核心自我评估
适度
调解
心理学
人格
调解
社会心理学
结果(博弈论)
样品(材料)
芯(光纤)
工作表现
工作满意度
工作设计
化学
材料科学
数学
数理经济学
色谱法
政治学
法学
复合材料
作者
Víctor Valls,Vicente González-Romá,Ana Hernández,Esperanza Rocabert
标识
DOI:10.1016/j.jvb.2020.103424
摘要
This study examines the relationship between university graduates' proactive personality and two early employment outcomes (i.e., employment status and perceived overqualification). Specifically, we propose two moderated mediation models, one for each employment outcome, with career planning as a mediator and core self-evaluations as a moderator in the proactive personality-employment outcomes link. The study sample consisted of 315 graduates, and a time-lagged design with two data-collection points was implemented. When the outcome was employment status, contrary to our expectations, the indirect effect of proactive personality via career planning was not moderated by core self-evaluations. However, when the outcome was perceived overqualification, the results showed that core self-evaluations moderated the negative indirect effect of proactive personality on perceived overqualification via career planning. Specifically, the relationship was stronger when core self-evaluations were low than when they were high, reinforcing concerns in the literature about the costs of high core self-evaluations. We discuss implications for theory and research on proactive career self-management.
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