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

Autor: Chen Q; Philosophy and Social Science Laboratory of Reading and Development in Children and Adolescents, South China Normal University, Ministry of Education, Guangzhou, 510631, China. kaisanchan@163.com.; School of Psychology, South China Normal University, Guangzhou, 510631, China. kaisanchan@163.com.; Center for Studies of Psychological Application, South China Normal University, Guangzhou, 510631, China. kaisanchan@163.com., Li J; School of Psychology, South China Normal University, Guangzhou, 510631, China., Shen R; School of Psychology, South China Normal University, Guangzhou, 510631, China., Wang R; School of Psychology, South China Normal University, Guangzhou, 510631, China., Xu J; School of Psychology, South China Normal University, Guangzhou, 510631, China., Zhou J; School of Psychology, South China Normal University, Guangzhou, 510631, China.
Jazyk: angličtina
Zdroj: BMC psychology [BMC Psychol] 2024 Oct 16; Vol. 12 (1), pp. 562. Date of Electronic Publication: 2024 Oct 16.
DOI: 10.1186/s40359-024-01907-2
Abstrakt: Purpose: The 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.
Methods: We 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.
Results: Career 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.
Conclusion: This 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.
(© 2024. The Author(s).)
Databáze: MEDLINE
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