Career adaptability and work engagement: the roles of person-organization fit and job insecurity

被引：0
|
作者：
Chen, Qishan [1 ,2 ,3 ]
Li, Jiamin [2 ]
Shen, Ruixing [2 ]
Wang, Ruochun [2 ]
Xu, Jiali [2 ]
Zhou, Jieyu [2 ]
机构：
[1] South China Normal Univ, Philosophy & Social Sci Lab Reading & Dev Children, Minist Educ, Guangzhou 510631, Peoples R China
[2] South China Normal Univ, Sch Psychol, Guangzhou 510631, Peoples R China
[3] South China Normal Univ, Ctr Studies Psychol Applicat, Guangzhou 510631, Peoples R China
来源：
BMC PSYCHOLOGY | 2024年 / 12卷 / 01期
关键词：
Career adaptability; Person-organization fit; Job insecurity; Work engagement; ADAPT-ABILITIES SCALE; SELF-DETERMINATION THEORY; PSYCHOMETRIC PROPERTIES; ENVIRONMENT FIT; MODERATING ROLE; MEDIATING ROLE; PERFORMANCE; RESOURCES; OUTCOMES; DEMANDS;
D O I：
10.1186/s40359-024-01907-2
中图分类号：
B84 [心理学];
学科分类号：
04 ; 0402 ;
摘要：
PurposeThe purpose of this study is to examine the relationship between employees' career adaptability and work engagement. Specifically, this study investigates the mediating role of person-organization fit in the relationship between career adaptability and work engagement as well as the moderating role of job insecurity in this mediating effect.MethodsWe collected data from 248 full-time employees in China and utilized robust statistical techniques to test a moderated mediation model that includes the constructs of career adaptability, person-organization fit, job insecurity, and work engagement.ResultsCareer adaptability is positively related to employees' work engagement, and person-organization fit mediates the relationship between career adaptability and work engagement. Job insecurity moderates the mediating effects of person-organization fit in this context. The relationship between person-organization fit and work engagement is stronger at low (vs. high) levels of job insecurity.ConclusionThis research contributes to theory by demonstrating that the mediating effect of person-organization fit and the moderating effect of job insecurity represent additional explanations of the impact of career adaptability on work engagement.
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页数：13
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