Abstract:

Akkermans et al. (2018) defined a career shock as “a disruptive and extraordinary event that is, at least to some degree, caused by factors outside the focal individual’s control and that triggers a deliberate thought process concerning one’s career” (p. 4). Most prior research conceptualizes career shocks as events with either positive valence (e.g., receiving an unexpected promotion) or negative valence (e.g., sudden job loss). However, this categorization overlooks the heterogeneity in individuals' cognitive appraisal and consequently fails to explain paradoxical phenomena where negative career shocks may yield positive outcomes (or vice versa). To address this limitation, Zhang et al. (2023) proposed a reconceptualization of career shocks by incorporating individuals' cognitive evaluation processes through the lens of the cognitive appraisal theory of stress, introducing the theoretical constructs of challenge-type and hindrance-type career shocks. However, this novel classification remains at the theoretical stage and urgently requires empirical validation.

Building upon this new classification framework, the current study proposes three integrated studies. Study 1 aims to develop a measurement tool for career shocks under the new classification by combining the theoretical constructs of challenge-type and hindrance-type career shocks in Chinese workplaces. Specifically, since existing career shock measures were primarily developed in Western cultural contexts, there may be significant differences in the manifestation of career shocks within Chinese organizational settings. Furthermore, as the new classification is grounded in the cognitive appraisal theory of stress that emphasizes individuals' cognitive appraisal process, developing measurement tools that incorporate these cognitive dimensions will enable the construction of valid assessment metrics for the new classification. Study 2 employs a multi-wave longitudinal design with latent growth modeling to examine the dynamic impact of career shocks on sustainable career development and its underlying mechanisms. Career shocks typically trigger career reflection and may lead to career decision-making changes or transitions (Akkermans et al., 2018). Regardless of the specific career decisions individuals make, their ultimate goal remains achieving sustainable career development. By investigating how challenge-type and hindrance-type career shocks influence career sustainability over time, and by examining problem-focused versus emotion-focused coping strategies as explanatory mechanisms through the cognitive appraisal theory of stress, this study will systematically address how different types of career shocks affect sustainable career development. Study 3 combines field experiments with longitudinal surveys and utilizes latent transition analysis to explore how personal and contextual factors may facilitate individuals' reappraisal of career shocks from hindrance-type to challenge-type evaluations. Scholars suggest that environmental and individual characteristics significantly influence the salience and impact of career shocks across different populations (Akkermans & Collings et al., 2021). Grounded in the cognitive appraisal theory of stress, these factors may shape individuals' primary (event significance) and secondary (coping capacity) appraisals, thereby affecting their ultimate evaluation outcomes. By examining how supportive contexts and career resilience influence individuals' cognitive judgment processes and subsequently their classification of career shocks, this investigation will elucidate whether and how personal and contextual factors shape individuals' challenge-type versus hindrance-type appraisals of career shocks.

And the present studies also have significant practical implications. First, for employees, recognizing different categories of career shocks and their potential impacts constitutes the fundamental step in career self-management. The reconceptualization of career shocks helps individuals understand that uncertain career events are inherently neutral - it is one's cognitive appraisal process that determines their classification as either challenge-type or hindrance-type and subsequent outcomes. Therefore, actively seeking contextual support and enhancing personal career resilience can empower employees to better navigate career shocks, mitigate their negative effects, and amplify positive outcomes. Second, for organizations, creating supportive work environments and incorporating resilience-building components into regular training programs can significantly enhance employees' capacity to cope with career shocks and achieve sustainable career development. Third, at the governmental and societal levels, establishing robust emergency response mechanisms and strengthening systemic risk prevention capabilities remains crucial. While career shocks are by definition “unpredictable,” proper preparatory measures at institutional levels can ultimately guide both organizations and employees toward stable, long-term development in uncertain environments.

Key words: challenge appraisals of career shocks, hindrance appraisals of career shocks, transactional model of stress and coping, sustainable careers