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<p>By integrating Conservation of Resources (COR) Theory and Self-Determination Theory (SDT), this study investigates how psychological resilience affects employees’ intentions to change careers and further clarifies the dual relationship between psychological resilience and career change intentions. We analyze the direct impact of resilience on career change intention, the mediating effect of career satisfaction, and whether a perceived lack of job alternatives moderates this relationship. Data were collected from 204 full-time white-collar employees in Türkiye. The findings show that psychological resilience positively predicts career change intention, suggesting that resilient individuals are more open to pursuing new career paths. Additionally, psychological resilience boosts career satisfaction, which subsequently decreases employees’ intentions to switch careers, confirming a significant indirect (mediated) effect. However, the perceived lack of options does not moderate the resilience–career change relationship. These findings clarify the dual role of psychological resilience and provide practical insights for organizations seeking to understand and influence employees’ career choices.</p>

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Tell me more about your career change intention: from a psychological resilience perspective

  • 期刊论文

  • 出版模式：

    开放获取

  • 发表日期：

    2026年2月5日

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  • Sila Can Demir,
  • Pinar Bayhan Karapinar,
  • Selin Metin Camgoz

摘要

By integrating Conservation of Resources (COR) Theory and Self-Determination Theory (SDT), this study investigates how psychological resilience affects employees’ intentions to change careers and further clarifies the dual relationship between psychological resilience and career change intentions. We analyze the direct impact of resilience on career change intention, the mediating effect of career satisfaction, and whether a perceived lack of job alternatives moderates this relationship. Data were collected from 204 full-time white-collar employees in Türkiye. The findings show that psychological resilience positively predicts career change intention, suggesting that resilient individuals are more open to pursuing new career paths. Additionally, psychological resilience boosts career satisfaction, which subsequently decreases employees’ intentions to switch careers, confirming a significant indirect (mediated) effect. However, the perceived lack of options does not moderate the resilience–career change relationship. These findings clarify the dual role of psychological resilience and provide practical insights for organizations seeking to understand and influence employees’ career choices.