Protean Career Orientation Research Articles

Protean career orientation, supervisor perceptions and organizational career growth: a moderated mediation model

Protean career orientation, supervisor perceptions and organizational career growth: a moderated mediation model

Meaningful Work Linking High-Quality Relationships and Commitment: A Conditional Process Study with Career Orientation

This study aimed to examine the relations between high-quality relationships, meaningful work, and affective commitment, and evaluate whether protean career orientation moderates the relationship between meaningful work and affective commitment. We collected survey data from a sample of working adults to test the research hypotheses. The findings provide support for the proposed model. Consistent with the tenets of the work-as-meaning model, high-quality relationships were positively related to meaningful work, which, in turn, predicted affective commitment. Furthermore, the relationship between meaningful work and affective commitment was stronger for those high in protean career orientation. This study extends the literature on meaningful work and relational coordination. It offers practical insight for managers and others who can help foster high-quality relationships and meaningful work.

PENGUKURAN DIMENSI KARIER PROTEAN DAN BOUNDARYLESS: KOMBINASI ATAU IMPLIKASI

Contemporary career research is characterized by the concepts of boundaryless and protean careers. The concepts of boundaryless and protean careers are compared in this review. The boundaryless career concept is profiled according to Sullivan and Arthur's categories of physical and psychological limitations. The protean career concept is discussed based on the degree of self-directed and value-oriented career orientation exhibited by a career actor. The researcher combined the protean and boundaryless career descriptions to produce eight career profiles based on a combination of boundaryless and protean career orientations. These eight profiles were examined in terms of the challenges to career actors and individuals that assist them in individual career development.

A fit perspective to family supportive supervisor behaviors: Exploring the role of protean career orientation on employee outcomes

In a context where employees find it increasingly difficult to juggle work and family demands, increasing attention has been paid to family supportive supervisor behaviors (FSSB). Drawing on key tenets of the Conservation of Resources (COR) Theory, we hypothesize that FSSB is positively related to needs-supplies fit, which in turn, predicts both work and nonwork outcomes i.e., proactive skill development and sleep quality. We also hypothesize that for employees high on protean career orientation (PCO), the consequences of FSSB are more significant and positive on both a) employees' perceived needs-supplies fits and b) proactive skill development. We conducted a three-wave study with a month time interval in Chile, Colombia, and Spain with matched data of subordinates and their managers (N = 454). Most of our hypotheses were supported. We expand and contribute to the literature by providing a fit perspective to research on FSSB, arguing that such behaviors improve employees’ perceptions of their jobs, with a consequential positive impact on their work and nonwork outcomes. The results demonstrate the key role of FSSB in enabling employees to perceive a better fit with their jobs. For HR managers and practitioners, results show that keeping protean-oriented employees is a promising strategy.

The mediating role of self-regulation planning and motivation to learn in the relationship between protean career orientation and career behaviors

The mediating role of self-regulation planning and motivation to learn in the relationship between protean career orientation and career behaviors

Protean career orientation and job search: investigating the mediating role of career optimism in mentoring relationships

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.

Protean career processes in young adults: Relationships with perceived future employability, educational performance, and commitment

Protean career processes of vocational identity awareness, career adaptability, and career agency have been hypothesized to mediate the relationships between protean career orientation and career-related outcomes. To date, the role of these process mechanisms has not been assessed directly in young adults, and little attention has been paid to educational outcomes, which are important career-related goals for young people on the way to their desired career. To address this gap, we tested this indirect-effects model in a sample of young adult undergraduates (N = 396; Mage = 20.19, SD = 2.99; 72.2% women) and included career-related goals (perceived future employability, educational performance, and commitment) as outcomes. Identity awareness and career adaptability partially explained the relationship between protean career orientation and perceived future employability and completely explained the relationships with educational performance and commitment. Contrary to protean career theory, there were no significant indirect paths via career agency to any of the outcomes.

Achieving Workplace Wellbeing Among Indian IT Engineers

The predictors of millennials’ wellbeing at work keep on changing in lieu with their changing career and work orientation. This quantitative research paper focuses on Indian Information Technology employees and aims to identify how their changing career orientation impacts work wellbeing, psychological capital and perceived employability. The proposed conceptual model of protean career orientation is empirically tested among 411 Information Technology engineers working at private companies in India. Findings indicate that the changing career orientation has a positive impact on work wellbeing, psychological capital and perceived employability. The study contributes to vocational psychology literature on enhancing our knowledge on the importance of protean attitude among millennials. The paper indicates further research areas and implications for employers.

Study on the Relationship between Nurses' Mentoring Relationship and Organizational Commitment.

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.

“New career” profiles for young adults incorporating traditional and protean career orientations and competencies

PurposeUsing latent profile analysis, the authors explored the career profiles of young adult tertiary students (N = 468, 73.9% women; mean age 20 years) to determine the relative importance of traditional career orientation (TCO) and protean career orientation (PCO) beliefs for them.Design/methodology/approachYoung adults studying at university can aspire to traditional career experiences as they believe organizations will support their professional and career development. However, since the development of newer career models, the TCO model has received little research attention compared to the PCO.FindingsThe authors found that the dominant profile exhibited average levels of TCO, PCO and career competencies, and that this mixed profile was associated with more mature career identity development and greater organizational commitment. A second profile, with low TCO, average PCO and career competencies, showed a similar level of career maturity to the mixed profile, but exhibited less organizational commitment. A third profile, with average TCO, low PCO and career competencies, especially vocational identity awareness, was related to less career development and organizational commitment.Originality/valueThe findings suggest that a mixed traditional-protean orientation is common in young adult tertiary students and that the development of a vocational identity is important for positive career outcomes, regardless of orientation.

Protean Career Orientation and P-J Fit: The Effects of Job Crafting and Organizational Support

Drawing on the literature on protean career orientation (PCO) and job crafting, this paper aims to investigate the relationship between PCO and person-job fit, along with the mediating role of job crafting and the moderating role of perceived organizational support. In total, 208 employees completed the two-wave questionnaires. Results show that PCO is positively associated with person-job fit through job crafting. Furthermore, perceived organizational support moderates the relationship between PCO and job crafting, as well as the mediation effect of job crafting between PCO and person-job fit. We further discuss the theoretical and practical implications of our findings.

대학생을 위한 프로티언 경력 지향 진로상담 프로그램 개발

Objectives In this study designed a protean career-oriented career counseling program for university students and verified the effect of this program on the protean career cognition, protean career orientation, protean career behavior. Methods To this end, a protean career-oriented career counseling program was devised as an analysis, design, development, implement, and evaluation stage based on the ADDIE model. and the main program was provided to the experimental group of 13 university students, while an ordinary career counseling program was used for the comparison group of 13 students and nothing for the control group of 13 students. Results First, the final program was developed by establishing the purpose and goal of the program, activity goals and contents for each session, and teaching and learning strategies, and then going through expert validation. Second, as a result of the quantitative analysis, the overall protean career, and the average values of each sub-factor in the experimental group increased after participating in the program, compared to the other groups. Third, as a result of the qualitative analysis, the experimental group was able to develop identity, adaptability, self-directed, value-driven and coping with change, reflective behavior through this program. Conclusions Based on the results, the program developed in this study is different from existing career counseling programs as it was made suitable for current university students by considering the difference between the traditional and new concepts of career based on the protean career theory. In particular, this program has significance in that it laid the foundation for university students to systematically prepare for their careers while proactively creating their own portfolio from their early years of university.

Protean Career Orientation and Proactive Career Behaviors During School-to-Work Transition: Mechanism Exploration and Coaching Intervention

The school-to-work transition (STWT) period is crucial for students, and a protean career orientation (PCO) is important for a successful transition. The present study aimed to examine the effects of PCO on proactive career behaviors, the underlying mechanisms, and the development of PCO using a coaching approach. Study 1 was conducted based on 250 Chinese undergraduate and postgraduate students during STWT using self-reported questionnaires. Statistical results showed that PCO positively predicted proactive career behaviors and mediated by vocational identity and career adaptability. In Study 2, a randomized controlled trial was used to implement a coaching program that aimed at improving PCO and associated positive career outcomes. Statistical analyses found that the intervention group showed significant improvements in PCO, and the increase in PCO positively predicted increases in career adaptability, vocational identity, and proactive career behaviors.

Freelance job search during times of turbulence: protean career orientation, job search strategies, career competencies and job search self-efficacy

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.FindingsThe sequential mediation from PCO to job search strategies through two of the career competencies (autonomous motivation to freelance and career related skills) and JSSE is supported. The mediating role of professional networks is not supported. 10;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.

The Brazilian Portuguese adaptation of Protean Career Orientation Scale: invariance, correlates, and life/career stages

The Brazilian Portuguese adaptation of Protean Career Orientation Scale: invariance, correlates, and life/career stages

Effectiveness of Schein’s Theory Based Counseling and Constructivism-based Training Approach on Protean Career Orientation

Objective: In a world where the phenomenon of job loss is rapidly spreading, the desire to continuously invest in a protean career orientation is essential for it leads to saving human, social, and psychological capital. The purpose of this study is to compare the effectiveness of Schein’s theory-based counseling and constructivist counseling on the orientation of protean career orientations of contract employees of an industrial company. Methods: The current research method was quasi-experimental with a pretest-posttest design with a control group. The participants of the present study included all contract employees of an industrial company, 36 of whom were selected by random sampling method and randomly assigned to two experimental groups and one control group (12 people in each group). The experimental groups underwent Schein’s theory-based counseling and constructivism-based training for 8 sessions per week. The data were collected using the various career attitude questionnaire and were analyzed by analysis of covariance and the Bonferroni pairwise comparison test. Results: The findings showed that Schein’s theory-based counseling and the training based on the constructivist approach are effective in shaping various career orientations of contract employees. Also, there is no significant difference between the two types of intervention. Conclusion: According to the findings of this study, both types of training, depending on the situation, can be used by organizations and industries to increase the orientation of various career orientations of employees.

Research on job crafting from the perspective of sustainable career: Motivation, paths and intervention mechanisms

<p id=C6>In the era of career boundarylessness, facing with the ever-weaker linkage between individuals and organizations, individuals have to initiate the tasks of self-career management to actively respond to the development and changes of occupational environment. Job crafting are bottom-to-top behaviors which help to actively change the boundaries of resources and daily tasks. Since in relevant with people’s autonomy and the improvement of internal resources and recognitions, job crating behaviors should be potential ways for realizing career sustainable development. However, job crating contains personal resource consuming and reinvest as well. The way people define their value resources determine their job crating motivations and paths. Prior literature mainly limited to the influences of job crating in within organizational context, and research on internal motivational antecedents is relatively insufficient and ignoring the explorations of why and how individuals craft their jobs. In this respect, the study here considers the interactive linkages between individuals’ occupation and daily work behaviors and proposes series of theoretical framework. Specifically, based on 3 successive sub-studies, we explore the potential motivations, paths and intervention mechanisms for individuals to gain sustainable competitive advantages through daily work. In study 1, we stick to the individual’s role of ‘central career agent’ in achieving sustainable career, and define the concept and measurement structure of career sustainability from perspectives of recognition, career development cycles, and individual as well as environmental resources. Meanwhile, grounded in prior literature and longitudinal empirical results, we reveal the potential influencing factors (i.e., demographic variables and personality traits) and dynamic development mechanisms of career sustainability. The effect paths of career sustainability on the occupational proactive behaviors (i.e. job crafting) are discussed as well. In Study 2, we focus the driven-force of job crafting and the driven outcome. Strong career sustainability captures plentiful skills and abilities to continuously respond to changes, which is conductive to the adjustment of job tasks and roles, and therefore should be the motive factor of job crafting. What’s more, based on conservation of resource theory, individuals have the innate motivation to protect and expand their value resources. Nevertheless, value resource differs across individuals and thus influence the investment directions and scale. We contend that individuals with high level of career sustainability, tend to more value the importance of sustainable career development, and consequently are more likely to craft their jobs toward the ways of achieving sustainable career. According to social cognitive theory, the cognition of individuals’ self-ability influences their behavior tendencies, and then influence the follow-up actual behaviors as well as the results of those behavior. Therefore, along with the improvement of career sustainability, the enhanced protean career orientation would directly influence the direction and strength of individuals’ job crafting. Consequently, the dynamic rising closed loop of career sustainability to career sustainability which linked by job crafting forms, which delineate the influence paths from individuals’ job crating to their sustainable career development at the same time. Rooted in the cross-level data which collected from multi waves, study 3 explores the influences of organizational career management supports on career sustainability and job crafting, and thus to interpret the vertical intervention mechanism of job crafting behaviors at organizational level. Formal and informal organizational career management tactics are compared base on quasi-experiments so that to provide theoretical references for managerial practitioners. Moreover, considering that individuals’ daily workplace behaviors (i.e., job crating) indirectly reflect the career value and professional abilities, the present study also offers theoretical implications from perspectives of sustainable career. Firstly, through testing the change and development of job crating, and exploring and motive (protean career orientation) and ability factors (career sustainability), we respond to the calls of exploring job crating motivations from career perspective. Secondly, we test the boost power of job crafting in the improvement of career sustainability, and expand the outcome variables of job crafting to the career horizon. Lastly, we build the theoretical framework of organizational job crating intervention, and expand the application boundaries of organizational career management supports based on empirical and quasi-experimental research. The conclusions here provide strategic bases for individuals to achieve sustainable career development and organizations to carry out win-win career management support.

Narrowing ideal self-discrepancy: the roles of organizational career management and protean career orientation

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.

Future Directions in the Research on Unemployment: Protean Career Orientation and Perceived Employability Against Social Disadvantage.

Future Directions in the Research on Unemployment: Protean Career Orientation and Perceived Employability Against Social Disadvantage.

The multiple mediating effects of Korean workers’ perception of the fourth industrial revolution, career attitudes and future learning intent

PurposeThis study aims at analyzing the impact of perceptions of the fourth industrial revolution (crisis and opportunity) in the relationship between workers’ career attitudes and future learning intentions.Design/methodology/approachThis study analyzed the multiple mediating effect of the perception of the fourth industrial revolution in the relationship between career attitudes and future learning intention using data of 305 Korean workers. As career attitude variables, boundaryless and protean career orientation variables were used, and perception of the fourth industrial revolution was analyzed (opportunity and crisis perception).FindingsBoth workers’ boundaryless career orientation and protean career orientation influenced future learning intention through the perception of opportunity for the fourth industrial revolution. This result suggested that flexible career attitudes positively recognized the changes of the fourth industrial revolution and had an effect on promoting attitude toward future learning.Research limitations/implicationsThe study confirmed that workers’ flexible career attitudes could promote perception of opportunity rather than crisis in changing situation and strengthen their intention to prepare for the future by mediating this perception. These results suggest that lifelong learning and competency development can be reinforced by facilitating perception of an opportunities for external change for individual career development.Originality/valueInsights for personal career development were provided by analyzing the relationship between flexible career attitudes, which are increasing in importance in the modern society, and perceptions of changes in external environment.