Designing Career Adaptability Model(Case study: Shazand Petrochemical Company)

Document Type : Research Paper

Authors

1 Professor, in Human Resources Management, University of Tehran, Tehran, Iran

2 Professor, Department of Business Management, University of Tehran, Tehran, Iran

3 Associate Professor, of Business Management, Faculty of Management, Shahid Beheshti University, Tehran, Iran

4 Ph.D. Candidate in Human Resource Management, University of Tehran, Iran

Abstract

Extended Abstract
In the era of global economy and technology enabled disruptions, career adaptability to the new demands of work i.e. cultural diversity of work groups, rapid changes in the work environments, and the nature of work, is significantly important. Career adaptability has significant and positive impacts on job satisfaction, career success, organizational commitment, and ultimately decreasing employee turnover. The present study intends to identify individual factors affecting the career adaptability of the employees of Shazand Petrochemical Company and in conclusion design a career adaptability model.
Case Study
The statistical population consists of all employees and line managers of Shazand petrochemical companies in 1395 contains 2320 member. For sampling,  stratified random sampling method was used. The number of sample is determined by 329 member using Cochran formula.
Materials and Methods
This research is a developmental applied study. Research method is descriptive. To assess validity and reliability of the questionnaire, expert opinion and Cronbach's Alpha have been respectively used. Alpha coefficient of questionnaire was 0.921. To respond to hypotheses, Confirmatory factor analysis and structural equation modeling techniques using partial least square method was used with the SMARTPLS  VERSION 2 software.
Discussion and Results
The results of structural equation shows that all individual factors have a significant positive impact on employees' career adaptability. Also, the results show the sum of the four factors of Personality, Career self-Efficacy, Emotional Intelligence, Spirituality and Occupational Hardiness explain 69.9% of changes in the career adaptability. emong these factors the personality with the 41% and Occupational Hardiness with 22% had the highest and lowest effect.
Conclusion
Using the proposed model by this research, Shazand Petrochemical Company could improve their selection model for recruiting people who are most adaptable. This model could help maintaining and retaining key and strategic company employees.

Keywords

References

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Public Management Researches
Volume 10, Issue 36 - Serial Number 36
September 2017
Pages 31-62

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