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Developing Sustainable Careers during a Pandemic: The Role of Psychological Capital and Career Adaptability

Author

Listed:
  • Jetmir Zyberaj

    (Work and Organizational Psychology Group, Department of Psychology, University of Bamberg, 96047 Bamberg, Germany)

  • Sebastian Seibel

    (Work and Organizational Psychology Group, Department of Psychology, University of Bamberg, 96047 Bamberg, Germany
    Work and Organizational Psychology Group, Department of Psychology, Julius Maximilian University of Würzburg, 97070 Würzburg, Germany)

  • Annika F. Schowalter

    (Work and Organizational Psychology Group, Department of Psychology, University of Bamberg, 96047 Bamberg, Germany)

  • Lennart Pötz

    (Work and Organizational Psychology Group, Department of Psychology, University of Bamberg, 96047 Bamberg, Germany)

  • Stefanie Richter-Killenberg

    (Work and Organizational Psychology Group, Department of Psychology, University of Bamberg, 96047 Bamberg, Germany
    Social Psychology Group, Faculty of Psychology, Technische Universität Dresden, 01069 Dresden, Germany)

  • Judith Volmer

    (Work and Organizational Psychology Group, Department of Psychology, University of Bamberg, 96047 Bamberg, Germany)

Abstract

The Coronavirus disease 2019 (COVID-19) has not only had negative effects on employees’ health, but also on their prospects to gain and maintain employment. Using a longitudinal research design with two measurement points, we investigated the ramifications of various psychological and organizational resources on employees’ careers during the COVID-19 pandemic. Specifically, in a sample of German employees ( N = 305), we investigated the role of psychological capital (PsyCap) for four career-related outcomes: career satisfaction, career engagement, coping with changes in career due to COVID-19, and career-related COVID-19 worries. We also employed leader–member exchange (LMX) as a moderator and career adaptability as a mediating variable in these relationships. Results from path analyses revealed a positive association between PsyCap and career satisfaction and career coping. Furthermore, PsyCap was indirectly related to career engagement through career adaptability. However, moderation analysis showed no moderating role of LMX on the link between PsyCap and career adaptability. Our study contributes to the systematic research concerning the role of psychological and organizational resources for employees’ careers and well-being, especially for crisis contexts.

Suggested Citation

  • Jetmir Zyberaj & Sebastian Seibel & Annika F. Schowalter & Lennart Pötz & Stefanie Richter-Killenberg & Judith Volmer, 2022. "Developing Sustainable Careers during a Pandemic: The Role of Psychological Capital and Career Adaptability," Sustainability, MDPI, vol. 14(5), pages 1-17, March.
    • Handle: RePEc:gam:jsusta:v:14:y:2022:i:5:p:3105-:d:766032
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    References listed on IDEAS

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    Cited by:

    1. Elif Baykal & Osman Bayraktar & Bahar Divrik & Mehmet Saim Aşçı & Sabri Öz, 2023. "Boosting Life Satisfaction through Psychological Capital in the Presence of Job Security: A Case Study of Turkey," Sustainability, MDPI, vol. 15(18), pages 1-18, September.
    2. Zielinski, Albert, 2025. "Athlete Career Transitions and Psychological Capital: A Quantitative Study of Professional Motorcycle Speedway Riders," OSF Preprints 48qav_v1, Center for Open Science.
    3. Li Zhao & Wei Li & Hongru Zhang, 2022. "Career Adaptability as a Strategy to Improve Sustainable Employment: A Proactive Personality Perspective," Sustainability, MDPI, vol. 14(19), pages 1-20, October.

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