Academy of Management 2016: Career Crafting

DEVELOPMENT AND VALIDATION OF THE CAREER CRAFTING SURVEY

JOS AKKERMANS & MARIA TIMS ACADEMY OF MANAGEMENT MEETING 2016, ANAHEIM

KEY TAKEAWAYS FROM THIS PRESENTATION

DEVELOPMENT AND VALIDATION OF CCS Using 3 studies for (1) EFA, (2) CFA, and (3) relations to meaningful outcomes

TWO DIMENSIONS, NINE ITEMS Proactive career reflection (4 items) Proactive career construction (5 items)

RELATED TO MEANINGFUL WORK OUTCOMES Positively related to internal + external employability Positively related to turnover intentions

INTRODUCTION: SUSTAINABLE CAREERS – AGENCY DIMENSION

Individuals need to take ownership of and build their

own careers

How can we assess their proactive behaviors aimed at

crafting their careers?

INDIVIDUAL AGENCY IS KEY IN TODAY’S CAREER Individuals need to be proactive in shaping their own career in

order to become employable and successful Career crafting may be a valuable addition to the existing

literature as it represents individual proactive behavior aimed at achieving optimal career-related outcomes

BUT…… DON’T WE ALREADY KNOW THIS BY NOW? Career self-management (e.g., De Vos et al., King)

Career competencies (e.g., Akkermans et al., Eby et al.)

Job crafting (e.g., Tims et al., Wrzesniewski & Dutton, 2001)


WHY CAREER CRAFTING IS STILL A VALUABLE ADDITION Addition meaning it does not replace existing concepts but rather

complement them


Construct Focus of construct What Career Crafting adds to this

Career self-management

Highly specific behaviors (e.g., asking manager for feedback) aimed at advancing career

CSM specific; focus on “doing” Career crafting general and broadly applicable; reflection element

Career competencies

Knowledge, skills, and abilities that help individuals to become successful in their career

CC competencies Career crafting proactive behavior

Job crafting Specific proactive behaviors aimed at enhancing person-job fit

JC job-level Career Crafting career-level

A PRELIMINARY MODEL OF CAREER CRAFTING

CAREER CRAFTING

Proactive Career Planning

Proactive Career Communication

Proactive Career Reflection

STUDY 1 – METHOD & RESULTS

SAMPLE, ITEMS, AND EFA N = 361, 50.1% female, Mage = 38.7 years Original over inclusive set of 24 items EFA criteria: ≥ .60 on own factor, ≤ .30 on other factors

RESULTS AND CONSEQUENCES FOR CCS Retained 10 items Results indicate not 3 but 2 factors Conclusion: 10-item CCS based on 2 factors used for Study 2 and 3

FINAL MODEL OF CAREER CRAFTING

CAREER CRAFTING

Proactive Career Construction

(α = .85)

Proactive Career Reflection

(α = .86)

“I actively think about what I really like in my job” “I take the time to reflect on what I am passionate about in my work and career”

“I purposefully show others what I am good at” “I improve my career goals and make sure they are up-to-date”


SAMPLE N = 491, 52.5% male, Mage = 35.3 years

CONFIRMATORY FACTOR ANALYSES Replication of 2-factor structure 1 item was dropped (“I set goals for where I want to be in 1 year from now”)

χ²= 139.11, DF = 26, CFI = .94, IFI = .94, RMSEA = .094

Competing 1-factor model

CORRELATIONS WITH RELATED CONSTRUCTS Career competencies: between .26 and .54 Job crafting: between .12 and .59 Career self-management: .57 (R) and .62 (C)


SAMPLE N = 399, 58.4% female, Mage = 36.1 years

REGRESSION ANALYSES – SUMMARY OF FIRST RESULTS Career crafting is related to employability and turnover intentions

over and above organizational career management

Proactive Career

Reflection (α = .82)

Internal employability

Proactive Career

Construction (α = .84)

External employability

.14*

.26**

.13* .10

R² = .25 Δ² = .05**

R² = .12 Δ² = .10**

Turnover intentions

.14*

.17* R² = .20 Δ² = .07**

CONCLUSION: WHAT DOES THIS ALL MEAN?

CAREER CRAFTING IS DIFFERENT FROM RELATED CONSTRUCTS Characterized by 2 related dimensions: proactive career reflection

and proactive career construction Could be measured reliably with 9 items in three different

samples

CAREER CRAFTING RELATES TO MEANINGFUL WORK OUTCOMES Proactive career reflection is positively related to external and

internal employability and to turnover intentions Proactive career construction is positively related to internal

employability and turnover intentions Management paradox of career crafting…?

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Science

Academy of Management 2016: Career Crafting