Protean Career Orientation Research Articles

Navigating the storm: understanding the impact of a COVID-19-induced negative career shock on career success and life satisfaction in China

PurposeOur study aimed to understand how a negative career shock (CS), caused by the COVID-19 pandemic, a global crisis, impacted employees’ career success and life satisfaction in China.Design/methodology/approachEmployees (n = 737) from industries adversely impacted by COVID-19-related restrictions (e.g. (a) catering, hotel and tourism; (b) construction and real estate; (c) finance; (d) technology; (e) logistics and (f) manufacturing) responded to an online survey on a negative CS, subjective career success, objective career success (OCS), life satisfaction and protean career orientation (PCO).FindingsA negative CS was negatively associated with OCS and life satisfaction. Subjective and OCS were positively associated with life satisfaction. PCO moderated the association between a negative CS and OCS.Practical implicationsThe practical contribution comes from informing strategies for individuals and employers in China to enact when facing future chance events on a national or global scale.Originality/valueThe theoretical contribution of our research comes from advancing the conservation of resources theory by considering the impact of a negative CS as an independent variable and PCO as a moderator on career success and life satisfaction.

Designing your own job: how protean mindset and adaptability resources shape the modern workplace

PurposeAs employees face increased turbulence due to uncertain economic and organisational conditions, they are nowadays pushed to be proactive in both their jobs and careers in terms of heightened customisation, adaptability and flexibility. Drawing from the career construction theory, we examine the reciprocal associations of a contemporary career orientation among employees to customise one’s own career (i.e. protean career orientation) vs one’s own job (i.e. job crafting behaviours) as well as the boundary conditions due to the levels of career adaptability.Design/methodology/approachWe conducted a cross-lagged study with three waves using data collected from a sample of Polish employees. The data were analysed using structural equation modelling in AMOS.FindingsResults from a cross-lagged panel study with 168 participants revealed a bidirectional relationship between protean career orientation and job crafting behaviours. The results also confirmed the moderating role of career adaptability between these two variables.Originality/valueThis research is one of the first to examine a reciprocal relationship between protean career orientation and job crafting. Moreover, it examines the moderating role of career adaptability in the aforementioned association.

Pursuing a sustainable career: how strengths-based leadership develops career adaptability and compensates for protean career orientation

PurposeDrawing upon strengths-based inclusive work theory, this study explores how strengths-based leadership promotes employee career sustainability, particularly in the absence of protean career orientation (PCO), with career adaptability as a mediator.Design/methodology/approachA three-wave survey of 329 Chinese employees tested the moderated mediation model. Hypotheses were assessed using SPSS 26.0 and Mplus 8.3.FindingsStrengths-based leadership positively influences career adaptability, leading to greater career sustainability. The effect is stronger when PCO is low, highlighting the compensatory role of strengths-based leadership.Originality/valueThe present paper extends the existing literature on strengths-based leadership and unveils that strength-based leadership can compensate for a lack of PCO. Also, it augments strengths-based inclusive work theory and provides meaningful insights to cultivate employee career sustainability.Research limitations/implicationsThe cross-sectional design and self-reported data limit causal conclusions. Future research should use longitudinal methods and diverse cultural contexts to improve generalizability.

Demographic Factors Influencing Lecturers’ Protean Career Orientation in North-Central Universities, Nigeria

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.

Navigating protean career paths in medical education: insights from outstanding medical educators in South Korea

BackgroundThis study explored the career development experiences of Korean medical educators who have forged their paths amid dynamic medical education landscapes. Additionally, it explored their career development process by introducing a protean career theoretical framework, that is, an individual-led career development theory.MethodsThis study employed Interpretative Phenomenological Analysis (IPA) to gather in-depth insights regarding the experiences of medical educators who have successfully built their careers in Korea. Semi-structured interviews were conducted with nine medical educators to investigate the significance of these experiences. The emerging themes were categorised based on the protean career theory during data analysis.ResultsThe findings revealed that medical educators navigated their careers in line with the protean career development model, characterised by protean career orientation, process and outcomes. Their experiences in the medical education domain were aligned with eight factors of the protean career model – self-direction, intrinsic work values, awareness, adaptability, agency, subjective career success, objective career success and organisational commitment.ConclusionIn the context of less structured career pathways and a rapidly evolving regional environment, medical educators have developed individual-driven careers with self-direction and intrinsic values, formed their identities and demonstrated flexibility and proactive strategies. Hence, the protean career model successfully explains the characteristics of self-directed career development for medical educators, while emphasising the need for organisational support.

How protean career orientation affects career decidedness: The mediating role of career adaptability and career decision self-efficacy

How protean career orientation affects career decidedness: The mediating role of career adaptability and career decision self-efficacy

Protean career orientation: relationship to turnover intentions and moderating roles of current organizational career growth and future organizational career growth

PurposeThis paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies.Design/methodology/approachThis briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context.FindingsResearchers from China found that the relationship of “protean career orientation” (PCO) to turnover intentions was negative when current organizational career growth (OCG) was high, and it was positive when OCG was low. They also established that future career growth prospects weakened the link between PCO and turnover intentions.Originality/valueThe briefing saves busy executives, strategists and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.

Exploring the Predictors and Mechanism of Protean Career Orientation in the Eastern Context

Exploring the Predictors and Mechanism of Protean Career Orientation in the Eastern Context

Expatriate’s protean career orientation and cross-cultural adjustment: the mediating role of career adaptability

PurposeIHRM identifies career adaptability and cross-cultural adjustment as the central tenants for expatriate career. The present study focuses on; (1) it employs the theoretical framework of career construction theory (CCT) to examine the relationship between adaptive readiness, resources and responses by examining the relationship between protean career orientation, career adaptability and cross-cultural adjustment of self-initiated expatriates (SIE) and (2) it explores the moderating role of frequency of interaction that SIEs possess with HCN.Design/methodology/approachA total of 278 Indian SIEs engaged in different occupational roles in different sectors, working in six different countries, i.e. United Arab Emirates, Canada, Germany, Singapore, the United Kingdom and the USA responded through primary survey.FindingsConsistent with CCT conceptualization, the study illustrates a positive partial mediating effect of career adaptability on the direct relationship between protean career orientation and cross-cultural adjustment. Furthermore, the findings of the moderation analysis suggest that frequent interaction of the SIE facilitates the enhancing of cross-cultural adjustment.Practical implicationsThe study suggests that lack of protean career orientation might result in lowering employee interest in the job or assignment, and affect effectiveness, satisfaction, productivity and cross-cultural adjustment. The study also recommends systematically increasing the interaction frequency with the HCNs to facilitate SIEs employees for facilitating cross-cultural adjustments (CCA).Originality/valueThe study theoretically and empirically contributes to protean career orientation and career adaptability in the context of expatriates, which is an enabling factor for CCA in job contexts. The relevance of interaction frequency is acknowledged for the adaptability and adjustments for the international workforce perspective.

Increasing the chances of career success abroad: the role of cultural orientations in the relationship between international students’ protean career orientation, career competencies and perceived employability

ABSTRACT A successful school-to-work transition is a foundation for long-term career success. Yet, in an increasingly globalized world of work, there is still little understanding of this process in the context of international students – skilled migrants whose school-to-work transition may be complicated by the cross-cultural transition. This study aimed to answer the research question: to what extent are international students’ individualism/collectivism and acculturation orientations related to the indirect relationship between a protean career orientation and perceived employability via career competencies? To answer this question, we conducted a quantitative study among 302 international Master’s students in the Netherlands. Our findings showed that having a protean career orientation is related positively to perceived employability via career competencies. Contrary to our expectations, international students’ individualism/collectivism cultural orientation did not moderate this indirect relationship. However, surprisingly, high individualism was negatively associated with career competencies. Regarding acculturation orientations, we found that host culture orientation did not impact the indirect relationship between a protean career orientation and perceived employability, while high home culture orientation strengthened this relationship. Together, these findings show that both career and cultural orientations may play a role in international students’ career competencies development and employability and, thus, their career success abroad.

The impact of protean career on career sustainability: Mediating effect of perceived employability

Despite the studies on protean career attitude in the career management literature, career sustainability and its potential outcomes have been subjected to study with limited empirical evidence. With this context, this study propounds a conceptual model connecting protean career orientation and perceived employability with career sustainability. Besides, sequentially, we posit that lifelong learning and proactive skill development mediate the relationship between protean career orientation and perceived employability. To establish the relationship, this study gathered data from Italy and Cyprus. Structural equation modelling was performed using the data collected. The results indicated serial mediation paths through which protean orientation impacts career sustainability.

Protean Career Orientation Scale: A validation study with Portuguese university students

The protean career orientation refers to career agentic and values-driven attitudes in today’s changing contexts. This orientation shows readiness for facing lifespan tasks and challenges in diverse work roles, contributing, for example, to university students’ academic engagement and employability. Given the importance of this construct, there is a need for valid and reliable measures of protean career orientation. Our study aimed to analyze the internal and criterion-related validity and reliability of a Portuguese language version of the Protean Career Orientation Scale. Participants were 407 Portuguese university students who responded to measures of protean career orientation, academic engagement, and career self-management strategies. Factorial analyses, Pearson correlations, and reliability indicators were computed. Adequate psychometric properties were found after one item deletion. Findings provide evidence for the scale’s usage among groups of university students, whether for research or practical purposes. Nevertheless, more studies are needed.

Work values, perceived employability and rural employment intention among Chinese college students: the mediating effect of protean career orientation

ABSTRACT The rural employment of college students is necessary to address the lack of rural talent and realize rural revitalization. However, there are challenges related to intention, action, rootedness, and integration in college graduates’ rural employment. This study hypothesized that college students’ perceived employability and work values positively predicts their rural employment intention, and that protean career orientation plays a mediating role in this predictive relationship. A total of 2,303 Chinese students (females = 60.7%) from three different types of colleges and universities (double first-class universities = 23.2%, ordinary undergraduate universities = 35.9%, higher vocational colleges = 40.9%) participated in a survey using the Work Values, Perceived Employability, Protean Career Orientation and Rural Employment Intention Scales. Descriptive and demographic differences results showed that students’ rural employment intention was at a general level, and that those who were not the only child, from higher vocational colleges, were born in rural areas, and had low parental education had relatively higher rural employment intention. Path analysis results showed that students’ altruistic work values and perceived employability significantly predicted their rural employment intention, and protean career orientation was a significant mediating variable in this relationship. These findings have implications for innovation in college employment work.

Protean Career Orientation and Career Success: On the Roles of Proactive Career Process During the School-To-Work Transition

In order to better understand the factors fostering the success of school-to-work-transition (STWT), the current research examines a longitudinal model of proactive career development and career success on a sample of students transitioning from university to work. Using structural equation modeling, we tested a theoretical model based on Grant and Ashford’s (2008) and Hall’s et al. (2018) propositions, specifying the relationship between protean career orientation, career planning, networking behaviors and career success. A four-wave longitudinal study was conducted over three years on a sample of 231 university students (75% of female, mean age = 28.24 years) transitioning from school to work. The findings support the process model, indicating that protean career orientation influences career planning which in turn, positively affects networking. Finally, networking is found to be related to career success. The findings are considered in terms of their implications for understanding the process underlying the transition from school to work. Our study provides practical implications which are discussed.

The effect of parents’ support, protean career orientation and self-perceived employability on the school-to-work transition

PurposeThe increasing complexity of global labor markets and work environments has made the school-to-work transition more difficult. We explore factors that influence important career outcomes for young adults in China as they transition from their university to the labor market. Specifically, we examine how protean career orientation, self-perceived employability, mother’s and father’s career support and human capital (English language proficiency) may influence career satisfaction and employment status during adulthood.Design/methodology/approachWe collected survey data in two waves, six months apart, and obtained English proficiency ratings from university records.FindingsFather’s and mother’s career support was significantly associated with protean career orientation and protean career orientation was significantly related to self-perceived employability. Self-perceived employability was significantly associated with career satisfaction and employment status. The career support-career satisfaction and career support-employment status relationships were fully mediated by protean career orientation and self-perceived employability. Contrary to expectations, the human capital variable of English language proficiency did not moderate the serial mediation involving either career satisfaction or employment status.Originality/valueBy integrating protean career theory, human capital theory and research on parental support, we offer an interdisciplinary contribution to the school-to-work transition literature. We also advance protean career theory by studying it as a mediating variable and by examining parental support as an antecedent of it.

How do self-direction and values-drive of protean career orientation determine career outcomes?

PurposeThe article shows partial proof for the protean paradox existing outside of the Anglo-Saxon part of the world. We pose questions about the impact of each protean career orientation (PCO) dimension on career outcomes, i.e. objective career success (OCS) and subjective career success including career satisfaction (CS) and perceived employability (PE) of studying employees.Design/methodology/approachWe collected data among postgraduate students (N=239) using a paper-and-pencil questionnaire. We estimated the model using structural equation modeling.FindingsThe self-direction of PCO improves CS and PE, but only if a person achieves OCS in the organization. We found the same mediation pattern for the values-drive of PCO but in the opposite direction, i.e. greater orientation on personal rather than organizational values – values-drive of PCO was associated with lesser career outcomes. Interestingly, values-drive had a small and direct impact on PE.Originality/valueThis study helps us understand how both dimensions of PCO affect career outcomes differently: objective success and subjective factors like CS and PE among employees who are studying.

Is protean career orientation related to digital networking? The role of digital technology competencies

Bien que le réseautage numérique ait été identifié comme un comportement important pour le développement de carrière, la recherche reste à ce jour limitée. Avec l’omniprésence technologique, le réseautage numérique est devenu un comportement commun. Cependant, nos connaissances restent limitées sur la façon dont les individus créent et développent leur réseau numérique. En intégrant les recherches sur le réseautage, l’orientation de carrière protéenne et les compétences numériques, nous proposons un modèle reliant l’orientation de carrière protéenne et le réseautage numérique via les compétences numériques. Une étude basée sur 213 étudiants soutient que le réseautage numérique est composé de deux dimensions : la construction et l’utilisation. Notre modèle théorique a été ensuite testé sur un échantillon de 473 étudiants dans lequel l’orientation de carrière protéenne conduit au réseautage numérique via les compétences numériques. Ces recherches mettent en lumière les compétences numériques comme mécanisme expliquant les effets de l’orientation de carrière protéenne sur le réseautage numérique. Elles fournissent également des informations aux conseillers d’orientation, au personnel universitaire et aux universitaires de comment améliorer le réseautage numérique afin d’en tirer un bénéfice pour le développement de carrière.

Protean Career Orientation and Organizational Commitment: The Role of Organizational Identification

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.

The significance and challenges of turnover and retention of millennial professionals

PurposeThis paper aims to provide readers with a comprehensive overview of the current state of the millennial literature, highlighting the significance and challenges of millennial professionals, their reported high turnover and the various recommendations designed to engage and retain them.Design/methodology/approachAn integrated review approach was applied to synthesise contemporary peer-reviewed articles, supplemented by legacy and grey literature and relevant book chapters, to comprehensively explore and construct a cohesive overview of the current research on the millennial workforce.FindingsWithin the wealth of available information, examining the various studies on millennial turnover reveals diverse theories, evidence and opportunities for advancement, underscoring the necessity for more robust empirical studies. The investigation identified three overarching retention strategy themes: (1) intergenerational conflict management, (2) workplace adaptations and (3) solutions rooted in a protean career orientation. In alignment with protean career concepts, coaching shows promise as an underexplored option.Practical implicationsThis article holds practical significance by offering researchers a comprehensive and cohesive overview of the millennial literature. Additionally, it gives organisations a novel perspective on the crucial role coaching can play in engaging and retaining millennial employees.Originality/valueThe increased focus on retaining millennial workers in recent decades has spurred a proliferation of articles and books on this subject. However, this body of research remains fragmented, lacking an overview that provides a clear picture of its current state. This review aims to bridge this gap.

Protean career orientation to turnover intentions: moderating roles of current organizational career growth and future organizational career growth prospect

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.