Zeitschriftenartikel: „Protean career attitude“

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Khan, Muhammad Latif, Rohani Salleh, Muhammad Umair Javaid, Muhammad Zulqarnain Arshad, Muhammad Shoaib Saleem und Samia Younas. „Managing Butterfly Career Attitudes: The Moderating Interplay of Organisational Career Management“. Sustainability 15, Nr. 6 (14.03.2023): 5099. http://dx.doi.org/10.3390/su15065099.

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A protean career attitude is the most attractive and coping career adjustment attitude nowadays. Based on the social exchange theory, this study empirically analyses the association between protean career attitude and affective organisational commitment for Malaysian hotel industry employees. It also examines the COVID-19 situation’s retrospective repercussions and career uncertainty. The study also investigates the moderating role of organisational career management on the relationship between protean career attitudes and affective organisational commitment. During the pandemic, a cross-sectional survey was given to 403 hotel managers working in four- or five-star hotels. The data were analysed using structural equation modelling in Smart-PLS. The results showed that self-directed and value-driven protean career attitudes undermine affective organisational commitment. Organisational career management significantly moderated the relationship between a protean career attitude and affective organisational commitment. In light of this, organisational career management is essential when dealing with protean careers. Lastly, the person’s practical implications are significant. People should have a protean career attitude to deal with unpredictability, such as the COVID-19 epidemic and remain invincible over the long run.

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Cho, Jiyeon. „The Effects of Openness, Mindset, and Proactive Personality on Protean Career Attitudes“. Korean Society of Culture and Convergence 45, Nr. 3 (30.03.2023): 449–68. http://dx.doi.org/10.33645/cnc.2023.03.45.03.449.

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The purpose of this study is to analyze the effects of openness, mindset, and proactive personality on Protean's career attitude. Reliability analysis, factor analysis, descriptive statistics, and correlation analysis were conducted using the SPSS 25.0 program for 907 office workers, and multiple regression analysis was conducted to find out whether openness, mindset, and proactive personality have an effect on Protean's career attitude. As a result of multiple regression analysis, openness, growth mindset, and proactive personality all had a positive effect on protean's career attitude. In addition, a multiple regression analysis was conducted to explore the effects of openness, mindset, and proactive personality of each of the three groups of career change, turnover, and maintenance according to career change experience on protean career attitude. Based on the above research results, workers develop their careers by forming high protean career attitudes in consideration of their psychological variables, and workers with protean career attitudes in organizations can contribute to the improvement of organizational performance. Implications for organizational culture formation, managerial leadership, and coaching were derived.

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Choi, Ji-eun. „The Mediating Effects of Career Preparation Behavior on Relations between Protean Career Attitudes and Career Adaptability in College Students“. Korean Association For Learner-Centered Curriculum And Instruction 23, Nr. 2 (31.01.2023): 145–57. http://dx.doi.org/10.22251/jlcci.2023.23.2.145.

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Objectives The purpose of this study is to analyze the mediating effects of career preparation behavior on relations between protean career attitudes and career adaptability in college students. Methods For this purpose, the investigator conducted a survey with 350 college students around the nation on September 2~8, 2022 to measure their protean career attitudes, career adaptability, and career preparation behavior. The data from 298 questionnaires were analyzed in descriptive statistics, reliability, correlation, and mediating effects. Results First, there were statistically positive correlations among the protean career attitudes, career preparation behavior, and career adaptability of college students. And second, overall career preparation behavior and its sub-variables including self-understanding, enhancement of occupational abilities, and inquiry into the occupational world had partial mediating effects on relations between protean career attitudes and career adaptability. Of the sub-variables, self-understanding behavior had high mediating effects. These findings demonstrate that college students with a protean career attitude know what they need to achieve what they desire for their future and make active preparations for their careers, thus making a successful adaptation in the occupational world. Conclusions The study demonstrated that protean career attitudes were a very important variable in college students taking the initiative in pioneering, preparing, and practicing their careers based on their values in the rapidly changing occupational world by analyzing the relations and mediating effects of protean career attitudes, career preparation behavior, and career adaptability, thus holding its significance.

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d, d. „Protean Career Orientation and Organizational Commitment: The Role of Organizational Identification“. GLOBAL BUSINESS FINANCE REVIEW 29, Nr. 3 (30.04.2024): 94–107. http://dx.doi.org/10.17549/gbfr.2024.29.3.94.

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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.

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Saraswati, Ade Maya, Dedi Purwana und Henry Eryanto. „The Influence Of Protean Career Attitude On Proactive Work Behavior With Passion For Work And Career Self Management As Mediator Milennial Employees Dki Jakarta Provincial Government“. IJHCM (International Journal of Human Capital Management) 4, Nr. 1 (04.06.2020): 74–81. http://dx.doi.org/10.21009/ijhcm.04.01.06.

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The purpose of this study is to determine and analyze the influence of protean career attitude toward proactive work behavior with passion for work and career self management as a mediators. The sample determination uses purposive sampling technique. There are 389 respondents used as the samples in this research and are analyzed using Structural Equation Model (SEM). The result from this research is that protean career attitude has a significant positive effect to proactive work behavior. Protean career attitude has a significant positive effect to the passion for work. Passion for work has a significant positive effect to proactive work behavior. Protean career attitude has a significant positive effect to career self management. Career self management has a significant positive effect to proactive work behavior. Protean career attitude has a significant effect to proactive work behavior through passion for work. Protean career attitude has a significant effect to proactive work behavior through career self management. Keywords : Proactive Work Behavior, Passion For Work, Protean Career Attitude Career Self Management.

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Park, Yoonhee, Jin Gu Lee, Hong Jeon Jeong, Min Sub Lim und Mi-Rae Oh. „How does the protean career attitude influence external employability? The roles of career resilience and proactive career behavior“. Industrial and Commercial Training 54, Nr. 2 (16.02.2022): 317–32. http://dx.doi.org/10.1108/ict-06-2021-0045.

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Purpose The purpose of this study is to investigate the structural relationships between protean career attitude, career resilience, proactive career behavior and external employability. Design/methodology/approach This study sampled 212 training apprentice employees who participated in training programs using a proportional stratified sampling in South Korea. The study tested the research model using structural equation modeling. Findings This study revealed that protean career attitude influenced external employability through career resilience and proactive career behavior. Career resilience fully mediated the relationship between protean career attitude and external employability and partially mediated protean career attitude and proactive career behavior. Proactive career behavior also mediated the relationship between protean career attitude and external employability. Research limitations/implications This study has a limitation by relying on cross-sectional data. In terms of theoretical implications, this study can add new knowledge to the protean career research by demonstrating that the protean career attitude influences perceived external employability through career resilience and proactive career behavior for the sample of young training apprentice employees. Originality/value This study uncovers the dynamic processes between protean career attitude and perceived external employability. Moreover, this study’s sample is significant because training apprentice employees are mostly young in their 20s and 30s with less than three years of working experience and working in small and medium-sized enterprises in South Korea.

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Lin, Yi-chun. „Are you a protean talent? The influence of protean career attitude, learning-goal orientation and perceived internal and external employability“. Career Development International 20, Nr. 7 (09.11.2015): 753–72. http://dx.doi.org/10.1108/cdi-04-2015-0056.

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Purpose – The purpose of this paper is to investigate the relationship between protean career attitude and perceived internal and external employability, along with the mediating effect of learning-goal orientation. Design/methodology/approach – Data were collected by distributing paper-based questionnaires to 527 workers in private banking sectors in Taiwan. Hierarchical regression analysis was used to examine the results of the relationships. Findings – The results supported the idea that protean career attitude is a significant antecedent of perceived internal and external employability. Protean talents with a higher degree of protean attitude toward value-driven career orientation and self-directed career management have an external employability that is greater than their internal employability. Learning-goal orientation fully mediated the effect of protean career attitude on perceived internal employability, but only partially mediated external employability. Practical implications – The findings can help human resource managers gain a better understanding of the use of an appropriate strategy to influence an employee’s perceived internal and external employability, which can increase the motivation and improve employer-employee relationships that contribute to organizational success and performance. Employees should recognize the increased importance of continuous learning with goal-setting in order to deal with changes at work. Originality/value – This paper empirically establishes the association between protean career attitude and perceived internal and external employability. The protean career concept may provide organizations with a valuable perspective in the evolution of careers. Valuable and protean talents place an emphasis on individuals’ core values, and while learning goals are meant to suit employer organizations, they may also establish opportunities that could cross-organizational boundaries.

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Chen, Chiyin, und Junpeng Jiang. „The Double-Edged Sword Effect of Protean Career Attitude on Employee Deviant Innovation“. International Journal of Education and Humanities 8, Nr. 2 (19.04.2023): 53–55. http://dx.doi.org/10.54097/ijeh.v8i2.7589.

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Deviant innovation is an important way for enterprises to break through innovation bottleneck. With the reshaping of employment relationship, the self-oriented and value-driven protean career attitude has gradually attracted academic attention. Based on self-determination theory, conservation of resources theory and affective events theory, this paper explores the dual-path mechanism and boundary condition of the impact of protean career attitude on deviant innovation, and constructs a theoretical model: protean career attitude promotes deviant innovation through harmonious work passion and inhibits deviant innovation through workplace loneliness, supervisor developmental feedback positively moderates the relationship between the protean career attitude and harmonious work passion, negatively moderates the relationship between the protean career attitude and workplace loneliness, and moderates the indirect dual-path effect of the protean career attitude on the deviant innovation through the harmonious work passion and workplace loneliness.

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Kim, Eunbee, und Kyungran Roh. „Effect of Female College Students' Protean Career Attitude on Major Satisfaction“. Korean Society of Culture and Convergence 45, Nr. 7 (31.07.2023): 533–40. http://dx.doi.org/10.33645/cnc.2023.07.45.07.533.

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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.

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Arshad, Sadia, Leena Anum und Aiysha Imran. „Protean Career Attitude as an Antecedent of Employee Resilience“. Journal of Policy Research 9, Nr. 4 (31.12.2023): 254–63. http://dx.doi.org/10.61506/02.00148.

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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.

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Kim, Eunbin. „The Moderating Effect of Proactivity between Protean Career Attitude and Proactive Career Behavior of University Students“. Korean Association For Learner-Centered Curriculum And Instruction 22, Nr. 20 (31.10.2022): 883–95. http://dx.doi.org/10.22251/jlcci.2022.22.20.883.

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Objectives The purpose of this study was to examine the moderating effect proactivity on relationship between protean career attitude and proactive career behavior for enterprising career development of university students. Methods For this purpose, the survey was conducted on 336 participants enrolled in 22 universities. The collected data of 323 participants were analyzed with descriptive statistics, correlation analysis, moderated regression analysis was conducted with SPSS 24.0. program and Process Macro 1. Results Following are the major results of this study. First, there was a positive correlation between protean career attitude and proactive career behavior, proactivity and proactive career behavior. Second, a moderating effect of proactivity was found on the relationship between protean career attitude and proactive career behavior. Conclusions These result means that the influence of protean career attitude Specifically, when university students are lack of proactivity, protean career played an important role in proactivity career behavior. But high level group of proactivity showed that protean career didn’t play an important role in proactivity career behavior. Last, the lower proactivity should improve their protean career attitude, the higher proactivity should seek various way to engage proactive career behavior. This study confirmed the importance of proactivity in the process of proactive career behavior and discussed the implications of support services required for career development and enhancement of university students.

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Lo Presti, Alessandro, und Angelo Elia. „Is the Project Manager’s Road to Success Paved Only with Clear Career Paths?“ Project Management Journal 51, Nr. 2 (08.01.2020): 199–213. http://dx.doi.org/10.1177/8756972819891344.

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This study examined the role of career attitudes and behaviors and employability enhancement factors in predicting project managers’ career success facets, over and above the availability of clear career paths. An online survey was completed by 552 Italian project managers. Clear career paths, employability culture, and protean career attitude positively predicted both objective and subjective (along with objective boundarylessness) career success. Dominance analysis showed the prevailing role of protean career, employability culture, and clear career paths. Results built a bridge between project management literature and career studies, particularly informing about the significance of the protean career. Organizational and individual implications for practices are discussed.

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Lo Presti, Alessandro, Amelia Manuti und Jon P. Briscoe. „Organizational citizenship behaviors in the era of changing employment patterns“. Career Development International 24, Nr. 2 (07.05.2019): 127–45. http://dx.doi.org/10.1108/cdi-05-2018-0137.

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Purpose The increasing flexibility and discontinuity of labor relations have been associated with the development of new forms of psychological contracts as well as the development of more self-directed and mobile career attitudes. The purpose of this paper is to examine the relationship between the forms of psychological contract and protean/boundaryless career attitudes on the one hand and organizational citizenship behaviors (OCB) on the other. Design/methodology/approach In total, 458 employees of three large Italian organizations were sampled through a self-report questionnaire. Zero-order correlations were carried out to examine the associations between study variables while dominance analysis, along with multiple linear regression, was used for evaluating their unique contribution with respect to OCB. Findings OCB were positively predicted by relational and balanced psychological contracts, protean career attitude and boundaryless mindset. Practical implications Organizations must pay particular attention to the content of the psychological contract and the career attitudes of their employees because they influence their willingness to carry out OCB. Originality/value The results add new evidence to the careers literature in terms of boundary conditions with regard to the effects of protean and boundaryless career attitudes as well as different forms of psychological contracts.

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김대영, 김만수 und LEEMINYOUNG. „Protean Career Attitude & Boundaryless Career Attitude: Validation and Correlation Meta Analysis“. Korean Journal of Human Resource Development Quarterly 21, Nr. 4 (November 2019): 87–114. http://dx.doi.org/10.18211/kjhrdq.2019.21.4.004.

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Cho, ji yeon. „The Effect of College Students' Growth Mindset on Protean Career Attitude: The Dual Mediating Effect of Career Identity and Proactive Personality“. Korean Society of Culture and Convergence 45, Nr. 5 (31.05.2023): 403–16. http://dx.doi.org/10.33645/cnc.2023.05.45.05.403.

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The purpose of this study is to confirm the effect of college students' growth mindset on their protean career attitude, and to verify the dual mediating effect of career identity and proactive personality in the relationship between them. A survey was conducted on 219 college students. For the collected data, descriptive statistics and Pearson's correlation analysis were conducted with SPSS 25.0. To verify the mediating effect, the PROCESS macro's Model 6 was used to confirm the dual mediating effect of career identity and proactive personality and the significance of indirect effects was verified using the bootstrapping method. The main results are as follows. First, the growth mindset of college students showed a positive effect on the protean career attitude. Second, the mediating effect of proactive personality was verified in the relationship between college students' growth mindset and protean career attitude. Third, in the relationship between college students' growth mindset and protean career attitude, there was a dual mediating effect of career identity and proactive personality. Based on these conclusions, the theoretical and practical implications and limitations of the study were discussed.

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Chen, Chiyin, und Junpeng Jiang. „Review of Research on Protean Career Attitude“. Academic Journal of Management and Social Sciences 2, Nr. 2 (16.04.2023): 14–16. http://dx.doi.org/10.54097/ajmss.v2i2.7213.

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With the vigorous development of knowledge economy and digital technology, the traditional employment relationship that emphasizes long-term stability has changed, and the self-oriented and value-driven protean career attitude has gradually attracted the attention of the academic community. This paper combs the domestic and foreign researches on the protean career attitude from the aspects of concept, dimension and measurement, antecedent variable and outcome variable, and summarizes the main contributions and future research directions.

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Cho, Ji Yeon. „The sequential dual mediating of relationship of grit and protean career attitudes between growth mindset and resilience of office workers“. Korean Association For Learner-Centered Curriculum And Instruction 23, Nr. 17 (15.09.2023): 727–41. http://dx.doi.org/10.22251/jlcci.2023.23.17.727.

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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.

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Tee, Poh Kiong, Tat-Huei Cham, Mei Peng Low und Teck-Chai Lau. „The role of perceived employability in the relationship between protean career attitude and career success“. Australian Journal of Career Development 31, Nr. 1 (April 2022): 66–76. http://dx.doi.org/10.1177/10384162211021940.

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This research sought to investigate how academics with a protean career attitude perceived success in their academic career. The role of perceived employability was examined by distinguishing between external and internal employability perceptions. Data from 288 academics working in Malaysian universities were collected and analysed using structural equation modelling. The findings revealed that a protean career attitude had no significant direct relationship with career success; rather, it had an indirect effect on success via perceived employability. Both external and internal perceived employability fully mediated the relationship between protean career attitude and career success, with perceived external employability having a stronger direct and mediating effect on academic career success. This study suggests that academic staff depend upon external employment opportunities to pursue success in academia. The implications of study findings are discussed, along with limitations and future research directions.

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Baluku, Martin Mabunda, Dorothee Löser, Kathleen Otto und Steffen Erik Schummer. „Career mobility in young professionals“. Journal of Global Mobility 6, Nr. 1 (12.03.2018): 102–22. http://dx.doi.org/10.1108/jgm-10-2017-0041.

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Purpose The purpose of this paper is to examine the role of protean-related traits and attitudes in the development of international mobility (expatriation) and entrepreneurial intentions among early career professionals. Career mobility is of increasing relevance to achieving career success in the era of protean and boundaryless careers, and in the present day highly globalized labor market. International mobility provides opportunities for work in organizations (corporate expatriation) as well as in entrepreneurship (expat entrepreneurship). Design/methodology/approach This paper reports two studies examining the role of “protean career personality,” conceptualized as consisting of personal initiative and flexibility on entrepreneurial and expatriation intention, looking at career orientation attitude as the mediating mechanism. In study 1, the impact of personal initiative and flexibility on the two career mobility paths is explored using a sample of 442 German undergraduate students. Study 2 replicates these relationships among a sample of 100 early career professionals who graduated with a diploma in psychology. Findings Results indicate that for the sample of undergraduate students, flexibility and career orientation were positively related to expatriation intention. However, the mediation path was non-significant. On the other hand, personal initiative and career orientation were essential for entrepreneurial intentions, with a significant mediation path. For the early career professionals in contrast, only flexibility turned out to be resourceful for both expatriation and entrepreneurial intentions. Practical implications Suggestions for supporting early career professionals to develop interest in working abroad or in entrepreneurship are provided. Particularly, the results indicate that protean traits affect mobility intentions differently. To strengthen intentions for expatriation work, attention should be paid enhancing the ability for staying flexible when it comes to career choices. This applies to both undergraduate students and early career professionals. However, a strong career orientation is also essential to the development of expatriation intention among current students. On the other hand, enhancing proactivity could strengthen entrepreneurial intention among undergraduate students. Originality/value This study applies protean-related traits and attitudes; and how they work together in the development of mobility intentions among undergraduate students and early career professionals. The study reveals differential roles of these traits and attitudes among these groups, with regard to expatriation and entrepreneurship. This is important for career guidance.

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Nilawati, Levi, Gugup Kismono, Hani Handoko und Reni Rosari. „The Passion of Work and Proactive Work Behavior: Validation of ‘New’ Protean Career Attitude Through Nomological Network“. Jurnal Dinamika Manajemen 12, Nr. 2 (02.09.2021): 168–86. http://dx.doi.org/10.15294/jdm.v12i2.29494.

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Protean careers are understood and measured using different concepts. Apart from being confusing, it also causes divergences that result in limited operationalization of the protean career. O This study aims to develop a more comprehensive tool for measuring protean careers by examining the nomological network of ‘new’ protean career attitudes. Researchers added a measure of the affective component of love for work, in addition to dimensions driven by self-values and self-directed behavior. The results of the construct validity test through a nomological network involving 160 respondents showed two critical points. First, on the relationship between the dimensions, the dimensions of love for work and self-direction behavior are related to the harmonious passion variable and the proactive work behavior of career initiatives and personal initiatives. Second, the relationship within the dimension shows that the dimensions of love for work, driven by self-values, and self-directed behavior are interrelated. Additional validity tests, such as convergent, discriminant, and predictive validity tests, indicate that the question items are valid. Future research needs to pay more attention to the affective dimensions of love for work and harmonious passion.e.

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Ullah, Irshad. „EXPLORING THE LINKAGES BETWEEN PERSONALITY BIG FIVE MODEL CHARACTERISTICS AND PROTEIN CAREER OPPORTUNITIES“. JUNE 2022 1, Nr. 1 (30.06.2022): 45–57. http://dx.doi.org/10.53664/jssd/01-01-2022-05-45-57.

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The current study tries to investigate relationship between personality big five attributes of faculty members and their protein career opportunities for career. Data was obtained from banking sector employees in KP Pakistan. The findings depict that highest correlation is between extraversion and OPE has significant relation with self-driven protein career attitude. Similarly, the two factor also possess positive strength with value driven approach of protein career attitude. However, boundary less mindset attitude of protein career depicts significant relation with the agreeableness, also organization mobility shows significant relation with neuroticism, OPE and Extraversion. Current study was conducted in the KP environment if it may be applied in various other provinces and other part of Pakistan. We can get clear picture of the under-pinning mechanism. The relationship between personality types and protean career can be under in better manner if we study various attributes related to individual (efficacy, commitment & involvement) organizational (cultural, cynicism, & collective efficiency) as well as environmental factor as mediator.

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Purba, Purnama Yanti, Josep Jeprian Erianto Sihotang, Riski Ikhsan, Renta Srijuna Lumbantobing und Juliani Juliani. „The Influence of Protean Career Attitude, Passion for Work, and Self-Management on Proactive Work Behavior in the Millennial Generation“. International Journal of Social Science and Business 6, Nr. 2 (28.06.2022): 297–303. http://dx.doi.org/10.23887/ijssb.v6i2.46293.

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This research's background is the phenomenon of drastic changes in the work environment due to the pandemic, the high number of millennial generation employees, and many employees in control of their careers. This study aims to analyze the effect of Protean Career Attitude, Passion for Work, and Self-Management on Proactive Work Behavior in the millennial generation. The number of respondents is 92 people. The research approach used is descriptive. The population in this study were all employees at PT Satria Parang Tritis, totaling 120 employees. The sample used in this study was 92 respondents. The sampling technique is purposive sampling. The method of data analysis is multiple linear regression. The results of the partial study, Protean Career Attitude has a positive and significant effect on Proactive Work Behavior) with a t-count value of 2.485 > t-table 1.986 and a sig value of 0.015 <0.05. Passion For work has a positive and significant effect on Proactive Work Behavior with a value of t-count 4.220 > t-table 1.986 and sig value 0.000 <0.05. Self-Management positively and significantly affects Proactive Work Behavior with t-count value 2.323 > t-table 1.986 and sig value 0.022 <0.05 in generation millennials at PT Satria Parang Tritis. Simultaneously, Protean Career Attitude, Passion For Work, and self-management positively and significantly affect Proactive Work Behavior in the millennial generation at PT Satria Parang Tritis.

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Kauffeld, Simone, und Daniel Spurk. „Why Does Psychological Capital Foster Subjective and Objective Career Success? The Mediating Role of Career-Specific Resources“. Journal of Career Assessment 30, Nr. 2 (13.12.2021): 285–308. http://dx.doi.org/10.1177/10690727211040053.

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The present study investigates the relationship of PsyCap with objective and subjective career success. Based on conservation of resources theory (COR Theory) and psychological capital theory (PsyCap Theory), we assume that career-specific resources, in particular protean career attitude, career planning, and internal and external networking, are important mechanisms that mediate the relationship between PsyCap and both outcomes. We tested our assumptions by means of time-lagged path analysis with R and the lavaan package in a sample of 1110 German academic scientists. Our results indicate a positive relationship between PsyCap and career success. However, we found differential effects regarding the assumed mediation for subjective and objective career success. The effect of PsyCap on subjective career success is mediated by protean career attitude and career planning. The effect of PsyCap on objective career success is mediated by external networking. Our results strengthen the research of PsyCap as a predictor of career success. However, the results also imply that the relationship between PsyCap, career-specific resources, and both aspects of career success is more complex than expected.

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O'Shea, Deirdre, Sinead Monaghan und Timothy D. Ritchie. „Early career attitudes and satisfaction during recession“. Journal of Managerial Psychology 29, Nr. 3 (14.03.2014): 226–45. http://dx.doi.org/10.1108/jmp-02-2013-0061.

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Purpose – The purpose of this paper is to examine the role of protean and boundaryless career attitudes in early career employees during a time of economic recession in Ireland, specifically regarding their relationship to work characteristics, job satisfaction and career satisfaction. Design/methodology/approach – Using a quantitative design, data were obtained from a variety of Irish organizations. Employees in the trial career stage (aged between 18 and 29) responded to questions pertaining to their career attitudes, perceived work context and satisfaction. Findings – Skill variety was related to higher job satisfaction for those with a strong organizational mobility preference, and skill specialization was related to lower job satisfaction for those with a weak organizational mobility preference. Autonomy and skill specialization were positively related to career satisfaction for those who held a strong self-directed career attitude. Research limitations/implications – For researchers, this study contributes to our understanding of the boundary conditions of the work design-satisfaction relationship, and provides further insights into how these findings extend to career satisfaction. Practical implications – For managers, they demonstrate the importance of considering career attitudes when considering the relationship between job design and satisfaction during recessionary times. Originality/value – The research extends past findings on careers attitudes during times of recession, and provides insights into psychological and contextual variables that contribute to satisfaction during such economic periods.

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Lee, Shin Ju. „Influence of Protean Career Attitude on Subjective Career Success and Career Commitment in Daycare Teachers“. Korean Association For Learner-Centered Curriculum And Instruction 20, Nr. 17 (01.09.2020): 611–31. http://dx.doi.org/10.22251/jlcci.2020.20.17.611.

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Kim, Hey-yeon, Moon-hwan Oh und Ji-hwan Park. „The effect of protean career attitude and boundaryless career attitude on career success: The mediating effect of self-directed learning“. Korean Review of Corporation Management 14, Nr. 1 (28.02.2023): 181–207. http://dx.doi.org/10.20434/kricm.2023.02.14.1.181.

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Kim, Eunbin. „Relationship among Protean Career Attitude, Proactive Career Behavior and Career Satisfaction: Moderated Mediation Effects of Employability“. Journal of Corporate Education and Talent Research 24, Nr. 4 (31.12.2022): 175–96. http://dx.doi.org/10.46260/kslp.24.4.6.

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Oh, Seok-Young, und Seonhui Koo. „Protean career attitude and organisational commitment in learning organisation climate“. Leadership & Organization Development Journal 42, Nr. 6 (25.05.2021): 837–55. http://dx.doi.org/10.1108/lodj-10-2020-0458.

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PurposeThis study aims to identify the relationship between protean career attitude (PCA) and organisational commitment (OC) in a learning organisation (LO) climate. The study also identified whether negative relationships exist between the structure dimension of LO (SDLO) and PCA, and between PCA and OC, and whether such relationships can be moderated by the people dimension of LO (PDLO).Design/methodology/approachData collected from 305 employees of 26 firms were analysed using the PROCESS macro for SPSS.FindingsThis study found that SDLO had a negative relationship with PCA, whereas PCA was negatively associated with OC. Furthermore, this study found that PDLO moderated these relationships, in that the negative relationships were absent when PDLO activities were stronger, in contrast to when they were weaker.Originality/valueThe study is among the first to identify the negative relationships that exist between SDLO and PCA and between PCA and OC in Korean firms. An important implication for managers or OD professionals is that PDLO plays an important role in not only reducing the negative mediation effects of PCA in the relationships but also making the relationships positive.

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Choi, Soonho. „"Effect of Private Investigator’s Protean Career Attitude on Career Commitment and Occupational Self-efficacy"“. Journal of Humanities and Social sciences 21 12, Nr. 4 (31.08.2021): 1205–16. http://dx.doi.org/10.22143/hss21.12.4.86.

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Ozturk, Uygar, und Elvan Yildirim. „Attitudes Towards New Career Approaches among Working Students: A Comparative Analysis with Non-Student Employees“. Marketing and Management of Innovations 15, Nr. 1 (2024): 41–55. http://dx.doi.org/10.21272/mmi.2024.1-04.

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This research sought to explore the new career approaches of employed students. A comparative analysis was conducted with nonstudent employees to comprehensively grasp the novel career attitudes of working students. The neoliberal era has profoundly reshaped various disciplines, including economics, human resource management, and employment structures. Among these changes, career management has undergone a significant transformation. Conventional organisational careers have been supplanted by new approaches such as boundaryless, protean, subjective career success and kaleidoscope careers. These emerging career paradigms align with the emergence of novel forms of employment. Moreover, in an increasingly liberalised world, the rising costs of education and the growing prevalence of paid education are prompting students to enter the workforce while continuing their studies. The proliferation of companies offering part-time employment, such as private employment agencies, corresponds to an increase in students seeking part-time work. In other words, supply and demand within the part-time labour market intersect more robustly. Furthermore, working students gain valuable experience while employed, shaping the future supply of the labour market. Our research aims to assess the suitability of new career approaches for future workers and contributes to unravelling their complexities. The study also investigates whether employees are students and whether this affects their career approaches. To analyse this research, boundaryless career attitude and professional career attitude scales were utilised as assessment tools. These new career approaches represent innovation in careers. The research dataset comprised responses from 521 working students and 374 nonstudent employees, all of whom were actively employed in Istanbul, the most populous city in Turkey and home to many universities. The data analysis employed a quantitative research methodology using descriptive statistics, factor analysis, correlation analysis, and independent t tests. The findings revealed that working students exhibited significantly greater boundaryless career orientation, organisational mobility, boundaryless mindset, and value-driven career attitudes than did their nonstudent counterparts. The outcomes of this study will make a valuable contribution to the existing body of literature concerning employed students. Furthermore, the findings are anticipated to provide valuable insights into formulating and implementing human resources policies within organisations that engage in student employment practices. By shedding light on the experiences, challenges, and potential areas for improvement in this context, this research aims to inform and enhance the effectiveness of human resource strategies tailored toward working students.

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De Vos, Ans, und Nele Soens. „Protean attitude and career success: The mediating role of self-management“. Journal of Vocational Behavior 73, Nr. 3 (Dezember 2008): 449–56. http://dx.doi.org/10.1016/j.jvb.2008.08.007.

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신수림 und 정진철. „The Causal Relationships among Subjective Career Success, Job Security, Organizational Career Management Support, Protean Career Attitude, and Protean Career Management Behavior of the Workers in Major Industries, Korea“. Journal ofAgricultural Education and Human Resource Development 46, Nr. 2 (Juni 2014): 183–213. http://dx.doi.org/10.23840/agehrd.2014.46.2.183.

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Kim, Eunbin, und Sunghee Huh. „The Moderating Effect of Protean Career Attitude between Career Satisfaction and Turnover Intention of Office Worker“. Korean Association For Learner-Centered Curriculum And Instruction 22, Nr. 1 (15.01.2022): 143–54. http://dx.doi.org/10.22251/jlcci.2022.22.1.143.

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Ha, Jun-Chul, und Jun-Woo Lee. „Promoting Psychological Well-Being at Workplace through Protean Career Attitude: Dual Mediating Effect of Career Satisfaction and Career Commitment“. International Journal of Environmental Research and Public Health 19, Nr. 18 (13.09.2022): 11528. http://dx.doi.org/10.3390/ijerph191811528.

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The management paradigm of SMEs is changing due to the recent Fourth Industrial Revolution and the changing COVID-19 environment. To respond to these changes, companies are focusing on protean career attitude (PCA) and psychological well-being (PWB) of employees to improve corporate performance. Under these circumstances, this study investigated the structural relationship of the dual mediation effects of career commitment and career satisfaction in the relationship between PCA and PWB. To this end, this study targeted 307 employees of Korean small and medium-sized enterprises (SMEs), and the results are as follows. First, PCA was found to have a positive effect on career satisfaction and PCA was found to have a positive effect on career commitment. Second, PCA was found to have a significant effect on PWB. Third, career satisfaction, a parameter of this study, was found to have a positive impact on career commitment; in the relationship between PCA and PWB, the dual mediation effects of career satisfaction and career commitment were found to be significant. Finally, this study provided discussions and theoretical and practical implications based on those results, as well as directions for future research.

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Yoon, Jihye, und Myong Ok Kim. „The Effects of Perceived Career Barrier Factors on Subjective Career Success of Office Professionals - Moderated by Protean Career Attitude -“. JOURNAL OF SECRETARIAL STUDIES 29, Nr. 1 (31.03.2020): 77–100. http://dx.doi.org/10.35605/jss.2020.03.29.1.77.

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Cao, Lan, Andreas Hirschi und Jürgen Deller. „The positive effects of a protean career attitude for self‐initiated expatriates“. Career Development International 18, Nr. 1 (15.02.2013): 56–77. http://dx.doi.org/10.1108/13620431311305953.

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Hwang, Bo-Seon, Kyoung-Hoi Jung und Kwang-Kil Yu. „Structural Model Analysis on the Career Planning, Protean Career Attitude and Subjective Career Success in Administrative staffs of Taekwondo Institution“. Korean Journal of Sports Science 29, Nr. 2 (30.04.2020): 611–24. http://dx.doi.org/10.35159/kjss.2020.04.29.2.611.

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Gwak, Woohyun, und Sanghee Park. „A Study on the Effects of Protean Career Attitude of Tourism Students on Career Exploration Behavior and Career Choice Commitment“. International Journal of Tourism Management and Sciences 37, Nr. 6 (30.09.2022): 1–24. http://dx.doi.org/10.21719/ijtms.37.6.1.

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Kim, jiyoung, und Woochel Kim. „An Impact of Protean Career Attitude on Career Satisfaction and Task Performance: Mediating Role of Employee Engagement“. Journal of Corporate Education and Talent Research 22, Nr. 3 (30.09.2020): 147–77. http://dx.doi.org/10.46260/kslp.22.3.6.

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Yeon, An Na, und Eun Kyung Kim. „재직 여성의 프로티언 경력태도와 주관적 경력성공의 관계에서 경력계획의 매개효과“. Korean Association for Adult and Continuing Education 14, Nr. 3 (30.09.2023): 63–86. http://dx.doi.org/10.20512/kjace.2023.9.30.63.

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Woishi, Wasmi, und Razia Sultana. „INTERPLAY BETWEEN PROTEAN CAREER ATTITUDE (PCA), OBJECTIVE CAREER SUCCESS (OCS) AND SUBJECTIVE CAREER SUCCESS (SCS) A STUDY OF ACADEMIA IN KSA“. International Journal of Engineering Applied Sciences and Technology 04, Nr. 04 (31.08.2019): 345–49. http://dx.doi.org/10.33564/ijeast.2019.v04i04.055.

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Kim, Ji-Eun, und Mi-Kyung Kim. „The impact of hospitality majored students’ protean career attitude on perceived employability : mediation effect of proactive career behaviors“. Journal of Hospitality and Tourism Studies 24, Nr. 6 (31.12.2022): 5–20. http://dx.doi.org/10.31667/jhts.2022.12.95.5.

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Hyeyoung Park und 박용호. „The structural relationship among protean career attitude, subjective career success, and organizational commitment with the mediating effect of TMX“. Korean Journal of Human Resource Development Quarterly 17, Nr. 4 (November 2015): 19–45. http://dx.doi.org/10.18211/kjhrdq.2015.17.4.002.

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Majidi, Abed, Mohammad Reza Abedi, Fatemeh Samiee und Parisa Nilforooshan. „Effectiveness of Schein’s Theory Based Counseling and Constructivism-based Training Approach on Protean Career Orientation“. Practice in Clinical Psychology 10, Nr. 2 (01.04.2022): 177–84. http://dx.doi.org/10.32598/jpcp.10.2.821.1.

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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.

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Yu, Soo Ran, Eul Kyoo Bae und Min Young Lee. „The Mediating Effects of Self-Leadership on Relationship between Protean Career Attitude and Subjective Career Success in Lifelong Learning Educators“. Korean Society for the Study of Vocational Education 37, Nr. 6 (31.12.2018): 85–104. http://dx.doi.org/10.37210/jver.2018.37.6.85.

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Kim, Heeyoung, und Donggun An. „Effects of Early Childhood Teachers’ Protean Career Attitude on Subjective Career Success Mediated by Informal Learning Experience and Teaching Creativity“. Korean Society for Creativity Education 21, Nr. 2 (30.06.2021): 63–84. http://dx.doi.org/10.36358/jce.2021.21.2.63.

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Chun, Sun-Mi, und Hyung-Ryong Lee. „The Effects of Hotel Empoyees’ Protean Career Attitude on Job Satisfaction and Career Commitment: Moderating Effects of Major-Job Congruence“. Journal of Tourism and Leisure Research 32, Nr. 10 (31.10.2020): 239–58. http://dx.doi.org/10.31336/jtlr.2020.10.32.10.239.

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Gwak, Woo-Hyun. „A Study on the Effects of Protean Career Attitude of Tourism Students on Job-seeking Stress and Career Choice Commitment“. Northeast Asia Tourism Research 20, Nr. 01 (29.02.2024): 70–87. http://dx.doi.org/10.35173/natr.20.1.04.

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Nimmi, P. M., K. A. Zakkariya und Reyza Nezrin. „Insight to Impact: The Effect of Protean Career Attitude on Employability Perceptions of IT Professionals“. Colombo Business Journal 11, Nr. 1 (30.06.2020): 1. http://dx.doi.org/10.4038/cbj.v11i1.55.

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Gulyani, Gaatha, und Jyotsna Bhatnagar. „Mediator analysis of passion for work in Indian millennials“. Career Development International 22, Nr. 1 (13.02.2017): 50–69. http://dx.doi.org/10.1108/cdi-04-2016-0057.

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Purpose The purpose of this paper is to examine the relationship between protean career attitude (PCA) and proactive work behaviors (PWB) and with the theoretical underpinning of self-determination theory to ascertain if passion for work acts as a mediator for PCA and PWB. Design/methodology/approach A survey of 255 millennial employees working in diverse industries in India (such as information technology, banking and education) was conducted. Regression analysis was used to measure the direct effects of the hypothesized relationships. Sobel test and bootstrapping analysis were used to measure the indirect effects of the hypothesized relationship. Findings PCA assists in fostering passion for work. Passion for work is positively related with PWB and fully mediates the relationship between PCA and PWB. Practical implications Employers should provide flexibility in work design and autonomy in career decisions. Also, Human resource managers should provide career growth opportunities to retain millennial talent. Originality/value This study bridges the knowledge gap between different domains of knowledge including PCA, passion for work and PWB. This study is one of the rare attempts to understand the relationship between PCA and PWB through the lens of passion for work. It also bridges the gap relating to its context. With an increasing number of millennials in workforce in India, an understanding of their career attitudes and outcome behaviors has become a significant concern. The results of the present study underpin career motivation theory, self-determination theory and generational cohort theory.

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