Psychological career resources, career adaptability, and hardiness in relation to job embeddedness and organizational commitment.

Abstract

The study examined the relationship between employees’ psychological career resources, career adaptability, hardiness (as a set of psychological career meta-capacities) and their job embeddedness and organizational commitment (as a set of retention-related dispositions). A quantitative survey was conducted on a convenience sample of employed adults (N=355) at managerial and staff levels in the human resource management field. A canonical analysis indicated that the psychological career meta-capacities construct canonical variate predicted a significant but practically small percentage of the variance in the retention-related dispositions construct variables. Structural Equation Modelling was used to validate the overall relationship between the two canonical construct variates. The results produced a good fit model, showing that psychological career meta-capacities (self/other skills, behavioral adaptability, career directedness, curiosity, concern, control, confidence, curiosity, hardy-commitment and hardy-control) significantly contributed to explaining the participants’ sense of fit (job embeddedness). The findings may be used to inform career development support interventions that aim to assist with the retention of valuable and talented staff.