on the satisfaction model of social cognitive career theory (SCCT) that links college students’ affective commitment to their major (the emotional identification that students feel toward their area of study) with career decision self-efficacy (CDSE) and career outcome expectations.
Results indicate that CDSE mediates the relationship between affective commitment to the major and career outcome expectations, specifically expected career performance and satisfaction.
Further, students’ perception of abilities–demands fit with their major interacts with affective commitment to moderate these direct and indirect effects.
The authors discuss these findings in light of SCCT and develop recommendations for career counsellors and academic advisers based on their results.
Abstract
The authors tested a model based on the satisfaction model of social cognitive career theory (SCCT) that links college students’ affective commitment to their major (the emotional identification that students feel toward their area of study) with career decision self-efficacy (CDSE) and career outcome expectations.
Results indicate that CDSE mediates the relationship between affective commitment to the major and career outcome expectations, specifically expected career performance and satisfaction.
Further, students’ perception of abilities–demands fit with their major interacts with affective commitment to moderate these direct and indirect effects.
The authors discuss these findings in light of SCCT and develop recommendations for career counsellors and academic advisers based on their results.
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