Abstract:

Abstract: Career resilience is a person’s ability to adapt to changing Career resilience is a person’s ability to adapt to changing workplace, even when the changes are discouraging or disruptive. Since career resilience is a required characteristic for employees to achieve success in the current and future workplace, more understanding about the concept of career resilience and how it affects one’s career decision and job behaviors will shed significant insight on designing or improving manpower training program and career counseling. The primary purpose of this study is therefore to explore the effects of career resilience. According to London’s theory (London, 1983), one with high level of career resilience will demonstrate initiative, purposive action and high performance, however the opposite will demonstrate withdrawal, anxiety and confusion (e.g., absenteeism, task avoidance, physical or psychological symptoms of stress, low performance). Thus, we predicted that employees with higher level of career resilience would achieve higher level of performance than employees with lower level of career resilience. At the same time, Waterman and Collard pointed out that career-resilient individuals had better career self-management ability and employability (Waterman, Waterman, & Collard, 1994; Collard, Epperheimer, & Saign, 1996), thus, we conjectured that employees with higher level of career resilience would gain higher degree of career satisfaction than employees with lower level of career resilience. The sample consisted of 324 managers from the 59 electronic related corporations under one information group. The manager’s career resilience level was measured with a Career Resilience Questionnaire on six factors developed by a Chinese scholar. The demographics variables and the level of their career satisfaction and performance were measured with questionnaires too. The Harman signal factor testing and multitrait-multimethod testing showed that common method variance was not significant here. When examining the effects of career resilience on performance, the variables of demographics and career satisfaction were controlled, and when examining the effects of career resilience on career satisfaction, the variables of demographics and performance were controlled. Correlation analysis indicated that the three variables of career resilience, career satisfaction and performance positively correlated each other. Multiple regression model and hierarchical regression model was used for testing hypothesis and results showed that career resilience yielded statistically significant effects on performance and career satisfaction. Career resilience alone explained 15.2 percent of the variance in performance after controlled the variables of demographics and career satisfaction, and explained 5.9 percent of the variance in career satisfaction after controlled the variables of demographics and performance. Although popular and frequent in its appearance in business writings of recent times, the academic writings of career resilience are far more limited. This study contributed not only to the academic literature on career resilience but also to our understanding of the effects of career resilience. In addition, this empirical research provided evidence for the existing career resilience theories and suggested that both organizations and individuals should pay attention to the importance of career resilience. Finally, limitations of this research and suggestions for future research were discussed.

Key words: Key words: career resilience, self-reported performance, career satisfaction

摘要：

摘要：职业弹性是指个体灵活应对变化的职业环境甚至是逆境的职业能力。在控制无关变量及同一方法偏差的基础上，本文考察了职业弹性的不同维度对其后效变量的影响。通过对某信息集团下属的59家电子相关企业中的324位管理人员的问卷调查，结果表明职业弹性会影响个体的工作绩效和职业满意度，管理者的职业弹性越高，其工作绩效越高、职业满意度也越高。

关键词: 关键词：职业弹性, 工作绩效, 职业满意度