jurnal adaptabilasi karir

7/24/2019 JURNAL ADAPTABILASI KARIR

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WORK VALUES AND CAREER ADAPTABILITY OFCHINESE UNIVERSITY STUDENTS

LIHUIYE

Huaqiao University

I conducted a survey to examine the relationship between work values and career adaptability

in a sample of 407 Chinese university students. I validated an extrinsicintrinsic work values

structure through principal components analysis, based on self-determination theory. The

results showed that extrinsic work values, such as the importance of high income and good

working conditions, and intrinsic work values, such as emphasis on creativity and challenge,

and a friendly workplace atmosphere, positively predicted the career adaptability of the

participants. Thus, the driving force of both extrinsic and intrinsic work values meant that

the students were likely to put effort into developing adaptive capabilities for their career

development. The implications of these findings for career education and career counseling

practice are discussed.

Keywords: self-determination theory, extrinsic work values, intrinsic work values, careeradaptability, Chinese university students.

High-velocity changes in employment patterns have occurred in the 21st

century. Sophisticated information technology and globalization have driven the

increasing fragmentation of occupations and the continuous growth of the labor

force, resulting in much greater complexity in achieving personposition fit in

the workplace (Savickas et al., 2009). For example, in China, where far-reaching

economic reforms have occurred during the last few decades, there has beenpressure for change, both within the system and by individuals, for occupational

mobility (Knight & Yueh, 2004). Thus, as job market dynamics operate from

a macro perspective, and individuals career paths are designed from a micro

SOCIAL BEHAVIOR AND PERSONALITY, 2015,43(3), 411-422 Society for Personality Researchhttp://dx.doi.org/10.2224/sbp.2015.43.3.411

Lihui Ye, Youth League Committee, Huaqiao University.

Correspondence concerning this article should be addressed to: Lihui Ye, Youth League Committee,Huaqiao University, Xiamen, Fujian 361021, Peoples Republic of China. Email: [email protected]


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WORK VALUES AND CAREER ADAPTABILITY412

perspective, employees are compelled to foster a set of psychological resources

to cope with frequent job transitions and an unpredictable work environment.

The concept of career adaptability encompasses individuals ability to both deal

with routine tasks without mishaps and harness unfamiliar work circumstances

caused by unstable working conditions (Savickas, 1997, 2013). According to

Savickas (1997), career adaptability consists of the following four dimensions:

(a) concern, i.e., the ability to consider and prepare for future possibilities; (b)

control, i.e., the ability to make deliberate decisions and take conscious action;

(c) curiosity, i.e., the strength to explore various situations and roles; and (d)

confidence, i.e., the positive beliefs in ones problem-solving skills across

different situations. Recently, researchers have demonstrated the important role

of career adaptability in work-related outcomes, such as career satisfaction and

promotion opportunities (Tolentino, Garcia, Restubog, Bordia, & Tang, 2013),work stress (Johnston, Luciano, Maggiori, Ruch, & Rossier, 2013), employment

status (Guan et al., 2014), and employment quality (Guan et al., 2013).

Researchers have also examined the predictors of individuals career

adaptability. For example, Cai et al. (2015) found that self-esteem and proactive

personality positively predicted Chinese university students career adaptability.

In addition, Guan et al. (2015) reported that parental career-specific behaviors

were significantly and positively related to Chinese university students career

adaptability. However, little attention has been paid to the relationship between

work values and career adaptability. Work values are the ultimate goals thatindividuals pursue in their work (Super, 1970), and which exert a direct influence

on individuals career choices and abilities. Work values serve as important

predictors for individuals work attitudes (Dose, 1997) and job decisions (Judge

& Bretz, 1992). In this study, I proposed that university students work values

would be an important basis for their motivation in developing their career

adaptability. I expected that the participants would identify, through self-as-

sessment and career exploration, the important work outcomes that they wished

to achieve, and would develop adaptive capabilities to do so.

There are various types of work values. Super (1970) defined the followingtypes of work values: achievement, i.e., having a feeling of success from a job

well done; coworkers, i.e., having positive interaction with fellow workers;

creativity, i.e., being able to try out new ideas; income, i.e., receiving pay

raises that keep one ahead of the cost of living; independence, i.e., being able

to make decisions on ones own; lifestyle, i.e., having enough time for leisure

activities; mental challenge, i.e., always having new problems to solve; prestige,

i.e., knowing that others think ones work is important; security, i.e., knowing

that ones position will last; supervision, i.e., having a good boss; variety, i.e.,

doing many different things to get ones work done; and work environment,

i e working in a good place However there is a lack of consistency in the


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WORK VALUES AND CAREER ADAPTABILITY 413

framework and factor structures of work values in the literature (Meyer, Irving,

& Allen, 1998; Zytowski, 1994).

Self-Determination Theory, Work Values, and Career Adaptability

According to self-determination theory (Deci & Ryan, 1985; Deci, Vallerand,Pelletier, & Ryan, 1991), individuals behavior is driven by different levels of

self-determined motivation that encompasses extrinsic and intrinsic motivation.

Extrinsic motivation refers to behavior controlled by external sources, such as

material rewards, or constraints imposed by others (Deci & Ryan, 1985) and

intrinsic motivationrefers to doing an activity for its own sake with a full sense

of volition, and for the pleasure, interest, and satisfaction of doing so (Deci &

Ryan, 1985). Individuals with higher levels of self-determined motivation will

have an increased potential to direct their behavior toward their established goal.Empirical researchers have demonstrated that extrinsic and intrinsic motivation

have close links with occupational attitudes (Fernet, Guay, & Sencal, 2004) and

career behavior (Gagn & Deci, 2005).

In light of the above findings, I examined extrinsic and intrinsic work values

in this study. Extrinsic work values are work-related materialistic rewards,

incorporating dimensions in Supers Work Values Inventory (Super, 1970), such

as economic returns, security, and working conditions. In contrast, intrinsic

work values are nonmaterial values orientations inherent in work activities either

as an individuals self-expression, for example, creativity, independence, andaesthetics, or as the quality of the social network in a work environment, for

example, surroundings, associates, and supervisory relationships.

Researchers have examined the impact of work values on work-related

outcomes, with a plethora of findings demonstrating that individuals work

values exert great influence on their work-related attitude and behavior. For

example, Knoop (1994) found that four work values, that is, being esteemed

by others, achieving through work, doing meaningful work, and being able to

use ones knowledge and abilities, were negatively related to employees job

stress. In addition, researchers found that intrinsic work values not only reducedjob stress, but also promoted employees self-efficacy (Siu, 2003; Siu, Spector,

Cooper, & Lu, 2005). Vansteenkiste and colleagues (2007) found significant

relationships between both extrinsic and intrinsic work value orientations and job

satisfaction, work dedication, and job vitality. Further, certain work values were

found to be related to higher salary levels, the number of hours worked, and job

performance (Frieze, Olson, Murrell, & Selvan, 2006).

As work values encapsulate the goals that individuals set themselves to pursue

in their careers, I argued that work values would serve as the motivational

basis for individuals efforts to develop adaptive capabilities (Savickas, 1997,

2013). Therefore, I aimed to identify the relationship between work values and


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career adaptability. Specifically, I used a four-dimensional structure of careeradaptability (Savickas, 1997). The dimensions have close links to either extrinsicor intrinsic work values. A desire for material career success, which is reflectedin the pursuit of greater economic rewards and better working conditions, may

motivate individuals to put more effort into developing their career plans.Individuals who are motivated by extrinsic work values will plan for their

future prudently, work diligently, and attain excellent job outcomes. On theother hand, individuals who attach much importance to the pleasure andgratification obtained from the process of work, will gain confidence inacquiring and demonstrating problem-solving skills across situations, and will beconstantly energetic in exploring various situations and potential roles throughcareer development. Thus, the driving force of intrinsic work values providesindividuals with psychological resources to address possible future careercontingencies and, through this process, self-efficacy is established and stress isreduced or eliminated.

As the four dimensions can be combined in a global indicator to representindividuals adaptive resources in career transitions (Savickas, 2013; Savickas& Porfeli, 2012), extrinsic and intrinsic work values each make a uniquecontribution to career adaptability. Thus, I proposed the following hypotheses:

Hypothesis 1: Extrinsic work values will be positively related to careeradaptability.

Hypothesis 2: Intrinsic work values will be positively related to careeradaptability, beyond the effect of extrinsic work values.

Method

Participants and Procedure

I recruited the participants from a large university in South China in 2013.The advertisement informing potential participants of this study was circulatedin the career center at this university through email messages. Participants were

instructed to complete the online survey on work values and career adaptability,and to provide demographic information. Those who provided valid responseswere rewarded with a gift worth 10 RMB (about US$2). I received 407 validresponses, of which 51.1% were from women and 48.9% were from men. Of therespondents, 82.3% were undergraduates and 17.7% were postgraduates, 4.4%were between 20 and 21 years of age, 60% between 22 and 23, 24.8% between24 and 25, 8.8% between 26 and 27, 1.7% between 28 and 30, and 0.2% wereolder than 31.

InstrumentsThe Work Values Scale. I developed a 37-item scale based on a combination

f S W k V l I t (S 1970) d i d i f


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Manhardts Work Values Inventory (Meyer et al., 1998) to measure work values.

A Chinese bilingual translator first translated the scale into Chinese, after which

a native English speaker proficient in Chinese back-translated the scale into

English. After the two translators had compared the back-translation with the

original version and had refined the Chinese translation through discussion, the

final Chinese version was produced. Respondents were asked to indicate their

work values on a 7-point Likert scale ranging from 1 (extremely unimportant) to

7 (extremely important).

The Career Adapt-Abilities Scale. I used the Career Adapt-Abilities Scale

(CAAS)-China Form (Hou, Leung, Li, Li, & Xu, 2012) to measure career

adaptability. The 24-item scale consists of four subscales, each with six items to

measure the adaptability resources of concern, control, curiosity, and confidence.

Each item is rated on a scale from 1 (not at all strong) to 5 (very strong). In thisstudy, Cronbachs alpha coefficient was .95 for the global indicator of career

adaptability, and ranged from .86 to .88 for the subscales.

Control variables. I measured and controlled for participants demographics to

exclude the confounding effects of the variables of age, gender (dummy coded:

0 = man, 1 = woman), and educational level (dummy coded: 0 = undergraduate,

1 = graduate).

Data Analysis

To test the hypotheses of this study, I first conducted a principal componentsanalysis (PCA) to examine the factor structure of work values. Correlation

analysis and regression analysis were then used to examine the relationship

between work values and career adaptability.

Results

Principal Components Analysis

I conducted exploratory factor analysis, using PCA with varimax rotation to

analyze the dimensional structure of participants work values. A two-factorstructure was determined to be appropriate, on the basis of several criteria

including minimum eigenvalues, a drop in the scree plot, and interpretability of

factors (Ford, MacCallum, & Tait, 1986). I eliminated eight items that did not

meet the minimum factor loading criterion of .30, or because of sizable double

loadings (.40 or above). I used the remaining 29 items for further analyses.

As demonstrated in the results shown in Table 1, the final two-factor solution

explained 44.2% of the total matrix variance.


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Table 1. Rotated Component Matrix of Work Values

Items Component

1 2

1. Always having new problems to resolve .762. Making decisions on ones own .75

3. Work requires different skills .73

4. Work has a high level of complexity .73

5. Work can benefit people .72

6. Making the world a better place through work .71

7. Having the freedom to choose the way of working .68

8. Achieving prestige through work .67

9. Helping others and society through work .67

10. Doing challenging work .66

11. Demonstrating artistic creativity in work .64

12. Showing leadership ability .61

13. Being respected by others .58

14. Having power to lead others towards a common goal .53

15. Having a fair boss .71

16. Having a boss who treats you fairly .71

17. Having a harmonious teamwork atmosphere .71

18. Having a stable and secure environment .69

19. Being free of concerns about unemployment .68

20. Having a secured work contract .67

21. Having a considerate boss .65

22. Working in a good environment .6323. Keeping friendly relationship with workmates .63

24. Coordinating and balancing work and life .58

25. Having a pleasant lifestyle outside work .57

26. Having in-work welfare benefits .53

27. Having a high income .41

28. Having good career prospects .41

29. Having plenty of promotion opportunities .39

Note.Loadings over .30 only are shown.

The first factor, which was composed of 15 items, accounted for 31.9% of thetotal variance. It was labeled intrinsic work values, with items such as a sense of

altruism, aesthetics, creativity, challenge, variety, and prestige. The second factor

consisted of 14 items, accounted for 12.2% of the total variance, and was labeled

extrinsic work values, with items such as income, welfare, work environment,

promotion opportunities, and relationship with workmates. Cronbachs alpha

coefficient for each factor was .89 and .92 for extrinsic and intrinsic work values,

respectively. I used the average scores of the corresponding items as repre-

sentations of the two factors.


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Descriptive Statistics and Correlations

The descriptive statistics and correlations among variables are shown in Table

2. The four dimensions of career adaptability were highly correlated pairwise,

with a range from .57 to .89. Therefore, the global indicator of career adaptability

could be used as a general representation for the different aspects. As shown inTable 2, there was a positive relationship between extrinsic and intrinsic work

values. Career adaptability was positively related to both extrinsic and intrinsic

work values, providing primary support for Hypotheses 1 and 2.

Table 2. Descriptive Statistics, Reliability Coefficients, and Intercorrelations Among Study

Variables

M SD 1 2 3 4 5 6 7 8 9 10

1. Agea 2. Sexb -.12*

3. Educationc .68***.04

4. Extrinsic

work values 6.11 0.53 -.01 .18***-.03 .89

5. Intrinsic

work values 5.37 0.75 -.01 .01 .01 .45*** .92

6. Career

adaptability 3.92 0.55 -.08 -.10* -.01 .26*** .41*** .95

7. Concern 3.82 0.70 -.11* -.09 -.04 .22*** .33*** .84*** .90

8. Confidence 4.06 0.60 -.04 -.08 .01 .21*** .27*** .86*** .65*** .88

9. Curiosity 3.82 0.68 -.04 -.13** .02 .21*** .43*** .89*** .65*** .67***.90

10. Control 3.99 0.59 -.09 -.04 -.04 .28*** .39*** .85*** .57*** .68***.71*** .89

Note.aOriginal data were reorganized into ordinal data. bman = 0, woman = 1. cundergraduate =

0, graduate = 1. Reliability coefficients are on the diagonal in bold.*p< .05, **p< .01, ***p< .001.

Relationship Between Work Values and Career Adaptability

To examine the relationship between work values and career adaptability, I

conducted ordinary least squares regression using SPSS version 21.0 software

and a two-step model was introduced to test the hypotheses. The results areshown in Table 3.

In the first step, demographic variables only were entered to predict career

adaptability. The regression result suggested that participants age, sex, and

educational level explained only .03 of the variance of the dependent variable.

Then I entered intrinsic and extrinsic work values into the model as the

independent variable in the second step, and increased R2 to .21 in total.

According to the regression results, after controlling for participants age, sex,

and educational level, both extrinsic and intrinsic work values were significantly

related to career adaptability. The results supported Hypotheses 1 and 2.


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Table 3. Ordinary Least Squares Regression Predicting Career Adaptability

Career adaptability

Variables Step 1 Step 2 SE t

Intercept 3.96*** 3.98***

Control variables

Age -.12* -.12**

Sex -.14* -.17**

Education .16 .16

Independent variables

Extrinsic work values .14** .05**

Intrinsic work values .26*** .04***

R2 .03 .21

Note. N= 407. *p< .05, **p< .01, ***p< .001.

Discussion

In this study, I identified a dichotomous extrinsicintrinsic work values

structure among the Chinese university student participants. The results, which

showed that their extrinsic and intrinsic work values both predicted their career

adaptability, support the idea that a higher level of either extrinsic or intrinsic

work values may contribute to increased career adaptability (Savickas, 1997,

2103). My finding has implications for researchers in the job search area, andalso for individuals working in career education and career counseling practice.

According to my findings, when the Chinese university students were

confronted with a forthcoming job selection situation, they considered creativity,

challenge, aesthetics, and prestige, as well as cordial interaction with workmates,

income, welfare, and other external work rewards. Future researchers can adopt

the intrinsic/extrinsic work values framework that I constructed in this study to

investigate related areas of research and also further find out whether or not this

framework can be generalized to other cultural groups.

The results also showed that the relationship between the students work valuesand their career adaptability was positive. That the participants extrinsic work

values positively predicted their career adaptability gave preliminary support to

my proposition that it is through ones vision of a future career and prudence

exercised in career-building, that excellent job outcomes are generated. In

parallel with this, the positive connection between intrinsic work values and

career adaptability added credibility to my prediction that it is via individuals

confidence and enthusiasm when pursuing their career, that their priority for

achieving psychological satisfaction during the process of work is transferred


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into an active work attitude, and even deep attachment to the organization.

The mediating role of career adaptability and the disparate functions of its

subdimensions should be examined in the future.

Using different populations, future researchers can link work values with work

stress (Johnston et al., 2013), promotion opportunities (Tolentino et al., 2013),

and other work-related outcomes (Guan et al., 2013, 2014), which have been

identified as following career adaptability. Moreover, despite the codirectional

relationship between work values and career adaptability, researchers have

reported a discrepancy in the attitudinal and behavioral influence of extrinsic and

intrinsic work values (Putti, Aryee, & Liang, 1989; Vansteenkiste et al., 2007).

This discrepancy alerted me to the need to explore the boundary conditions in

that connection, through the moderating role of career adaptability.

In addition, I extended the theory of career construction by exploring theantecedents of career adaptability from a value-directed perspective. As the

positive influence of career adaptability on important career-related outcomes

has been previously examined, it is logical that researchers examine the

antecedents of career adaptability, to find ways to provide individuals with the

best psychological resources to deal with career transitions (Savickas, 2013). I

addressed the gap in the literature on this topic by identifying how the Chinese

university students different patterns of value judgments about job selection

would have an impact on their career adaptability. My findings will prompt

researchers to examine the source of career adaptability from other perspectives,and even to conduct studies to clarify the interdigitated relationships across

antecedents of career adaptability. The results of these studies would bring about

a breakthrough in career education and practical career counseling, by guiding

individuals in their career path, and leading the whole job market to its optimal

status (Guan et al., 2013).

There are some limitations in this study. First, because the participants were

limited to students at a single university in southern China, it is not possible to

generalize these findings to students at other universities in China or to individuals

in other countries. Second, as I used cross-sectional data for analyses, I could notdeduce causality. The question of whether or not stress on properties of work

provides individuals with an increase in adaptive resources for job transition is

still unanswered. Therefore, future researchers should use longitudinal research

designs to address causality. Third, as all my analyses relied on self-report data,

it is possible that the analysis may involve common method biases (Podsakoff,

MacKenzie, Lee, & Podsakoff, 2003). However, I circumvented this possibility

by instructing participants to answer each question independently, and by

informing them that their responses would be anonymous.


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