职业妥协:内涵、影响因素与实施效果

Career Compromise:Definition,Antecedents and Consequences

职业妥协是职业决策中的重要概念,关系着个体职业发展和社会民生,充分了解职业妥协可以有效促进就业。首先,介绍了职业妥协的概念和测量;其次,总结了职业妥协的影响因素、实施效果及其理论依据,汇总了实施效果的边界条件;最后,从量表开发、职业妥协的形成机制、实施效果与路径以及时代与文化背景的影响四个方面对未来研究进行了展望。

The world of work is profoundly evolving,draining people of opportunities to enter their desired profession.Thus,individuals need to compromise on their most desirable professions and shift their orientation to more attainable ones.Career compromise is substantial for individuals to materialize their career development and reduce the pressure of social employment.Nevertheless,a systematic overview of the research on career compromise is lacking.Hence,this study aims to review the existing literature,propose an integrated model of career compromise,and discuss the future directions.The existing literature about career compromise is primarily based on the concepts introduced by Gottfredson and Gati.The two concepts are different in terms of time and decision-making basis.Currently,the measurement of career compromise can be divided into two types—questionnaire method and experimental method.Furthermore,the measurement scales can be divided into three categories based on the preference angle,that is,direct feeling,job characteristic,and career decision.The influencing factors of career compromise are categorized into two aspects—internal and external factors of individuals.Regarding the internal factors,first,some demographic factors will affect career compromise,including age.Second,factors about individual cognitive preference might predict career compromise(i.e.,interests and prestige).Third,several factors related to career adjustment are the primary factors that affect career compromise,for example,career preparation and career identity.Finally,factors like time constraints and family obligations will also affect career compromise.Besides,the external factors comprise work character and interpersonal environment.To date,several studies have examined the consequence of career compromise.Of note,studies about consequences primarily included emotions and behaviors.Specifically,to emotion,career compromise positively projected career distress and barriers,job burnout,and career behavior,but negatively predicted job satisfaction,well-being,perception,and assessment of self-employment and career commitment.Regarding career behavior,career compromise positively estimated career planning.To further comprehend the mediation mechanism between career compromise and outcomes,four significant theories used to explicate the mediation effect are summarized(i.e.,discrepancy theory,goal setting theory,social cognitive theory,and person-environment theory).For instance,the discrepancy theory was used to elucidate the correlation between career compromise and affect.Finally,there also exist some boundary conditions from self and external that affect the correlation between career compromise and consequences;accordingly,we divided them into individual perception(i.e.,career self-efficacy and perceptions of career barriers),individual behavior(i.e.,career-related strategies and goal adjustment),and individual resources(i.e.,social capital).Finally,we determine four directions for future research.First,future research is required to integrate the workplace condition and Chinese traditional culture development scale of career compromise.Second,future studies could continue exploring the formation mechanism of career compromise from family(parental support) and organization(leader-follower fit).Third,future studies could investigate the career compromise’s two-edged effect on an organization from individual’s turnover behavior and job crafting.Finally,as the era and culture background ushered in some changes about individual career attitude and concept,when we explore the consequences of career compromise should be more considered in the future.