关键词:生涯适应力 大五人格 主动性人格 趋向与逃避气质 生涯适应力(career adaptability)作为与职业发展有关的职业领域新理论,代表了个体 能够应对为了适应和参与到工作角色中所遇到的可预知的任务或是应对由于工作过程和 工作环境变化而带来的无法预知的调整的一种能力。通过对生涯适应力的研究,学者们能 够更好地预测个体在职场中的行为,同时也能通过职业训练改变个体的某些状态来更好地 升对于职业生涯的适应能力。人格作为个体特有的特质模式,在生涯适应能力的形成中, 起到了十分关键的作用。现有围绕生涯力的研究大都集中于和人格的关系探索中,其中又 以大五人格、主动性人格和趋近与回避气质为主。这三种人格分类作为基本的分类维度, 基本涵盖了大多数人格特征,且三者之间又相互补充,能够有效地预测个体的生涯适应力。 通过对生涯适应力和人格特质的关系研究进行总结,可以梳理出国外对这一领域的研究进 展,并从中发现未来可行的研究方向,从而进一步扩大生涯适应力这一概念以及和人格的 联系在职业发展领域的应用。

关键词:生涯适应力；大五人格；主动性人格；趋向与逃避气质

As a new concept in career development area, career adaptability represents a kind of
ability that individual can cope with the predictable tasks of preparing for and participating in the
work role and with the unpredictable adjustments prompted by changes in work and working
conditions. By studying career adaptability, researchers can better predict the behavior of
individuals in career life and also change the condition of individuals through career training in
order to improve the adaptive capacity. Personality is a unique trait that everyone owns which
differs from others and it plays a key role in the development of career adaptability. Present
researches mainly focus on the relationship between the personality and career adaptability,
especially concentrate on big five personality, proactive personality and approach/avoidance
temperament. These three categories are the basic dimension of personality which cover most of
personality characteristics and these three are also complementary so that they can predict the
career adaptability of individuals effectively. By summarizing the researches on the relationship
between career adaptability and personality, we can carding the progress of the exploration in
this field and find out the future research directions so that enlarge the applications of career
adaptability and its relationship with personality in career development area.

参考文献

［1］赵小云. 国外生涯适应力研究述评［J］. 心理科学进展，2010，（9）：1503－1510

［2］Super, D. E. (1955). The dimensions and measurement of vocational maturity. Teachers College Record, 57,151–163.

［3］Super, D. E., & Knasel, E. G. (1981). Career development in adulthood: Some theoretical problems and a possible solution. British Journal of Guidance & Counseling, 9, 194–201.

［4］Savickas, M. L., & Porfeli, E. J. (2012). Career Adapt-Abilities Scale: Construction, reliability, and measurement equivalence across 13 countries. Journal of Vocational

Behavior, 80(3), 661-673.

［5］Savickas, M. (1997). Career Adaptability: An Integrative Construct for Life-Span, Life-Space Theory. The Career Development Quarterly, 45(3), 247-259

［6］Hou, Z. J., Leung, S. A., Li, X., Li, X., & Xu, H. (2012). Career adapt-abilities scale—china form: construction and initial validation. Journal of Vocational Behavior, 80(3), 686-691.

［7］Dweck, C. S., & Molden, D. C. (2005). Handbook of competence and motivation. (pp. 122–140). New York: Guilford Press.

［8］Baumeister, R. F., & Vohs, K. D. (2007). Self-regulation, ego depletion, and motivation. Social and Personality Psychology Compass, 1, 115–128.

［9］McArdle, S., Waters, L., & Briscoe, J. P. (2007). Employability during unemployment: Adaptability, career identity and human and social capital. Journal of Vocational Behavior, 71, 247–264.

［10］van Vianen, A. E. M., De Pater, I. E., & Preenen, P. T. Y. (2009). Adaptable careers: Maximizing less and exploring more. The Career Development Quarterly, 57, 298–309.

［11］Phillips, S.D. (1997). Toward an expanded definition of adaptive decision making. The Career Development Quarterly, 45, 275–287.

［12］Savickas, M, L. (2002). Career construction: A developmental theory of vocational behavior. Career choice and development 4th ed. (pp. 149–205), San Francisco:

Jossey-Bass.

［13］Creed, P. A. (2003). Leaving high school: The influence and consequences for Psychological well-being and career-related confidence. Journal of Adolescence, 26,

295-311.

［14］Savickas, M. L. (2005). The theory and practice of career construction. Career development and counseling: Putting theory and research to work. (pp. 42–70).

Hoboken, NJ: Wiley.

［15］Tolentino, L. R., Garcia, P. R. J. M., Lu, V. N., Restubog, S. L. D., Bordia, P., & Plewa, C. (2014). Career adaptation: The relation of adaptability to goal orientation, proactive personality, and career optimism. Journal of Vocational Behavior, 84(1), 39-48.

［16］van Vianen, A., Klehe, U., Koen, J., & Dries, N. (2012). Career adapt-abilities scale-Netherlands form: Psychometric properties and relationships to ability, personality, and regulatory focus. Journal Of Vocational Behavior, 80(3), 716-724.

［17］Cai, Z., Guan, Y., Li, H., Shi, W., Guo, K., & Liu, Y.et al. (2015). Self-esteem and proactive personality as predictors of future work self and career adaptability: An examination of mediating and moderating processes. Journal of Vocational Behavior, 86, 86-94.

［18］Teixeira, M., Bardagi, M., Lassance, M., Magalh?es, M., & Duarte, M. (2012). Career Adapt-Abilities Scale-Brazilian Form: Psychometric properties and relationships to

personality. Journal Of Vocational Behavior, 80(3), 680-685.

［19］Zacher, H. (2014). Career adaptability predicts subjective career success above and beyond personality traits and core self-evaluations. Journal of Vocational Behavior, 84(1), 21-30.

［20］?ncel, L. (2014). Career Adapt-Abilities Scale: Convergent validity of subscale scores. Journal of Vocational Behavior, 85(1), 13-17.

［21］Elliot, A. J., & Thrash, T. M. (2002). Approach-avoidance motivation in personality: Approach and avoidance temperaments and goals. Journal of Personality and Social

Psychology, 82(5), 804-818.

［22］Bateman, T. S., & Crant, J. M. (1993). The proactive component of organizational behavior: a measure and correlates. Journal of Organizational Behavior, 14(2), 103-118.

［23］Spitzmuller, M., Sin, H.-P., Howe, M., & Fatimah, S. (2015). Investigating the Uniqueness and Usefulness of Proactive Personality in Organizational Research: A Meta-Analytic Review. Human Performance, 28(4), 351-379.

［24］Fuller, B., & Marler, L. E. (2009). Change driven by nature: A meta-analytic review of the proactive personality literature. Journal of Vocational Behavior, 75(3), 329-345.

［25］Thomas, J. P., Whitman, D. S., & Viswesvaran, C. (2010). Employee proactivity in organizations: A comparative meta analysis of emergent proactive constructs. Journal

of Occupational and Organizational Psychology, 83, 275–300.

［26］Goldberg, L. (1990). An alternative "description of personality": The Big-Five factor structure. Journal of Personality And Social Psychology, 59(6), 1216-1229.

［27］Judge, T. A., Higgins, C., Thoresen, C., & Barrick, M. (1999). The big five perosonality traits, general mental ability, and career success across the life span. Personnel Psychology, 52(3), 621-652.

［28］Suls J, Green P, Hillis S. (1998). Emotional reactivity to everyday problems, affective inertia, and neuroticism. Personality and Social Psychology Bulletin, 24,127-136.

［29］Gallagher, D. J. (1990). Extraversion, neuroticism and appraisal of stressful academic events. Personality and Individual Differences, 10, 1053–1057.

［30］Costa, P., & McCrae, R. (1992). Four ways five factors are basic. Personality And Individual Differences, 13(6), 653-665.

［31］Le Pine, J. A., Colquitt, J. A., & Erez, A. (2000). Adaptability to changing task contexts: Effects of general cognitive ability, conscientiousness, and openness to

experience. Personnel Psychology, 53, 563–593.

［32］Prenda, K. M., & Lachman, M. E. (2001). Planning for the future: A life management strategy for increasing control and life satisfaction in adulthood. Psychology and Aging, 16, 206–216.

［33］Rogers, M. E., Creed, P. A., & Glendon, A. I. (2008). The role of personality in adolescent career planning and exploration: A social cognitive perspective. Journal of Vocational Behavior, 73, 132–142

［34］Barrick MR, Mount MK. (1991). The Big Five personality dimensions and job performance: A meta-analysis. PERSONNEL PSYCHOLOGY, 44,1-26.

［35］Salgado JF. (1997). The five factor model of personality and job performance in the European Community. Journal of Applied Psychology, 82, 30-43?.

［36］Wanberg CR, Watt JD, Rumsey DJ. (1996). Individuals without jobs: An empirical study of job-seeking behavior and reemployment. Journal of Applied Psychology, 81, 7 6–87

［37］Barrick MR, Mount MK, Strauss JP. (1994). Antecedents of involuntary turnover due to a reduction in force. PERSONNEL PSYCHOLOGY, 47,515-535.

［38］Judge T. A., Martocchio JJ, Thoresen CJ, (1997), Five-factor model of personality and employee absence. Journal of Applied Psychology, 82,745-755

［39］Swickert et al.,Li, Y., Guan, Y., Wang, F., Zhou, X., Guo, K., & Jiang, P. et al. (2015). Big-five personality and BIS/BAS traits as predictors of career exploration: The mediation role of career adaptability. Journal Of Vocational Behavior, 89, 39-45.

［40］Elliot, A. J., & Thrash, T. M. (2010). Approach and avoidance temperament as basic dimensions of personality. Journal of Personality, 78(3), 865-906.

［41］Savickas, M. L., Nota, L., Rossier, J., Dauwalder, J. P., Duarte, M. E., & Guichard, J., et al. (2009). Life designing: a paradigm for career construction in the 21st century. Journal of Vocational Behavior, 75(3), 239-250.

［42］Seibert, S. E., Kraimer, M. L., & Crant, J. M. (2006). What do proactive people do? a longitudinal model linking proactive personality and career success. Personnel

Psychology, 54(4), 845-874.

［43］Chan, D., & Schmitt, N. (2000). Interindividual differences in intraindividual changes in proactivity during organizational entry: A latent growth modeling approach to

understanding newcomer adaptation. Journal of Applied Psychology, 85(2), 190-210.

［44］Kammeyer-Mueller, J. D., & Wanberg, C. R. (2003). Unwrapping the organizational entry process: disentangling multiple antecedents and their pathways to adjustment. Journal of Applied Psychology, 88(5), 779-94.

［45］Speier, C. & Frese, M. (1997). Generalized self efficacy as a mediator and moderator between control and complexity at work and personal initiative: a longitudinal field study in east germany. Human Performance, 10(2), 171-192.