Academic literature on the topic 'Protean career attitude'

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.

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.

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.

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 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.

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.

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.

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.

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

Protean career 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.

The bias against attractiveness is fairly implicit and furthermore, powerfully impacts people's subsequent impressions of and behaviors toward others (Cash, Gillen, & Burns, 1977; Dion et al., 1972). Pallet, Link and Lee (2010) examined the effect of various facial spatial configurations on attractiveness and found that raters rated faces as most attractive when the eye-to-mouth ratio approximated 36% of the face length (the "golden ratio"), which coincides with the measurements of an average and thus more attractive face. The present study examined the extent to which the distance of these objectively measured facial features affected mentors' perceptions of their proteges, the subsequent mentoring given to them, and the proteges' own behavior (e.g. seek feedback, request specific information).The gender composition of the mentor-proteges dyad was expected to moderate these relationships. I also examined whether, given the expected effects of facial measurements, withholding access to visual cues would affect mentor perceptions and behavior. Participants were 118 mentor/proteges dyads from a large Southeastern university who volunteered to participate in a formal online peer mentoring program. After seeing their proteges' profiles (and for those in the experimental condition, a picture), mentors chatted with their proteges once a week for 30 minutes for a total of 4 weeks. Results indicated that proteges with facial features moderately distant from the golden ratio were perceived as more similar by mentors in same-gender dyads and received greater mentoring than did proteges closest and farthest from the golden ratio. In opposite-gender dyads, however, mentors reported greater similarity toward those that were farthest from the golden ratio but provided the greatest mentoring to those closest to the golden ratio. The relationship between facial measurements and protege proactivity was moderated by whether or not their mentor had access to their picture. While proteges closest to the ratio were more proactive in the picture condition, those that were farthest from it were more proactive in the non-picture condition. Proactivity was as expected associated with greater levels of mentoring, which was ultimately related to a more fulfilled and beneficial relationship for proteges (i.e. less stress, greater self-efficacy and satisfaction). The results of this study indicate that facial measurements are associated with both differences in mentor and in protege behavior and that the specific nature of these relationships differs as a function of gender composition. Implications for practice and theory will be discussed.
Ph.D.
Doctorate
Psychology
Sciences
Psychology; Industrial and Organizational

D.Litt. et Phil.
The rampant and unpredictable changes in the world of work have recently become a particular point of concern. Organisations worldwide require career agents who are more adaptable to respond appropriately to these challenges. The study aimed to firstly assemble a viable empirical career adjustment model to address these challenges. Secondly, the study differentiated and profiled four career agent groups which utilise this model in different and dynamic ways. These career agent profiles provided an exploratory and contextual platform for the third aim, to uncover a narrative of the adaptable career in the South African context. A convenience sample (n = 427) mostly representing engineers (38%), financial professions (22%) and technicians (15%) responded to three instruments which operationalised the dimensions of the proposed career adjustment model. The dimensions included in the model were the (i) Protean and Boundaryless career attitude, (ii) Emotional Intelligence and (iii) Work-Stressor experience. These dimensions were operationalised by (i) the Protean (Self-Directed Career Management and Values Driven scale) and Boundaryless (Organisationally Mobile and Boundaryless Mindset scale) career attitude scales, (ii) the BarOn EQ-i composite scales (Intrapersonal EQ, Interpersonal EQ, Adaptability, Stress Management and General Mood) and (iii) selected scales from the Sources of Work Stress Inventory (Lack of Autonomy and Workload). These instruments were tested for reliability and validity which provided acceptable results in terms of Cronbach alphas and EFA. The Protean and Boundaryless career attitude (PBca) instrument showed less reliable results with the Values Driven scale (α = .65). The SDCM scale produced more reliable results (α = .74). The BM and OM scales rendered the most reliable results (α = .86 and α = .87 respectively). The other instruments reflect excellent alpha iii coefficients ranging from α = .80 to α = .92 for the SWSI and from α = .81 to α = .96 for the BarOn EQ-i composite scales. The EFA of the PBca was primarily guided by the theoretical structure to extract four factors. A similar process followed for the SWSI rendered excellent factor loadings for General Work Stress (GWS), LA and WL. In the empirical construction of the career adjustment model both the use of correlations and hierarchical multiple regression rendered statistically significant results for the intercorrelations between the proposed dimensions of the model. The correlation results (within and between the dimensions) were as expected except for Organisational Mobility and Self-Directed Career Management which did not correlate significantly. Together the three dimensions predicted approximately 32% to 33% of the explained variance in GWS (i.e. the dependent variable chosen to represent a subjective experience of career adjustment). Overall, the findings supported the proposition that the model could be utilised as a viable career adjustment model. The non-hierarchical clustering analysis provided four significantly different clusters based on the PBca scales which were labelled the Protean (P), the Non- Protean (NP), the Organisationally Mobile Protean (OMp) and the Boundaryless Minded Protean (BMp). The Protean clusters all shared the Self-Directed Career Management and Values-Driven scale. These clusters were distinctly different after considering their attributes which originated from the BarOn EQ-i composites and SWSI scales. The most significant factors (attributes) revealed after conducting Descriptive Discriminant Analysis (DDA) where AD, RA, SM, GM and LA. The DDA procedure rendered Lack of Autonomy (SWSI) and Adaptability (EQ-i) as the most significant discriminators. This lead to the profiling of career agent types, namely the Protean Career Architect, the Conglomerate Citizen (study specific), the Solid Citizen and the Traditionalist. With these career agent profiles as basis an attempt was made to explore how their careers can unfold in the South African context.

碩士
國立彰化師範大學
人力資源管理研究所
99
To be competitive, firms have to be smaller, smarter, and swifter in their response to changing market conditions. And it’s obvious that the workplace has been similarly transformed for everyone. Employees must change attitude toward their career development and their own role within this situation. The purpose of this study are followed the view of person-job fit to explored the antecedents and consequences of protean career attitude. Specifically, we tested the relationship between employees’ career competencies and protean career attitude. We divided career competencies into three parts: career self-efficiency career/job-related skills, career networks. On the other hand, we also tested the relationship between employees’ protean career attitude and their career satisfied, perceived employability, and objective career success. The data were collected from 48 technology manufacturing company in Taiwan, and there are 222 valid samples of full-time engineers. We used confirmation factor analysis, correlation analysis to test the qualities of our measurements. Then we used the structure equation modeling to test the hypotheses. The results showed that employees’ career self-efficiency, career/job-related skills, and career networks were positively related to protean career attitude. In addition, employees’ protean career attitude was more positively associated with career satisfied than with objective career success. And employees’ protean career attitude was also more positively associated with perceived employability than with objective career success.

碩士
大葉大學
管理學院碩士在職專班
103
This study investigates how the protean career attitude can affect the work well-being, and examiness the moderations of workload and family support on the relationship between protean career attitude and work well-being.Data was collected from 299 attorneys at law from 18 cities and counties in Taiwan. The results suggest that protean career attitude has a positive effect on work well-being. The results further suggest that the relationship between protean career attitude and work well-being is moderated by workload. The more workload suggests the stronger the relationship between protean career attitude and work well-being. Key words:protean career attitude, work well-being, workload, family support

碩士
國立高雄應用科技大學
人力資源發展系碩士班
104
With the rapid change of economic environment and the change of employees' personal thoughts, the individual has more active exploration on personal career development. Unlike traditional employees seeking long term and steady career, employees who pursue protean career have more adaptability, and they are able to pursue their personal career development spontaneously. In addition, their career goals may change through different life stages. Besides making progress in professional development, the employee even balance their nonworking life. The employee with protean career attitude needs to adapt the continuous external changes, which makes their career adaptability better. Thus, the purpose of this study aims to investigate the relationship of protean career attitude and career adaptability, reaching a better understanding of the mediating effect of whole-life perspective. The objects of this study involved employees in Taiwan, and researcher collected relating data via distributing questionnaire. Five hundreds and thirty-three questionnaires as total and three hundreds and fifty-four valid questionnaires return (66.4%). Significant results were as followed: 1.　Protean career attitude has a positive effect on career adaptability. 2.　Protean career attitude has a positive effect on whole-life perspective. 3. Whole-life perspective has a positive effect on career adaptability. 4. Whole-life perspective has a mediating effect in the relationship of protean career attitude and career adaptability

碩士
國立高雄應用科技大學
人力資源發展系碩士班
101
Due to the change of economic environment and social condition, the psychological contract between employers and employees change. The organization doesn't provide long-term and stable contracts, and employees value self-growth and psychological success. Employees with protean career attitude have abilities of driving self learning and growth, hence, they may use positive coping strategies to adapt external environment, and achieve life and work satisfaction. Therefore, the purpose of the study is to explore the relationship of protean career attitude and employee well-being (job satisfaction and job-related anxiety-contentment). Furthermore, the study examines the mediating effects of proactive coping on the relationship of protean career attitude and employee well-being. The sample of the study were employees in Taiwan, and data were collected through questionnaires. A total of 435 questionnaires were distributed, 372 valid questionnaires return. The valid return rate is 85%. Through regression analysis, the results are as following: 1. Protean career attitude has a positive effect on job satisfaction. 2. Protean career attitude has a positive effect on proactive coping. 3. Proactive coping has a positive effect on job satisfaction. 4. Proactive coping has a positive effect on job-related anxiety-contentment. 5. Proactive coping has a mediation effect in the relationship of protean career attitude and job satisfaction.

碩士
國立臺灣師範大學
國際人力資源發展研究所
105
Global market change and become more competitive. Recent studies showed that modern careers expected to use adaptive, proactive and self-managed approaches to deal with uncertain environment (Waters, Briscoe, Hall, & Wang, 2014). Therefore, protean career attitude is important for employees to survive this challenging work environment. People with protean career attitude do not bond their careers to an organization (Waters et al., 2014). They experience superior responsibility for their career selection and opportunities, and value their own freedom, growth and development as a success (Chin & Rasdi, 2014). The purpose of this study was to investigate the relationships among the types of protean career attitude, and task and contextual performance. A further subsidiary aim was to investigate the “Protean” type of protean career attitude and its task and contextual performance comparing with the other three types of protean career attitude Dependent, Rigid and Reactive. Using a quantitative approach, online and paper-based questionnaires were conducted and collected in this study. The sample was 302 employees from Mongolia. IBM SPSS 23, and SPSS AMOS 23 were used for data analysis. The result of this study show that the “Dependent” and “Protean” types of protean career attitude have significant, positive correlation with task and contextual performance. The results also showed that “Protean” type has significantly higher task performance and significantly higher contextual performance than Dependent and Rigid types, but not significantly higher than Reactive type

碩士
國立高雄應用科技大學
人力資源發展系
99
The study aims at investigating the relationship between protean career attitude and job decision effectiveness, and the mediating effect of proactive career behavior as well as vocational self-concept crystallization. The study sample were employees in Taiwan. A total of 600 questionnaires were distributed, 457 valid surveys were returned, the returning rate is 76.17%. By using descriptive statistics, Pearson, hierarchical regression, and path analysis, the findings of this study are summarized as following: 1.Employees in Taiwan have active protean career attitude and proactive career behavior to career management, the degree of vocational self-concept crystallization is above the average, and their job decision effectiveness are good. 2.Taiwan employees’ protean career attitude, job decision effectiveness, proactive career behavior as well as vocational self-concept crystallization are positive related to each other, especially the relation between vocational self-concept crystallization and job decision effectiveness is stronger. 3.Protean career attitude, proactive career behavior and vocational self-concept crystallization can predict job decision effectiveness, especially the vocational self-concept crystallization. 4.Proactive career behavior and vocational self-concept crystallization have partially mediating effect in the relationship between protean career attitude and job decision effectiveness, especially the vocational self-concept crystallization. 5.The path analysis model of the relationships among protean career attitude, proactive career behavior and job decision effectiveness, as well as protean career attitude, vocational self-concept crystallization and job decision effectiveness have good fit. Promoting by proactive career behavior and vocational self-concept crystallization, employees could forward job decision effectiveness through protean career attitude. According to the findings above, the researcher provides suggestions such as creating diversity opportunities of job/ career development, holding regular consultation, clarifying personal value, taking proactive networking behavior actively, a ratio of equality sampling, and investigating other factors that influence job decision effectiveness, for organizations, employees and future research.

Organizations are currently facing a new work paradigm through global competition, restructuring, fast technological changes and restricted resources in which the constant change and adaptation has become a very important point (Hall, 1996; Dominguez & Hager, 2013). Therefore, not only the conceptualization of careers was transformed but also the mentoring literature has matured (Sullivan, 1999; Higgins & Kram, 2001). The new organizational environment is steadily gaining more and more importance, being the protean and the boundaryless considered as two popular career attitudes (Briscoe, Hall, & DeMuth, 2006). This cross-sectional study approaches how career attitudes impact developmental relationships and mentoring functions - career support, psychosocial support and role modeling. The data for this study was obtained through an online survey with a sample of 207 working professionals from different organizations and sectors. Overall, results did not verify the hypothesis proposed. However, a significant result revealed that individuals who have a boundaryless career attitude perceive to receive less career support. Thus, we discuss the implications of the findings for both theory and practice.
Atualmente, as organizações encontram-se a lidar com um novo paradigma em contexto de trabalho através da concorrência global, restruturação, rápidas e constantes mudanças tecnológicas, e recursos limitados, pelo que a necessidade de constante mudança e adaptação se tem tornado um fator cada vez mais importante para as organizações (Hall, 1996; Dominguez & Hager, 2013). Desta forma, não só a conceptualização das carreiras se tem transformado, como também a literatura sobre o mentoring se tem consolidado (Sullivan, 1999; Higgins & Kram, 2001). O novo clima organizacional tem ganho constante importância pelo que as carreiras proteana e sem fronteiras têm vindo a ser consideradas como as atitudes de carreira mais estudadas (Briscoe, Hall, & DeMuth, 2006). Este estudo transversal aborda a forma como as atitudes de carreira podem ter impacto nas relações de desenvolvimento e nas funções do mentoring – suporte de carreira, suporte psicossocial e modelação de função. Os dados para o estudo foram obtidos através de um questionário online com uma amostra de 207 profissionais de diferentes organizações e sectores de atividade. Em geral, os resultados não verificaram as hipóteses propostas, no entanto, um resultado significativo revelou que indivíduos que têm uma atitude de carreira sem fronteiras consideram receber menos suporte de carreira. São discutidas as implicações dos resultados do estudo para a teoria e para a prática.

Dissertação de Mestrado Integrado em Psicologia apresentada à Faculdade de Psicologia e de Ciências da Educação
O contexto atual do mercado de trabalho, é pautado por mudanças constantes, por trabalhos cada vez mais transitórios e pelo surgimento de novas formas de emprego, num mundo cada vez mais competitivo e global. Os avanços tecnológicos estão a moldar a sociedade, a quebrar barreiras geográficas e a potenciar a partilha de conhecimento. Muitas foram as pessoas que começaram a tomar as rédeas das suas carreiras, dando origem a conceitos de carreira e modelos teóricos que equacionam a mobilidade, o sucesso psicológico e os valores pessoais. O papel do psicólogo no aconselhamento de carreira passa também por estar a par das últimas tendências do mercado de trabalho e de conhecer os seus meandros para que possa desempenhar as suas funções da melhor forma possível.Através do recurso às Protean Career Atittudes Scale e Boundaryless Career Attitudes Scale, de Briscoe, Hall, e DeMuth (2006), da Life Orientation Test-Revised de Scheier, Carver, e Bridges (1994), da Satisfaction With Life Scale de Pavot, Diener, Colvin, e Sandvik (1991) e da Career Satisfaction Scale de Greenhaus, Parasuraman, e Wormley (1990), analisamos a relação entre a otimismo, a satisfação com a vida, a satisfação com a carreira e as atitudes de carreira proteanas e sem fronteiras.Foram obtidos dados de 279 funcionários do sistema público de saúde da Região Autónoma da Madeira, todos de nacionalidade portuguesa, com idades compreendidas entre os 22 e os 69 anos, dos quais 220 (78,9%) são do sexo feminino e 59 (21,1%) do sexo masculino, sendo a média de idades dos sujeitos de 42,89 anos (DP=10,841).Os resultados deste estudo indicam que a população em estudo, demonstrou atitudes de carreira proteana e sem fronteiras com valores médios altos. Existe também, um nível médio a alto de otimismo, um nível médio alto de satisfação com a vida, e com a satisfação com a carreira. Sugerindo que estes profissionais, encontram-se, em média, satisfeitos com as suas vidas, satisfeitos com as suas carreiras e que se encontram otimistas.
The current context of the job market is marked by constant changes, increasingly transient jobs and new forms of employment in an increasingly competitive and global world. Technological advances are shaping society, breaking geographical barriers and enhancing knowledge sharing. Many people began to rule their own careers, giving rise to career concepts and theoretical models that equate mobility, psychological success, and personal values. The psychologist's role in career counselling is also about being on the latest trends in the job market and knowing its intricacies.Through the Protean Career Attitudes Scale and Boundaryless Career Attitudes Scale by Briscoe, Hall and DeMuth (2006), Scheier, Carver and Bridges (1994), Life Orientation Test — Revised, Satisfaction With Life Scale by Pavot, Diener, Colvin and Sandvik (1991), and the career satisfaction scale of Greenhaus, Parasuraman, and Wormley (1990), analyse a relationship between optimism, life satisfaction, career satisfaction, and Protean and boundaryless career attitudes. Data has been collected from 279 employees of the public health system of the Autonomous Region of Madeira, Portugal, all with Portuguese nationality, aged between 22 and 69 years, of which 220 (78.9%) are female and 59 (21, 1%) are male, with a mean age of 42.89 years (SD = 10,841). The results of this study show that this population, shows Protean and Boundaryless career attitudes with high average values. There is also a medium to high level of optimism, a medium to high level of life satisfaction and career satisfaction. Suggesting that these professionals are, on average, satisfied with their lives, satisfied with their careers and optimistic.

Palliative care is an approach that aims to alleviate suffering and improve the quality of life of patients facing a life-threatening illness, as well as their families and/or caregivers. The nutritionist is an important member of the multidisciplinary team who must act observing the pillars of palliative care, using strategies that seek to relieve symptoms related to food, as well as seeking to nourish the patient in line with their physical, psychological, religious and social aspects. Nutritional counseling is the first nutritional intervention strategy used by nutritionists. Regarding symptom management, this intervention had positive effects on a greater number of symptoms, namely: digestive symptoms, fatigue, dyspnea, inappetence, caloric-protein intake, anorexia, nausea/vomiting, xerostomia, and dysgeusia. Regarding quality of life, early and intensive nutritional counseling, in addition to the use of oral nutritional supplementation, offered positive results in cancer patients receiving radiotherapy, as well as in cancer patients in physical, emotional and social functioning scores. Several studies have also shown that nutritional counseling and the use of oral nutritional supplements, when indicated, lead to improvements in the nutritional status of patients in palliative care. Nutritional counseling is a fundamental step to facilitate nutritional therapy, including strategies that converge expertise and theoretical knowledge and considering each person's feelings, experiences, beliefs, and attitudes. Therefore, it is necessary to establish a bond between the nutritionist and the patient, which will allow them to guide them to necessary changes and improve adherence to nutritional therapy.

In any discussion of public health, it is necessary to be able to define what is meant by the term ‘health’. The promotion and maintenance of health should be a goal of health services and thus a clear definition is essential. At a personal level we can distinguish the difference between feeling well and feeling ill, but converting this to an index that measures health and illness in a population is far more complex (Hart 1985). Health, disease, and disability mean different things to different people at different times, and providers of health care may hold very different views compared to the users of health care. Definitions of what constitutes health and illness ‘will vary within cultures, subcultures and communities and even within households’. The different ways in which people think about health influences what they do to protect their health, when they decide to use health services, and how they use health services. How health is defined also affects health care professionals’ attitudes to patients and how health care is organized. Different disciplines such as psychology, sociology, and epidemiology, for example, also construct health in different ways and they use different approaches and methods to study and understand health (Naidoo and Wills 2008). This chapter will briefly review the commonly used definitions of health, disease, illness, ill health, and disability. It will consider some of the implications these differences have for the measurement of health, the assessment of need, and how health care is delivered and used. Health can be defined objectively as normal functioning of the body systems and processes. It can be measured objectively, e.g. at an individual level the measurement of blood pressure against a ‘normal’ level, or in populations as the prevalence of people with or without a condition, for example the proportion of 5-year-olds who are caries free. Health may also be defined subjectively by age, gender, or social class. For example, young people may talk about health in terms of being physically fit and being able to participate in sport; older people may talk about health in terms of ability to undertake normal daily activities and tasks.

Aim/Purpose: This paper provides the results of the preliminary analysis of the findings of an ongoing study that seeks to examine the social media use, cultural and political awareness, civic engagement, issue prioritization, and social activism of Gen Z students enrolled at four different institutional types located in the Mid-Atlantic region of the United States. The aim of this study is to look at the group as a whole as well as compare findings across populations. The institutional types under consideration include a mid-sized majority serving or otherwise referred to as a traditionally white institution (TWI) located in a small coastal city on the Atlantic Ocean, a small Historically Black University (HBCU) located in a rural area, a large community college located in a county that is a mixture of rural and suburban and which sits on the border of Maryland and Pennsylvania, and graduating high school students enrolled in career and technical education (CTE) programs in a large urban area. This exploration is purposed to examine the behaviors and expectations of Gen Z students within a representative American region during a time of tremendous turmoil and civil unrest in the United States. Background: Over 74 million strong, Gen Z makes up almost one-quarter of the U.S. population. They already outnumber any current living generation and are the first true digital natives. Born after 1996 and through 2012, they are known for their short attention spans and heightened ability to multi-task. Raised in the age of the smart phone, they have been tethered to digital devices from a young age with most having the preponderance of their childhood milestones commemorated online. Often called Zoomers, they are more racially and ethnically diverse than any previous generation and are on track to be the most well-educated generation in history. Gen Zers in the United States have been found in the research to be progressive and pro-government and viewing increasing racial and ethnic diversity as positive change. Finally, they are less likely to hold xenophobic beliefs such as the notion of American exceptionalism and superiority that have been popular with by prior generations. The United States has been in a period of social and civil unrest in recent years with concerns over systematic racism, rampant inequalities, political polarization, xenophobia, police violence, sexual assault and harassment, and the growing epidemic of gun violence. Anxieties stirred by the COVID-19 pandemic further compounded these issues resulting in a powder keg explosion occurring throughout the summer of 2020 and leading well into 2021. As a result, the United States has deteriorated significantly in the Civil Unrest Index falling from 91st to 34th. The vitriol, polarization, protests, murders, and shootings have all occurred during Gen Z’s formative years, and the limited research available indicates that it has shaped their values and political views. Methodology: The Mid-Atlantic region is a portion of the United States that exists as the overlap between the northeastern and southeastern portions of the country. It includes the nation’s capital, as well as large urban centers, small cities, suburbs, and rural enclaves. It is one of the most socially, economically, racially, and culturally diverse parts of the United States and is often referred to as the “typically American region.” An electronic survey was administered to students from 2019 through 2021 attending a high school dual enrollment program, a minority serving institution, a majority serving institution, and a community college all located within the larger mid-Atlantic region. The survey included a combination of multiple response, Likert scaled, dichotomous, open ended, and ordinal questions. It was developed in the Survey Monkey system and reviewed by several content and methodological experts in order to examine bias, vagueness, or potential semantic problems. Finally, the survey was pilot tested prior to implementation in order to explore the efficacy of the research methodology. It was then modified accordingly prior to widespread distribution to potential participants. The surveys were administered to students enrolled in classes taught by the authors all of whom are educators. Participation was voluntary, optional, and anonymous. Over 800 individuals completed the survey with just over 700 usable results, after partial completes and the responses of individuals outside of the 18-24 age range were removed. Findings: Participants in this study overwhelmingly were users of social media. In descending order, YouTube, Instagram, Snapchat, Twitter, Facebook, Pinterest, WhatsApp, LinkedIn and Tik Tok were the most popular social media services reported as being used. When volume of use was considered, Instagram, Snapchat, YouTube and Twitter were the most cited with most participants reporting using Instagram and Snapchat multiple times a day. When asked to select which social media service they would use if forced to choose just one, the number one choice was YouTube followed by Instagram and Snapchat. Additionally, more than half of participants responded that they have uploaded a video to a video sharing site such as YouTube or Tik Tok. When asked about their familiarity with different technologies, participants overwhelmingly responded that they are “very familiar” with smart phones, searching the Web, social media, and email. About half the respondents said that they were “very familiar” with common computer applications such as the Microsoft Office Suite or Google Suite with another third saying that they were “somewhat familiar.” When asked about Learning Management Systems (LMS) like Blackboard, Course Compass, Canvas, Edmodo, Moodle, Course Sites, Google Classroom, Mindtap, Schoology, Absorb, D2L, itslearning, Otus, PowerSchool, or WizIQ, only 43% said they were “very familiar” with 31% responding that they were “somewhat familiar.” Finally, about half the students were either “very” or “somewhat” familiar with operating systems such as Windows. A few preferences with respect to technology in the teaching and learning process were explored in the survey. Most students (85%) responded that they want course announcements and reminders sent to their phones, 76% expect their courses to incorporate the use of technology, 71% want their courses to have course websites, and 71% said that they would rather watch a video than read a book chapter. When asked to consider the future, over 81% or respondents reported that technology will play a major role in their future career. Most participants considered themselves “informed” or “well informed” about current events although few considered themselves “very informed” or “well informed” about politics. When asked how they get their news, the most common forum reported for getting news and information about current events and politics was social media with 81% of respondents reporting. Gen Z is known to be an engaged generation and the participants in this study were not an exception. As such, it came as no surprise to discover that, in the past year more than 78% of respondents had educated friends or family about an important social or political issue, about half (48%) had donated to a cause of importance to them, more than a quarter (26%) had participated in a march or rally, and a quarter (26%) had actively boycotted a product or company. Further, about 37% consider themselves to be a social activist with another 41% responding that aren’t sure if they would consider themselves an activist and only 22% saying that they would not consider themselves an activist. When asked what issues were important to them, the most frequently cited were Black Lives Matter (75%), human trafficking (68%), sexual assault/harassment/Me Too (66.49%), gun violence (65.82%), women’s rights (65.15%), climate change (55.4%), immigration reform/deferred action for childhood arrivals (DACA) (48.8%), and LGBTQ+ rights (47.39%). When the schools were compared, there were only minor differences in social media use with the high school students indicating slightly more use of Tik Tok than the other participants. All groups were virtually equal when it came to how informed they perceived themselves about current events and politics. Consensus among groups existed with respect to how they get their news, and the community college and high school students were slightly more likely to have participated in a march, protest, or rally in the last 12 months than the university students. The community college and high school students were also slightly more likely to consider themselves social activists than the participants from either of the universities. When the importance of the issues was considered, significant differences based on institutional type were noted. Black Lives Matter (BLM) was identified as important by the largest portion of students attending the HBCU followed by the community college students and high school students. Less than half of the students attending the TWI considered BLM an important issue. Human trafficking was cited as important by a higher percentage of students attending the HBCU and urban high school than at the suburban and rural community college or the TWI. Sexual assault was considered important by the majority of students at all the schools with the percentage a bit smaller from the majority serving institution. About two thirds of the students at the high school, community college, and HBCU considered gun violence important versus about half the students at the majority serving institution. Women’s rights were reported as being important by more of the high school and HBCU participants than the community college or TWI. Climate change was considered important by about half the students at all schools with a slightly smaller portion reporting out the HBCU. Immigration reform/DACA was reported as important by half the high school, community college, and HBCU participants with only a third of the students from the majority serving institution citing it as an important issue. With respect to LGBTQ rights approximately half of the high school and community college participants cited it as important, 44.53% of the HBCU students, and only about a quarter of the students attending the majority serving institution. Contribution and Conclusion: This paper provides a timely investigation into the mindset of generation Z students living in the United States during a period of heightened civic unrest. This insight is useful to educators who should be informed about the generation of students that is currently populating higher education. The findings of this study are consistent with public opinion polls by Pew Research Center. According to the findings, the Gen Z students participating in this study are heavy users of multiple social media, expect technology to be integrated into teaching and learning, anticipate a future career where technology will play an important role, informed about current and political events, use social media as their main source for getting news and information, and fairly engaged in social activism. When institutional type was compared the students from the university with the more affluent and less diverse population were less likely to find social justice issues important than the other groups. Recommendations for Practitioners: During disruptive and contentious times, it is negligent to think that the abounding issues plaguing society are not important to our students. Gauging the issues of importance and levels of civic engagement provides us crucial information towards understanding the attitudes of students. Further, knowing how our students gain information, their social media usage, as well as how informed they are about current events and political issues can be used to more effectively communicate and educate. Recommendations for Researchers: As social media continues to proliferate daily life and become a vital means of news and information gathering, additional studies such as the one presented here are needed. Additionally, in other countries facing similarly turbulent times, measuring student interest, awareness, and engagement is highly informative. Impact on Society: During a highly contentious period replete with a large volume of civil unrest and compounded by a global pandemic, understanding the behaviors and attitudes of students can help us as higher education faculty be more attuned when it comes to the design and delivery of curriculum. Future Research This presentation presents preliminary findings. Data is still being collected and much more extensive statistical analyses will be performed.

Thirty-six percent of Zambia’s 9 million inhabitants are between 10 and 19 years of age, and most adolescents are sexually active by their mid-teens. Pregnant teenagers have an elevated risk of maternal mortality and complications related to birth. In 1990, at Lusaka’s University Teaching Hospital, self-induced abortion accounted for up to 30 percent of maternal mortality, and one-quarter of these deaths occurred in women under 18 years. Sexually transmitted infections (STIs) are a major health problem for adolescents, yet only a small proportion protect themselves from pregnancy and STIs. There are many barriers to improving the situation, including opposition by parents and teachers to the use of modern contraceptive methods. CARE Zambia is conducting a study to test community-based strategies that increase knowledge of, demand for, and use of barrier methods to reduce unprotected intercourse among out-of-school adolescents in peri-urban Lusaka. As noted in this report, adolescent behavior change will be measured as the prevalence of barrier method use, number of sexual partners, FP attitudes, and measures of self-esteem and responsibility among participants.