Organizational-Psychological Factors in Employees’ Professional Career Readiness in the Creative Industries

- Тиченко, М.Є. (orcid.org/0000-0001-5010-7998) (2025) Organizational-Psychological Factors in Employees’ Professional Career Readiness in the Creative Industries Masters thesis, Інститут психології імені Г. С. Костюка.

	Text Thesis_Tychenko.pdf - Published Version Restricted to Registered users only Download (6MB)
	Text (Текст (протокол розшифрування КЕП)) Thesis_Tychenko_Validation_Report.pdf - Additional Metadata Restricted to Repository staff only Download (51kB)
	Other (Інше (зашифрований КЕП)) Thesis_Tychenko.pdf.p7s Restricted to Repository staff only Download (6MB)

Abstract

Tychenko, M. Y. Organizational-Psychological Factors in Employees’ Professional Career Readiness in the Creative Industries. - A qualifying scientific work, a manuscript. A thesis for the scientific PhD degree in the field of knowledge: 05 - Social and behavioral sciences, specialty: 053 - psychology. - G.S. Kostiuk Institute of Psychology of the National Academy of Educational Sciences of Ukraine, Kyiv, 2025. The thesis theoretically substantiates and experimentally explores the organizational-psychological factors of employees’ professional career readiness in the creative industries. The obtained findings will contribute to a deeper understanding of employees’ professional career readiness in the creative industries and the role of organizational-psychological micro-, meso-, and macro-level factors and psychological conditions in its implementation. The thesis consists of an introduction, three chapters, conclusions, a list of references, and appendices. The first chapter describes the theoretical and methodological foundations of the study. Based on the analysis of studies conducted by Ukrainian and foreign researchers (Gura, 2019; Kanivets, 2013; T. Karamushka, 2022; Ortikova, 2020; Suryakova, 2014; Shchotka, 2017; Hall, 2004; Sullivan & Baruch, 2009, etc.), the content of a career in a broad social context (as a life career) and a professional context (as a professional career) was revealed. Two types of professional careers were outlined: lifelong and organizational (as professional growth and a sequence of positions in the organization). The main types of intra-organizational professional careers were analyzed in detail. The role of a professional career for a person’s self-discovery and personal and professional potential was revealed. The active role of the employee as an agent of a professional career was emphasized. Two dimensions in the interpretation of a professional career were distinguished: as changes in the professional field (work or industry itself, transfer to another organization, career growth), and as a person’s perception of their own professional life, understanding of their own achievements and opportunities (Sullivan & Baruch, 2009). The author described various approaches to studying professional career (socioeconomic, managerial, biographic, gender, competence, etc.) The classical and modern theories of understanding professional careers were covered in detail. This study was carried out in line with the organizational-psychological approach. The influence of organizational context on a career was considered (Arthur, 2014; Bravo et al., 2017; Hall, Yip & Doiron, 2018; Haapakorpi, 2022; Handy, 1996; Schein, 1996; Schein & Van Maanen, 2016). The features of the creative industries in the context of building and developing a professional career were analyzed. The essence of the creative industry as a field based on creative activity, innovation, and intellectual property, the purpose of which is to generate, produce, and commercialize creative ideas that can take the form of a product or service, was revealed (Nikolaieva et al., 2021; Chul, 2017; Shchurko, 2019; Dronyuk et al., 2019). Based on the analysis of regulatory documents and scientific sources, the main types of creative industries were identified, with special attention paid to the two most significant areas in terms of gross value added and the number of employees: IT and advertising, marketing, and PR. The author described the role of creative industries in promoting social and personal development, in particular the role of a a powerful “changemaker” for the economic growth, job creation, and strengthening the socioeconomic development, especially in the context of the recovery and reconstruction of Ukraine in war conditions (Export Strategy for the Creative Industries Sector, 2019; Karasiova, 2019; Chul, 2017; Shchurko, 2021; Dronyuk, Moiseienko & Greguš, 2019; Haapakorpi, 2022). The following psychological features of creative industries were identified and systematized: the presence of permanent challenges and changes, dynamism and diversity of tasks, the competitive context of the environment, flexibility, and cultivation of entrepreneurship and innovation (Parkhomenko, 2017; Chul, 2017; Shchurko, 2021; Been, 2025; Bridgstock et al, 2019; Goodwin, 2019; Haapakorpi, 2022). Those features determined different types of professional careers pursued by employees in creative industries: intra-organizational (horizontal, vertical, mixed); inter-organizational, specialized and non specialized; potential and real; protean and boundaryless; “portfolio career,” etc. In line with the organizational-psychological approach, the “Theoretical model of organizational-psychological factors of employees’ professional career readiness in the creative industries”. The model included the following content-meaning blocks: creative industries employees’ professional career readiness; organizational psychological factors of micro-, meso-, and macro-level development of creative industries employees’ professional career readiness; organizational-psychological conditions for the development of employees’ professional career readiness in the creative industries. The relevant literature (Balakhtar, 2018; L. Karamushka & Kanivets, 2012a; Kanivets & Fesun, 2019a; T. Karamushka, 2022; Kokun, 2021; Abessolo, Rossier & Hirschi, 2021; Betz & Hackett, 2006; Day & Allen, 2004; London & Noe, 1997) allowed concluding that the professional career readiness in the creative industries was as a set of employees’ psychological characteristics needed to meet the requirements, content and conditions for pursuing professional career in this field; its components and elements were shown to include the following: cognitive component (understanding of the goals and objectives of the industry, its prestige, innovative character, social impact, financial peculiarities, autonomy); value-motivational component: career values and career motivation (career insight; career resilience; career identity); operational component: career self-efficacy; career adaptability; career engagement; orientation towards cooperation and competition; and personal component: creativity; general enterprising tendencies; professional hardiness; self-reflection and insight. In addition, the content and significance of career success were substantiated to have two dimensions – subjective (satisfaction with one’s own career) and objective (salary level, number of promotions) (Seibert, Kraimer & Liden, 2001; Volmer & Spurk, 2011; Spurk, Abele & Volmer, 2015). Organizational-psychological factors of employees’ professional career readiness in the creative industries were grouped into three levels: a) micro-level (employee characteristics): organizational and professional (educational background; position; field of activity in the organization; length of service in the organization; work format; work mode); socio-demographic characteristics of employees (gender; age; marital status; the presence of children); b) meso-level (organizational-functional characteristics of the organization): type of activities of the organization in which employees work; the number of employees in the organization; length of work in the organization; c) macro-level (features of employees’ life activities in wartime conditions): change of residence during the war; loss/preservation of work during the war). It was shown that a crucial component of the theoretical model was the psychological training of creative industries employees aimed at developing their professional career readiness, which can be achieved through the development and experimental implementation of a special training program. The second chapter presents the results of the ascertaining stage of the research, which was conducted taking into account various sub-stages of the work. The empirical study was conducted using the developed “A Set of Research Methods to Study Organizational-Psychological Factors of Professional Career Readiness of the Employees in the Creative Industries,” which included 13 instruments for studying the components of professional career readiness, most of which were foreign instruments adapted to the Ukrainian sample. The thesis analyzed in detail the structure and levels of development of four components of professional career readiness: cognitive, value-motivational, operational, and personal. In the context of the cognitive component, it was found that the most pronounced aspect was the innovative aspect, while the financial aspect, the aspect of the importance and prestige of the industry, and the understanding of its specifics were less pronounced. As for the general level of the component, it was at an insufficient level of development as well. Statistically significant correlations were found between certain aspects of the cognitive component and the micro-, meso-, and macro-level factors, each of these levels being significant in the context of this component. As for the value-motivational component, the study identified the most important career values: salary, work-life balance, and specialization. At the same time, the level of career resilience was higher compared to career identity and career insight. However, the overall level of its development was insufficient. The correlations between the individual components of the value-motivational component and the micro-, meso-, and macro-level factors were empirically confirmed. The study showed that the most significant factors of this component were the micro- and meso-level factors. The study of the operational component showed an insufficient level of career self-efficacy and career engagement. A specific imbalance in the context of career adaptability was noted. In addition, a slightly greater preference for orientation towards cooperation over competition was found. The study demonstrated the significance of various factors (micro- and meso-levels) in the context of the component’s elements. The personal component revealed a gap between employees’ high assessment of their creative potential and a relatively low level of practised creativity. At the same time, only a quarter of the respondents assessed the perceived organizational support at a high level. An insufficient level of general enterprising tendencies was noted. In the context of professional hardiness as a fundamental construct, it was found that among the creative industries employees, the most pronounced components were professional challenge and professional control. It was emphasized that an imbalance between reflection processes, summarization, and drawing meaningful conclusions was not excluded. The obtained empirical results of the study confirmed the significant correlations between separate elements of the personal component and factors of different levels. Some negative trends in the objective career success of employees in the creative industries were identified. In particular, it was found that less than a third of respondents highly appreciated their salary level. As for the number of promotions and transfers to a better-paid position with the same job responsibilities, the data were even lower. At the same time, the level of assessment of subjective career success was much higher: more than a third of respondents demonstrated such indicators according to this criterion. A positive correlation was found between employees’ assessment of their subjective success and the operational and personal components of professional career readiness. In the context of such a component of objective career success as the number of promotions, a positive correlation was found with the operational component of professional career readiness. In general, as a result of the ascertaining stage of the study, an insufficient level of professional career readiness among creative industries employees and the connection between professional career readiness and organizational-psychological factors of the micro-, meso-, and macro-levels were revealed. In addition, the relationship between individual components of readiness and employees’ career success was noted. The third chapter presents the results of the formative stage of the research, during which the training program “Psychology of Professional Career Readiness of the Employees in the Creative Industries” was developed and tested. The training was based on a technological approach (L. Karamushka, 2022) and included six training sessions: “Professional career as a psychological phenomenon and its features in the creative industries”; “Organizational-psychological factors of professional career in the creative industries employees’”; “Creative industries employees’ professional career readiness and its cognitive component”; “Value-motivational component of professional career readiness in the creative industries”; “Operational component of professional career readiness in the creative industries; “Personal component of professional career readiness in the creative industries.” Each of the training sessions consisted of three components: informational (developing relevant knowledge about a professional career and its peculiarities in creative industries), assessing (focused on analyzing various components of readiness and their levels of development), and developmental (developing the skills and abilities required for a professional career). In general, the training program demonstrated effectiveness and can be recommended for use for working with employees building a professional career in this field. The scientific novelty of the research lies in the fact that research was for the time: reveals the content and psychological features of employees’ professional career in the creative industries; identifies the components and elements of employees’ professional career readiness in this field; substantiates the diagnostic toolkit and empirically to investigate the levels of development and organizational-psychological factors in employees’ professional career readiness in creative industries; analyzes the relationship between employees’ professional career readiness in creative industries and the characteristics of career success; develops and tests a training program for the development of employees’ professional career readiness in creative industries. The research also supplemented: an idea of the structure of employees’ professional career readiness in commercial organizations and the content of commercial organization personnel’s training programs; enriched: scientific knowledge about the psychological characteristics of creative industries, organizational and psychological factors in and conditions for the development of employees’ professional career readiness in creative industries. The theoretical significance lies in developing a theoretical model of organizational-psychological factors of professional career readiness among employees in the creative industries, the classification of organizational-psychological factors, and the determination of psychological conditions for developing professional career readiness among employees in the creative industries. The practical significance of the research lies in the fact that the empirical data obtained as a result of the study can be used in higher education institutions for reading the following courses: “Organizational Psychology”, “Career Psychology,” “Psychology of Commercial Organizations,” etc., as well as for conducting individual and group consultations for higher education students at Career Centers. Career counselors can use the proposed training program to advise clients planning their careers in creative industries or by HR specialists working in such organizations, at the stage of adaptation, training, and determining the stages of career growth for employees.

Item Type:	Thesis (Masters)
Keywords:	professional career, career readiness, components and elements of career readiness, career motivation, resilience, adaptation, self-efficacy, career engagement, creativity, professional hardiness, career success, organizational psychological factors, creative industries employees, war conditions, training.
Subjects:	Science and knowledge. Organization. Computer science. Information. Documentation. Librarianship. Institutions. Publications > 1 Philosophy. Psychology Science and knowledge. Organization. Computer science. Information. Documentation. Librarianship. Institutions. Publications > 3 Social Sciences > 33 Economics. Economic science
Divisions:	Institute of Psychology after N.Kostiuk > Department of organizational and economical psychology
Depositing User:	Марта Євгенівна Тиченко
Date Deposited:	09 Oct 2025 16:44
Last Modified:	09 Oct 2025 16:44
URI:	https://lib.iitta.gov.ua/id/eprint/746742

Downloads

Actions (login required)

View Item