Unveiling the Role of Protean Career Orientation and Leadership in Organizational Commitment and Employee Performance: A Systematic Literature Review

Purpose: This study investigates the effect of individuals’ protean career orientations on their organizational commitment. We expected protean attitudes to be positively related to organizational commitment, based on the perspective that protean career orientation could increase the sense of organizational identification. Design/methodology/approach: We targeted permanent employees from various industries. The survey was conducted through a website, and a total of 572 employees participated in the survey. For analysis, structural equation modeling was used. Findings: The results show that protean career orientation is positively related to organizational commitment, and this relationship is fully mediated by organizational identification. Specifically, affective and normative commitment were positively influenced by protean career orientation, being mediated by organizational identification. Only continuance commitment did not show any relationship with the protean attitude. Research limitations/implications: Despite elucidating the process of mediating, this study limited the variable to organizational identification. The results of this study suggest that more diverse variables (e. g., personality, ideology, values) and approaches (e. g., moderated mediation model) could be investigated in the area of protean career orientation. Originality/value: The results are contrary to previous speculations that protean people are self-centered with insufficient commitment toward the organization. In particular, the positive relationship between protean career orientation and organizational identification is newly suggested, providing a possibility for redefining the core values of protean careers and their potential.

PurposeProtean career orientation is a key element that helps explain why workers plan and manage their careers. In the field of nursing, a protean career orientation assists nurses in job search, career mobility and adapting to changing demands. Few studies have explored how nurses’ protean career orientation will lead to job search and how to make better use of the protean career orientation. This study aims to explore how a protean career orientation influences job search via career optimism and the moderating role of mentoring relationships.Design/methodology/approachThis study conducted a cross-sectional survey of 309 frontline nurses from China. The questionnaire was distributed to nurses through the snowball sampling method. Jamovi 1.2.2 was used for descriptive analysis and Pearson’s correlation analysis. The relationships between the variables and their significance were tested using Process Macro 3.3.FindingsResults show that protean career orientation was significantly related to career optimism and positively related to job search. Career optimism was significantly related to job search. The indirect effect of protean career orientation on job search through career optimism was significant. The interaction between protean career orientation and mentoring relationships was also significantly related to career optimism.Originality/valueTo the best of the authors’ knowledge, this study is the first to demonstrate how nurses’ flexible career orientation significantly impacted job search through nurses’ career optimism. If nurses work in supportive mentoring relationships, the positive effect of the nurse’s protean career orientation on the job search is decreased.

The mentoring relationship affects the growth and development of new employees. For nurses, the uncertainty of the influence of the mentoring relationship may be magnified by the unique nature of hospitals as public departments, however it is unclear whether and how nurses’ mentoring relationship influence the outcome. Protean career orientation defined as a tendency of individuals to achieve subjective career success through self-management of their career is crucial to the influence mechanism of the mentoring relationship. The aim of this study was to explore the path and boundary conditions of the influence of the nurses’ mentoring relationship on organizational commitment. As a cross-sectional sample, 371 nurses were investigated. The results showed that protégé career optimism plays an intermediary role in the influence of the mentoring relationship on organizational commitment, and protean career orientation plays a moderating role in the influence of the mentoring relationship on career optimism. The mentor relationship between mentors and protégés facilitates protégés’ career optimism, enhancing the protégés’ organizational commitment, especially for protégés with low protean career orientation. These findings contribute to the improving nurses’ organizational commitment through mentoring relationship. Hospitals should provide space for nurses to exert their abilities, enhance opportunities to improve their team cooperation ability, clearly define the scope of nurses’ work and rights, and give nurses the right to make decisions.

Research Aims: This study aims to analyse the role of motivation as a mediator in the relationship between organizational commitment and employee performance at Wyndham Opi Hotel Palembang. The research is based on the phenomenon of the hotel's failure to achieve its specified targets and the relatively high employee turnover rate. Design/methodology/approach: The study was conducted on a population of 150 employees, with data collected through interviews and questionnaires. The analysis technique employed was Structural Equation Modelling-Partial Least Squares (SEM-PLS) to assess the relationships between affective, continuous, and normative commitments, motivation, and employee performance. Research Findings: The findings indicate that affective, continuous, and normative commitments significantly influence employee motivation. However, when examining their direct impact on employee performance, only normative commitment was found to have a significant effect, whereas affective and continuous commitments did not. Furthermore, motivation was found to significantly mediate the relationship between affective and normative commitment to employee performance but not for continuous commitment. These results explain the persistent high turnover rate at Wyndham Opi Hotel Palembang and highlight the need for better hotel management strategies to strengthen employee commitment and reduce turnover. Theoretical Contribution/Originality: This study contributes to the existing literature by providing empirical evidence on the mediating role of motivation in the relationship between organizational commitment and employee performance. It emphasizes the need for organizations to enhance normative commitment and employee motivation to improve performance and reduce turnover, particularly in the hospitality industry

Protean career orientation has become prevalent among young workers in contemporary workplace. Little is known about whether this orientation is related to their positive expectation of future career development. We developed a conceptual model to investigate the relationship between protean career orientation and career optimism. Informed by social construction theory and social cognitive career theory, we considered career adaptability and career decision self-efficacy (CDSE) as potential mediators in the model. Several hypotheses were proposed and tested with a sample of 170 undergraduate students in Hong Kong. The results of path analysis and bootstrapping indicated that protean career orientation has a positive relationship with career optimism, and such relationship is fully mediated by career adaptability and CDSE. Our study has yielded novel into how some individual differences factors affect the development of career optimism among university students.

PurposeThe purpose of this paper is to examine the relationship between perceived organizational support (POS), organizational commitment and job satisfaction among special education teachers in Pakistan. The data were collected from 85 special education teachers from different special education centers in Punjab, Pakistan. POS was measured using a survey of POS developed by Eisenberger et al. (1986). Affective continuance and normative commitment are measured by affective continuance and normative commitment scales developed by Meyer and Allen’s (1984) and Allen and Meyer (1990), respectively. Results of the current study show that POS and job satisfaction are positively correlated with affective and normative commitment. POS and job satisfaction are not associated with continuance organizational commitment. This suggests that a teacher’s commitment can be improved by increasing organizational support, underprivileged working environment and job satisfaction. Limitations and implication of the study are discussed.Design/methodology/approachIn the current study, cross-sectional research design and non-probability purposive sampling technique were used. A sample of 85 special education teachers was collected from different special education institutes of Punjab and federal, Pakistan. Inclusion criteria were teacher with specialization in all disabilities (mentally challenged, deaf, blind, physical handicapped and slow learners), informed consent and age range 20‒55 years, at least 6-month teaching experience in special education. Exclusion criteria were teaching experience less than 6 months and age less than 20 or more than 55 years. The demographic characteristics of teachers are presented in Table II.FindingsFindings of the present study suggest a positive association between POS, affective commitment, normative commitment and job satisfaction, whereas there is no association between POS and continuance commitment as well as between job satisfaction and continuance commitment among special education teachers in Pakistan. Organization should consider the exclusive support of the special education teachers.Research limitations/implicationsThe current study also has some limitation. The sample size is very small. In the current study, data are collected from 85 special education teachers from federal and few cities of Punjab, Pakistan. Hence, data are not true representative. Data for current study are collected through self-reported scales and only collected from academic staff.Practical implicationsIn the current study, special education teachers have identified factors that promote organizational support, commitment and job satisfaction, such as reasonable workloads, sound working environment, unbiased and fair working conditions, and administrative support. It has been found that decreased level of POS, commitment and job satisfaction damage the organization, special educators and special students. Therefore, special education department should develop and implement policies that strengthen these dimensions. A broad recommendation can be made on the basis of these findings: affective and normative commitment increases when individuals have satisfying experience with organization. Thus, this may be improved by providing special educators with the opportunity to work in a better work environment, with proper work load, as it would increase emotional and normative attachment of the individuals with their institutes. The current study would be helpful for policy makers in the field of education and administration in order to work on these dimensions to increase the teacher’s job satisfaction and organizational commitment. It would also create awareness among the general public about the potential problems of special education teachers in Pakistan affecting the quality of life of children with special needs. Results suggest that by providing organizational support, appropriate work load and unbiased attitude, a teacher’s commitment can be improved.Social implicationsThe current research helps academics and administration to improve social functioning of special education teachers by improving their job satisfaction and organizational support.Originality/valueThe prevalence rate of children with disabilities is increasing rapidly in Pakistan. Since stigma is associated with individuals with disabilities, parents hide disabilities of their children so that other relatives may not face any problems, such as being doubted of carrying defective genes. Families have to cope with financial crises due to lack of institutional support, extra expense to deal with disabled person and loss of work. In such circumstances, special education institutions are only hopes for such people to assist them in dealing with their disabled children. However, the strength of teachers in these institutions is not enough to fulfill needs of such children. A number of researches have examined the role of organizational support, job satisfaction and organizational commitment of teachers in western countries (Makanjee et al., 2006; Alijanpou et al., 2013; Batool and Ullah, 2013). However, to the best of the authors’ knowledge, no study has yet investigated this serious issue in Pakistan. This study provides valuable information on organizational support, commitment and job satisfaction among special educators, and recommendation on how organizational commitment can be improved.

The elements of a basic protean career orientation are basic elements of human needs for growth and meaningful occupational productivity. However, a significant percentage of lecturers in Nigerian universities find it difficult in practicing their value driven-career attitude and self-directed behavior. Thus, this descriptive study sought to assess the demographic factors that influence lecturers’ dimensions of protean career orientation: value driven-career attitude and self-directed behavior in North-central Universities, Nigeria. Four hundred lecturers were purposely selected from Kogi State University, Anyigba, Benue State University Makurdi and Federal University of Lafia, Nigeria as respondents using self-structured questionnaires. Data were analyzed using descriptive statistics. The study found age and gender (70.2%) as influencing lecturers' value-driven career attitude while educational level and gender influences their self-directed attitude. The study discovered further that job and career satisfaction, organizational commitment, task performance, self-management behavior and career productivity were the influence protean career orientation had on lecturers work outcome in North-central universities, Nigeria (97.2%). However, 70.2% of lecturers in the study settings could not practice their protean career orientation effectively. Poor motivation, lack of adequate infrastructural facilities, teaching of large classes, poor staff development and strike actions were the barriers identified (68.4%). The study recommends among others that the Nigerian universities should provide organizational support that actively engages employees in the management of their own career as well as formal training and education on value-driven and self-directed attitudes so as to encourage positive values among lecturers.

PurposeThis study investigated the joint impact of organizational and individual career management on employees' ideal self-discrepancy. Drawing on the identity literature, the authors aimed to uncover the mechanism and boundary condition of this impact, focusing on how organizations influence ideal and actual selves of employees with different protean career orientation.Design/methodology/approachThe authors conducted a four-wave time-lagged study over eight months, with a sample of 331 employees from various organizations.FindingsPerceived organizational career management negatively influenced ideal self-discrepancy via organizational identification, and such relationship was strengthened by protean career orientation. Employees with stronger protean career orientation saw a stronger moderating effect of individual career management on the relationship between organizational identification and ideal self-discrepancy, whereas their counterparts saw an opposite effect.Practical implicationsThis study highlighted the essential role of organization in narrowing employees' ideal self-discrepancy in the protean career era. It suggested that organizations should set differentiated career practices depending on employees' protean career orientation levels.Originality/valueBy integrating vocational psychology and organizational scholarship, this study extended the ideal self-discrepancy literature by offering a nuanced understanding of the mechanism and boundary condition of the role of organizational career management in narrowing ideal self-discrepancy in the protean career era. It identified the joint efforts of organization and employee as a fascinating avenue for future studies.

This study examines the impact of intrapreneurial self-capital (ISC) on career self-management (CSM) via career optimism, moderated by protean career orientation (PCO), theoretically originated from the social cognitive model of career self-management (SCM-CSM) (Lent & Brown (2013) and career construction theory (Savickas, 2013). It contributes to the literature in testing a self-sustainable career model applicable to MBA students that can aid in their career planning and management. Using a cross-sectional design, data obtained from 516 final-year MBA students suggest a positive relationship between intrapreneurial self-capital (ISC) and career self-management (CSM), intrapreneurial self-capital (ISC) and career optimism, career optimism, and career self-management (CSM). A partially mediated relationship between intrapreneurial self-capital (ISC), career optimism, and career self-management (CSM) was found to be stronger for participants having higher protean career orientation (PCO). Practical implications and directions for future research have also been discussed in this study.

This study aims to explore protean career orientations in developing Generation Z's 21st century career adaptability in an educational context. Generation Z faces significant challenges in a dynamic and fast-changing learning environment, including technological developments, labor market changes, and evolving skill needs. Therefore, it is important to understand how a protean career orientation can help them adapt to these changes. The method used was Systematic Literature Review (SLR), which identified and analyzed the literature related to protean career orientation and career adaptability. The results showed that protean career orientation, which emphasizes flexibility, career self-management and the ability to learn lifelong, significantly contributes to the development of career adaptability. The findings highlight the importance of developing adaptive skills and mindsets to enable Generation Z to cope with the evolving demands of education and careers. Adopting a protean career orientation can be an effective strategy in preparing Generation Z for future career challenges and enhancing their ability to navigate diverse educational and career pathways so that they can reach their full potential in an ever-changing environment.

Organizations often cite high job involvement as a critical success factor in achieving higher performance, and it is reinforced by three dimensions of engagement. Therefore, this study was performed to evaluate the functions of three dimensions of organizational commitment regarding employee performance and job involvement. This research was performed via a survey of 346 National Private Banks' supervisors and employees in Banten Province, Indonesia. Then, the hypothetical relationship of the collected data was tested by applying the partial least-squares structural equation. Consequently, the results showed that job involvement influenced normative and affective commitment. These two dimensions were also noted to significantly affect employee performance. Finally, the association between employee performance and job involvement was shown to be influenced by affective commitment. On the contrary, normative and continuance commitment did not mediate this relationship. There was also no support for continuance and normative commitments nor the relationship of job involvement with employee performance. Therefore, job involvement improves employee performance through affective commitment. This implies that human resources managers need to through available resources to promote job involvement and the three dimensions of organizational commitment in their employees. Further study is recommended to test the mediating effect on this relationship

Human resource is one of the essential factors for organizational success of any type. Particularly, it is a vivid fact that organizational commitment of academic staffs in the tertiary level institutions is interesting and vital because of the great importance they have in creating qualified and educated graduates to the country. This research is then aimed at assessing the relationship between leadership styles (Transformational, Transactional and Laissez-faire) and employees’ organizational commitment (Affective, Continuance and Normative commitment) in the case of Debre Birhan University. Respondents were purposively grouped into two (Academic and Administrative) and probability sampling technique called stratified sampling was applied to each stratum and the total sample size of 242 (22 leaders and 220 employees) respondents were considered. Two separate instruments Multifactor Leadership Questionnaire and Organizational Commitment Questionnaire were used to measure leadership styles and employees’ organizational commitment respectively. Finally, the responses of the respondents were analyzed using SPSS (version 16.0).The findings of the study revealed that Transformational Leadership style has a moderate, significant positive relationship with affective commitment while weak, but significant positive relationship with both continuance and normative commitment. While Transactional Leadership style has weak, but significant and positive correlation with all dimensions of commitments and Laissez-faire leadership style has extremely low, but insignificant, negative association with all dimensions of commitments. The overall finding of this study suggest that Leadership style do play important roles in determining levels of affective, continuance and normative commitments, especially Transformational and Transactional leadership styles. So, the institution’s leaders should improve the level of employees’ commitment, especially affective commitment dimension, and retain them through actually practicing effective type of leadership styles and creating conducive environment to employees.

PurposeTargeting at the inconsistent relationship between protean career orientation and turnover intentions, this study aims to uncover when and why such inconsistency occurs. It emphasized the mediating role of organizational identification and moderating effects of current organizational career growth and future organizational career growth prospect.Design/methodology/approachThe authors conducted a three-wave time-lagged study over seven months, with a sample of 1,012 participants from various occupations.FindingsThe relationship of protean career orientation to turnover intentions via organizational identification was negative when current organizational career growth was high, and it was positive when current growth was low. Future organizational career growth prospect weakened organizational identification–turnover intentions relationship. Those two moderators jointly influenced the indirect relationship. For employees low in both states, the positive indirect relationship was the most significant.Originality/valueBy integrating social identity theory and social cognitive theory, this study provides a comprehensive understanding of protean career orientation–turnover intentions relationship. It also enriches studies on protean career orientation and organizational identification–turnover intentions relationship.

Manpower is one of the most important factors for organizational success of any type. This research is then aimed at dealing the relationship between transformational leadership style and academicians’ organizational commitment (Affective, Continuance and Normative commitment) in the case of Debre Berhan University during the year of 2015. A total of 220 respondents were selected using stratified probability sampling technique from each colleges found in the university. The researchers used two separate instruments Multifactor Leadership Questionnaire (only transformational leadership items) and Organizational Commitment Questionnaire to measure leadership styles and employees’ organizational commitment respectively. Finally, the responses of the respondents were analyzed using SPSS (version 20.0). The findings of the study revealed that transformational leadership style is significantly and positively related to three dimensions of organizational commitment. And also it has been proved that transformational leadership style has a significant impact on affective commitment, continuance commitment and normative commitment. So, the institution’s leaders should improve the level of employees’ commitment, especially affective commitment dimension, and retain them through actually practicing effective type of leadership styles and creating conducive environment to employees.

Objective - It is projected that organisational commitment as a mediating variable will diminish the effect of toxic leadership on employee performance and increase the effect of P-O Fit. A study comparing the effects of Toxic Leadership on decreasing performance and P-O Fit on enhancing performance, both mediated by organisational commitment. Methodology/Technique - The time dimension makes this study cross-sectional. Only Bengkulu Provincial Health Office personnel received the questionnaire, which used the census approach to sample all 311 respondents. This study uses SEM to test concept validity (convergent and discriminant) and reliability. Using SmartPLS 3.0, respondent profile statistical descriptions, hypothesis testing with path analysis, and indirect impact testing are explained. Findings – Research shows that toxic leaders hurt employee performance, not organisational commitment. Even while P-O fit has little influence on organisational commitment or performance mediated by it, it can boost employee performance. Organisational commitment affects employee performance. The employee's organisational commitment is supposed to be ongoing and based on his desire for a decent wage and a job. This makes someone ignore the leader's poisonous leadership style and compatibility with the organisation if it pays well and has good facilities. Novelty - The research model we examine provides a more complete picture of how organizational commitment can reduce or increase employee performance influenced by toxic leadership and person-organization fit. Based on the research that has been conducted, we believe that leaders with a toxic leadership style can neglect their followers' acceptance and reduce constant performance. On the other hand, person-organization fit helps increase employee commitment and performance. Type of Paper: Empirical JEL Classification: J24, J28 Keywords: Employee Performance; Organizational Commitment; P-O Fit; Toxic Leadership Reference to this paper should be made as follows: Praningrum; Suryosukmono, G; Afrizal; Dewi, R.K; Pefriyadi. (2024). A Study of the Effects of Toxic Leadership and Person-Organization Fit on Organizational Commitment and Employee Performance, J. Mgt. Mkt. Review, 9(3), 140 – 147. https://doi.org/10.35609/jmmr.2024.9.3(5)