挑战性和阻碍性评价的职业冲击对可持续职业生涯的影响及其诱发机制研究

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, due to individual differences in the cognitive appraisal, this categorization cannot explain why negative career shocks have positive effects (and 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 transactional model of stress and coping, introducing the theoretical constructs of challenge-type and hindrance-type career shocks. While this approach advances theory, empirical evidence is still lacking to validate its applicability. Guided by this framework, the present study aims to conduct the following research: First, we aim to develop the measurement of career shocks under new classifications; Second, we aim to use latent growth modeling approach to explore the longitudinal influence and the mechanism underlying the impacts of career shocks on employees sustainable careers based on transactional model of stress and coping; Finally, the present study aims to explore the supports context and employees career resilience as strategies to promote the classification of the career shocks, so as to help organizations cope with career shock effectively.