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The purpose of this study is to examine the relationship between employees’ career adaptability and work engagement. Specifically, this study investigates the mediating role of person-organization fit in the relationship between career adaptability and work engagement and the moderating role of job insecurity in this mediating effect.
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The participants in this research were full-time employees from the public sector (public institutions, state-owned enterprises) and private enterprises (finance, insurance, manufacturing, and internet) in Guangdong Province and Sichuan Province, China. All samples were collected using convenience sampling. We collected data from 248 Chinese full-time employees and utilized robust statistical techniques to test a moderated mediation model that includes the constructs of career adaptability, person-organization fit, job insecurity, and work engagement.