Protean Career Attitudes Research Articles

The Effect of Working Women's Protean Career Attitude and Proactive Career Behavior on Career Resilience: Focused On the Mediating Effect of Lifelong Learning Activities

The Effect of Working Women's Protean Career Attitude and Proactive Career Behavior on Career Resilience: Focused On the Mediating Effect of Lifelong Learning Activities

The Mediating Effect of Positive Psychological Capital in the Relationship between Protean Career Attitudes and Employability among Special Education Undergraduate Students

The Mediating Effect of Positive Psychological Capital in the Relationship between Protean Career Attitudes and Employability among Special Education Undergraduate Students

The nexus between protean career attitude and career success. Does emotional intelligence matter?

The nexus between protean career attitude and career success. Does emotional intelligence matter?

Distinct Paths to Protean Career Attitude: Family and Peer Support as Mediated by Grit Among Emerging Filipino Adults

Distinct Paths to Protean Career Attitude: Family and Peer Support as Mediated by Grit Among Emerging Filipino Adults

A Latent Profile Analysis of Protean Career Attitude and Vocational Identity Status

This study aimed to examine individuals with adaptive protean career attitudes in the current era. Data were obtained from surveying 672 South Korean adults in their 30s and 40s, each with at least one year of work experience. Participants were categorized based on their protean career attitudes and vocational identity status, with subsequent exploration of their relationships with meaning in life, differentiation of self, and resilience. Data analysis involved latent profile analysis, maximum likelihood analysis, and BCH analysis. Results revealed three groups: “diffused wanderer,” “organizational adapted citizen,” and “protean career identity.” The study confirmed the influence of meaning in life and differentiation of self within these profiles, along with differences in resilience. This research offers valuable insights into the characteristics of adaptable individuals based on their “protean career identity.”

Attitude, Time Management Work-Life Balance and Career Choices: A Mediating Effect of Protean Career Attitude among Medical Students in Malaysia

Attitude, Time Management Work-Life Balance and Career Choices: A Mediating Effect of Protean Career Attitude among Medical Students in Malaysia

The lagged effect of university-based entrepreneurship education on employees' retention at entrepreneurial startups

This study explores the lagged effect of university-based entrepreneurship education on employees' retention at entrepreneurial startups in China. Combining insights from social learning theory and the attraction-selection-attrition framework, it is argued that university-based entrepreneurship education can shape individuals' protean career attitudes and behaviors over time in their following career development. To test the hypotheses, we took a two-stage survey on-site and online, respectively, of a sample of employees working in startups in three entrepreneurial incubators in China. Taking hierarchical multiple regression and bootstrapping analyses, the empirical results of the final 274 sample show that entrepreneurship education can significantly improve an employee’s intention to remain at a startup and that this is mediated by protean career attitudes. Meanwhile, socialization tactics can strengthen the mediating effects of protean career attitudes. These findings further verify the lagging effect of entrepreneurship education in colleges and universities, which can provide useful inspiration for entrepreneurship education and the management of employees at startups.

코칭 리더십이 조직변화 수용성과 직무 번영감에 미치는 영향 : 조직지원인식과 프로티언 경력태도의 매개효과

코칭 리더십이 조직변화 수용성과 직무 번영감에 미치는 영향 : 조직지원인식과 프로티언 경력태도의 매개효과

Effect of Career Commitment of Lifelong Education Instructors on Job Satisfaction: A Serial Dual Mediating Effect of Protean Career Attitude and Hope

Effect of Career Commitment of Lifelong Education Instructors on Job Satisfaction: A Serial Dual Mediating Effect of Protean Career Attitude and Hope

A technology-based framework to foster the lean human resource 4.0 and prevent the great resignation: The talent management lift

In the context of Industry 4.0, this paper stresses the importance of prioritizing human resources in technological innovation to tackle the Great Resignation phenomenon. It proposes a technology-driven framework inspired by the Harada Method®, known for its Lean excellence in human capital development.This framework aims to implement organizational processes that nurture and retain talent, centered around the Protean Career Attitude (PCA), which has been empirically proven to enhance work engagement and organizational commitment. To achieve this goal, the study employs an innovative co-design methodology, involving interviews and field visits across three multinational diverse-sector companies. Following conceptualization, the tool undergoes prototyping, development, and real-world validation through usability testing. Rooted in the Harada Method®, the framework seeks to align training, ambitions, roles, and recruitment processes while fostering self-reliance and self-direction among individuals. A Lean leader, incorporating principles from five leadership styles, assists users in implementing and applying this framework. In summary, the article introduces a technology-driven framework that advances human resource development in the digital era, bridging the gap within Lean methodologies between respecting people and ensuring operational efficiency.

Empirical Study of Employees’ Career Attitudes and Organisational Citizenship Behaviour to Ensure Sound Organisational Health: A Structural Equation Approach

In the era of globalisation, a lot of disruptions have brought about radical changes in how businesses operate. This has led to the changing patterns of employer-employee relationships which are important for the health of the organisation. This has called for the need to understand the career attitude of employees, working in the organisations. The purpose of this article is to investigate the relationship between protean career, boundaryless career attitude, organisational mobility preferences and organisational citizenship behaviour (an important parameter of sound organisational health) of Indian millennials. Data from 204 employees, working in multi-national organisations located in Delhi and the NCR region of India, was used to investigate the relationship between the said constructs and their relationship. The study focussed on multi analytical approach using structural equation modelling to study the relationships among the various dimensions. The results of the study show that protean career attitude, boundaryless career attitude and organisational mobility preferences are significantly related to each other. The study would help the organisations to work on designing career coping strategies for the employees to enhance their productivity at work. The study may add some important perspectives to the literature on career already available and may serve as a basis for further enhancing the psychological contract of the current workforce.

A talent management platform for HR 4.0 challenges: usability evaluation based on testing and the TAM scale

The phenomenon of Industry 4.0 is requiring organizations to restructure their roles and upskill and reskill the workforce. In addition, Great Resignation is threatening organizational knowledge and it is essential to promote happier and more engaged workers. Learning Organizations promote learning opportunities to their workforce and furthermore foster the concept of Protean Career Attitude. This paper presents the usability evaluation of a competency management and development plan tool to support, through a technological tool, the Protean Career Attitude. Usability evaluation uses tests and makes use of the Technology Acceptance Model (TAM) scale. The results are promising regarding the acceptance and usability of the technology and show no significant discrepancies when comparing age groups or level of education. However, in some responses it was possible to conclude that the older groups (41-50 and 51-60) are more receptive to technology, despite the slight increase in the time to perform the tasks.

Protean Career Attitude as an Antecedent of Employee Resilience

Protean career attitude and employee resilience is an increasingly important, but under researched aspect of modern careers. The purpose of this study is to examine the changes organizations (universities) are facing while focusing on protean career attitude and employee resilience. And to focus on changes on employee performance and how supervisor support increases organization identification among employees. Participants in this study were 600 teachers of private universities. The results indicate a significant relationship between protean career attitude and organization identification with moderation of supervisor support. Significant relationship between organization identification and voice behavior with mediation of desire to have significant impact through work. Significant relationship between desire to have significant impact through work and employee resilience with mediation of voice behavior. Significant relationship exists between organization identification and employee resilience with sequential mediation of desire to have significant impact through work and voice behavior. And lastly significant relationship exists between protean career attitude and employee resilience with sequential mediation of psychological empowerment and personal initiative. The findings reveal that organizations should focus more on supervisor support to employees in this way career-oriented employees will have more organization identification and they will be more resilient.

Who is successful in career development? A person-centered approach to the study of career orientation profiles

PurposeThis research examined the presence of career orientation profiles by investigating how young workers combined protean career orientation attitudes, motivation to learn to develop one's career and an optimistic future perspective on their career. It explored how a differentiated endorsement of these attitudes and motivation (i.e. career orientation profiles) were associated with the adoption of multiple career-enhancing behaviors, namely proactive career behaviors (i.e. career planning, networking and skill development) and learning behaviors with technologies.Design/methodology/approachLatent profile analysis was conducted among young individuals starting their career (N = 767) and found four distinct profiles.FindingsThe first profile revealed that 17.2% of workers in this sample were displaying low levels in protean career orientation, motivation to learn and optimistic future time perspective (profile 1). Two differentiated profiles showed either low levels of protean career orientation and high levels of motivation to learn (profile 2) or high levels of protean career attitudes and low levels of motivation to learn (profile 3). These profiles presented an average level of future time perspective and represented 13.8 and 40.6% of the sample. Finally, 28.4% of the sample showed high levels on all these variables (profile 4).Originality/valueOnly young workers who showed high levels on all these indicators also presented high levels of proactive behaviors and learning with technologies. The other three profiles were associated with suboptimal levels on these outcomes. Taken together, these results offer new insights into the psychological state of mind of workers most adapted to succeed in a modern career.

Comparison of New Career Approach Attitudes and Subjective Career Success Perceptions in terms of Demographic Variables

This study examines the impact of shifts in the structure of employment and traditional career models on perceptions of boundaryless, protean, and subjective career success among employees of private employment agencies. As private employment agencies represent a relatively new phenomenon in the modern labor market, this research aims to examine these concepts quantitatively. This research investigates the relationship between demographic characteristics and perceptions of boundaryless, protean and subjective career success among employees of private employment agencies. 
 The sample for this study consisted of 895 employees affiliated with private employment agencies in Istanbul. Research hypotheses were examined using exploratory factor analysis, descriptive statistics, correlation analysis, t-tests, and ANOVA. The results of this study revealed statistically significant differences in perceptions of boundaryless career attitude and subjective career success as a function of gender, age, education, marital status, and income level. However, no statistically significant differences were observed in perceptions of protean career attitudes across any demographic variable. Furthermore, the findings of this study have the potential to inform human resources, recruitment, and career planning practices.

The Mediating Effect of Career Planning on the Relationship between Protean Career Attitude and Subjective Career Success of Employed Women

The Mediating Effect of Career Planning on the Relationship between Protean Career Attitude and Subjective Career Success of Employed Women

직장인의 성장마인드셋이 회복탄력성에 미치는 영향

Objectives The purpose of this study is to analyze the effect of office workers' growth mindset on resilience and to verify the dual mediating effect of grit and protean career attitude in the relationship between growth mindset and resilience.
 Methods For this study, 769 office workers were surveyed to measure the variables of growth mindset, resilience, grit, and protean career attitude, and data were collected. For the collected data, descriptive statistical analysis and reliability analysis were performed using SPSS 25.0, and Process Macro Model 6 was used for the analysis of the adjusted mediating effect.
 Results First, office workers’ growth mindset were found to have a significant direct effect on resilience. Second, Second, both grit and protean career attitude were significant single mediator on the relationship between office workers’ growth mindset and resilience. Third, office workers’ growth mindset and resilience through grit and protean career attitude was significant, and the sequential mediational model was supported.
 Conclusions Through the analysis results, it was suggested that resilience could be improved if workers had a growth mindset, grit to achieve their goals, and steadily developed a proactive, value-oriented protean career attitude. Also, the limitations and suggestions of this study were discussed.

여대생의 프로티언 경력태도가 전공만족도에 미치는 영향

This study is aimed to analyze the effect of protean career attitude on major satisfaction for students going to college. Accordingly, the regulation effect of career resilience in the relation between protean career attitude and major satisfaction were identified. For this purpose, the investigators utilized tools from previous empirical studies conducted by Baruch(2014), and Cho A mi etc(2019), respectively, to conduct a regression analysis on the relationship between perception of lifelong learning and protean career attitude among four-year college students. To identify the regulation effect, an analysis using PROCESS Macro for SPSS program was carried out. The following presents the results. First, the college students’ protean career attitude was significantly related to major satisfaction. Second, when the career resilience were moderator variables, the higher the career resilience, the more strengthened the effect of protean career attitude on major satisfaction.

Protean Career Attitudes and Boundaryless Career Attitudes Can Predict Subjective Career Success in Teachers

Teachers are foundational, and have great influence in the world of education. In their careers as teachers, these people must no longer care only about their own interests, but must also focus on the progress of the children they teach. The presence of this new concept in their careers can, it is thought, become an indicator for teachers in identifying and evaluating their careers, so that they may achieve career success, using subjective criteria. This study was aimed at understanding the roles of protean career attitudes (PCA) and boundaryless career attitudes (BCA) regarding the subjective career success of teachers. The approach in the study was a quantitative one, with the number of participants being 320 teachers, living in Java and Kalimantan. The instruments utilized were the Protean Career Attitudes Scale (PCAS), the Boundaryless Career Attitudes Scale (BCAS), and the Subjective Career Success Inventory (SCSI). Multiple regressive linear testing overall, and per dimension, produced scores in which p < .01, and indicated the existence of the roles of protean career attitudes (PCA) and boundaryless career attitudes (BCA) regarding the subjective career success of teachers, as well as the existence of the roles of each dimension of the study variables.
 
 Guru merupakan fondasi yang sangat berpengaruh dalam dunia pendidikan. Dalam karier sebagai guru, seharusnya guru tidak lagi hanya mempedulikan kepentingan untuk dirinya sendiri, namun juga berfokus pada kemajuan anak didik. Keberadaaan konsep baru dalam karier diduga dapat menjadi indikator untuk guru dalam mengenali dan mengevaluasi kariernya, sehingga dapat mencapai kesuksesan karier menggunakan kriteria subjektif. Studi ini bertujuan untuk mengetahui peran dari protean career attitudes (PCA) dan boundaryless career attitudes (BCA) terhadap subjective career success pada guru. Pendekatan dalam studi ini adalah pendekatan kuantitatif dengan jumlah partisipan sebanyak 320 guru yang berdomisili di Jawa dan Kalimantan. Instrumen yang digunakan adalah Protean Career Attitudes Scale (PCAS), Boundaryless Career Attitudes Scale (BCAS), dan Subjective Career Success Inventory (SCSI). Uji regresi linier berganda secara menyeluruh dan per dimensi menghasilkan skor dengan p < 0,01, yang menunjukkan adanya peran protean career attitudes (PCA) dan boundaryless career attitudes (BCA) terhadap subjective career success pada guru, serta adanya peran tiap dimensi dari variabel studi.

The role of work life balance in the effect of boundaryless career and protean career attitudes on subjective career success

In conjunction with the rise of new career approaches such as boundaryless career and protean career in today's working life, the subjective aspect of career success has begun to be emphasized in boundaryless career and protean career approaches, unlike the traditional career approach that emphasizes the objective aspect of career success. In this direction, the effect of boundaryless career and protean career attitudes on subjective career success was examined in this study. In addition, whether the work-life balance has a moderator role on this effect has been examined. Research data were collected from 400 white-collar employees who work in private sector enterprises in Istanbul and have at least five years of work experience. To test the hypotheses; hierarchical regression analysis was performed using the SPSS program. As a result of the study, the moderator role of work-life balance on the effect of boundaryless career attitude and protean career attitude on subjective career success has been determined.