Career self-management (CSM) has attracted increased scholarly interest, but definitional issues and the lack of an integrative understanding constrain research on the topic. In two studies, we seek to clarify the nature and dimensionality of CSM behaviour, examine the relation of specific dimensions to the general construct and investigate the relation of different CSM behaviours to facets of employability. In Study 1, we used a systematic literature review and thematic analysis to identify seven key CSM behaviours: (a) impression management, (b) building contacts, (c) using contacts, (d) human capital development, (e) goal setting and planning, (f) self-exploration and (g) mobility-oriented behaviour. Across two samples in Study 2 (combined N = 1065), we examined the relation of the seven behaviours to the general CSM construct and their relation to facets of employability in a time-lagged analysis. The results show that CSM behaviours are best modelled as a bifactor structure with a general dimension and seven specific behaviours. Specific CSM behaviours explained unique variance in specific facets of employability. In sum, the studies clarify our understanding of CSM's nature, dimensionality, structure, and nomological net.

中文翻译：

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职业自我管理行为的多维性质及其与就业能力各方面的关系

职业自我管理（CSM）引起了越来越多的学术兴趣，但定义问题和缺乏综合理解限制了对该主题的研究。在两项研究中，我们试图阐明 CSM 行为的性质和维度，检查特定维度与一般结构的关系，并调查不同 CSM 行为与就业能力各个方面的关系。在研究 1 中，我们使用系统文献综述和主题分析来确定七种关键的 CSM 行为：(a) 印象管理，(b) 建立联系，(c) 使用联系，(d) 人力资本开发，(e) 目标设定和规划，（f）自我探索和（g）以流动性为导向的行为。通过研究 2 中的两个样本（合并N  = 1065），我们在时滞分析中检查了七种行为与一般 CSM 构造的关系以及它们与就业能力各个方面的关系。结果表明，CSM 行为最好建模为具有一般维度和七种特定行为的双因子结构。特定的 CSM 行为解释了就业能力特定方面的独特差异。总之，这些研究澄清了我们对 CSM 的本质、维度、结构和法则网络的理解。