Making a successful transition to work
A fresh look at organizational support for young newcomers from an individual-driven career adjustment perspective
Bibliographic Data
| ID | 21285121 |
|---|---|
| Authors | Norihiko Takeuchi (0000-0002-5086-3109, National Cheng Kung University, corresponding author), Tomokazu Takeuchi (0000-0001-6326-2073, Gakushuin University), Yuhee Jung (0000-0002-3902-7732, Waseda University) |
| Year | 2021 |
| Volume | 128 |
| Pages | 103587 |
| Publication date | 2021-08-01 |
| Open Access | Yes |
| Type | ARTICLE |
| Venue | Journal of Vocational Behavior (JOURNAL) |
| Journal identifiers | ISSN: 0001-8791 • E-ISSN: 1095-9084 |
| Publisher | Elsevier BV (PUBLISHER) |
| DOI | 10.1016/j.jvb.2021.103587 |
| OpenAlex | W3163494078 |
| Language | EN |
| Citations received | 8 |
| References cited | 119 |
Although career transitions occur several times during people’s life course, a significant turning point may be the school-to-work transition (STWT) of young adults migrating from structured academic environments to chaotic organizational setups. In the field of newcomer socialization, successful STWTs, particularly in the post-employment phase, have been widely researched, although the studies have been dominated by an “organization-driven” perspective on what motivates young newcomers to adjust themselves to organizational career norms. By examining “individual-driven” career adjustment pathways that focus on the self-enhancement effect involved in organizational support, this research addresses the challenge of how young newcomers with self-directed career orientations experience STWT success without compromising their career-growth concerns. Drawing on theories of self-enhancement and self-verification, we investigated a model wherein (1) a perceived match of individual and organizational career plans mediates the relationship between newcomers’ perceived organizational support (POS) and their STWT success, and (2) protean career orientations moderate the anticipated positive relationship between POS and perceived career match, thus conditioning the mediation. Results from four-wave time-lagged data supported the predicted effects, even after controlling for organization-driven adjustment factors. The findings contribute to the ongoing debate on “individualization” and the “Protean Paradox” in career management literature
Career Counseling · Career development · Organizational change · Perspective (graphical) · Political science · Public relations · Transition (genetics) · Work (physics) · Applied Psychology · Entrepreneurship Studies and Influences · Higher Education and Employability · Human Resource and Talent Management · Psychology · Social Psychology
Investigating the role of perceived career growth as a mediator in linking job autonomy, occupational self-efficacy, and LMX to workplace deviance
Impact of sustainable career ecosystem in TVET and transition from academia to work for Industry 4.0
Career success
The effect of pursuing a gender-nontraditional profession on young newcomers' occupational self-efficacy via frequency of evaluative feedback
Career transitions across the lifespan
Toward a conceptualization of kuuki-wo-yomu (reading the air) in the Japanese organizational context
Gender and Urban-Rural Differences in the Impact of Parents’ Problematic Behaviors on Children’s School-to-Work Transition
Organizing School-to-Work Transition Research from a Sustainable Career Perspective
The Five Pillars of Self-Enhancement and Self-Protection
A Review of Cross-Cultural Methodologies for Organizational Research
Careers in and out of Organizations
Robustness Tests for Quantitative Research
Introduction to Statistical Mediation Analysis
Antecedents and outcomes of organizational support for development
Positive and negative affectivity and their relation to anxiety and depressive disorders.
Method Variance and Marker Variables
Self-Verification Theory
Advances in Career Theory and Research
Protean and boundaryless careers
Organizational identification
A Short Version of the Occupational Self-Efficacy Scale
Socialization tactics, proactive behavior, and newcomer learning
Socialization Tactics, Self-Efficacy, and Newcomers' Adjustments to Organizations.
Socialization Tactics
Training career adaptability to facilitate a successful school-to-work transition
Newcomer adjustment during organizational socialization
Commitment to organizations and occupations
Social and Economic Exchange
Optimal number of response categories in rating scales
Lack of method variance in self-reported affect and perceptions at work
The interplay of boundaryless and protean careers
Socialization Tactics and Person‐organization Fit
Perceived Organizational Support
Marker Variable Choice, Reporting, and Interpretation in the Detection of Common Method Variance
Reciprocation of perceived organizational support.
Accounting for common method variance in cross-sectional research designs.
Common methods variance detection in business research
Perceived organizational support.
Common method biases in behavioral research
Sources of Method Bias in Social Science Research and Recommendations on How to Control It
Self-Reports in Organizational Research
The Oxford Handbook of Human Motivation
Career Development and Counseling
Structural Equations with Latent Variables
Self-Evaluation
Job Search and the School-to-Work Transition
The Relative Trustworthiness of Inferential Tests of the Indirect Effect in Statistical Mediation Analysis
Power Anomalies in Testing Mediation
An Index and Test of Linear Moderated Mediation
Addressing Moderated Mediation Hypotheses
Protean Careers at Work
Identifying organizational identification as a basis for attitudes and behaviors
Perceived organizational support and embeddedness as key mechanisms connecting socialization tactics to commitment and turnover among new employees
Reassessing the protean career concept
An examination of the curvilinear relationship between leader–member exchange and intent to turnover
Assessing longitudinal change of and dynamic relationships among role stressors, job attitudes, turnover intention, and well‐being in neophyte newcomers
Beyond Baron and Kenny
Psychological Abuse, Self-Esteem, and Women's Dating Relationship Outcomes
A lifespan perspective for understanding career self-management and satisfaction
Have careers become boundaryless
Social comparisons and organizational support
Responses to evaluation as a function of initial self-perceptions
Trust and Commitment through Self-Verification
The protean career
Illusion and well-being
The Psychology of Careers
Practical Issues in Structural Modeling
| Citations per year | 2 |
|---|---|
| Citation span | 2022 - 2026 (5) |
| Highly cited | No |