Protean career orientation: Behavioral antecedents and employability outcomes

2020 ◽  
Vol 116 ◽  
pp. 103343 ◽  
Author(s):  
Laura Cortellazzo ◽  
Sara Bonesso ◽  
Fabrizio Gerli ◽  
J.M. Batista-Foguet
Keyword(s):  
Career Orientation ◽  
Protean Career ◽  
Behavioral Antecedents

scholarly journals Directing our own careers, but getting help from empowering leaders

2017 ◽  
Vol 22 (3) ◽  
pp. 300-317 ◽  
Author(s):  
Minseo Kim ◽  
Terry A. Beehr
Keyword(s):  
Career Success ◽  
Career Satisfaction ◽  
Psychological Empowerment ◽  
Career Commitment ◽  
Career Orientation ◽  
Empowering Leadership ◽  
Content Type ◽  
Protean Career ◽  
Subjective Career Success ◽  
Career Literature

Purpose The purpose of this paper is to examine the potential effects of empowering leadership on followers’ subjective career success through psychological empowerment, protean career orientation, and career commitment. Design/methodology/approach Full-time employees working in the USA were recruited through Amazon’s Mechanical Turk. Participants answered surveys at three separate points over a six-week period (n=261). Structural equation modeling and bootstrapping were used to verify the indirect effect of empowering leadership on career satisfaction controlling for common method variance and growth need strength. Findings Empowering leadership was positively related to followers’ subsequent psychological empowerment, which in turn predicted protean career attitudes and career commitment, but only career commitment had a significant relationship with career satisfaction. Research limitations/implications Empowering leadership behaviors focus on potentially career-enhancing factors, including providing followers with the confidence, inspiration, and authority to assume control of their work lives. Empowering leaders benefit their followers’ careers, and psychological empowerment and career commitment may be important mechanisms in the empowering leadership-career success relationship when their effects are considered simultaneously. Employees’ development of a protean career orientation has less direct effect on subjective career success than simple commitment to a career. Originality/value Empowering leadership has been overlooked in career literature. The findings advance the understanding of how empowering leader behaviors could help employees’ subjective career success in a serial mediation model. Additionally, the study empirically demonstrates that psychologically empowered employees are more likely to engage in protean career actions and navigate their own career goals.

Protean career orientation: a review of existing and emerging research

2015 ◽  
pp. 235-260 ◽  
Author(s):  
Lea Waters ◽  
Douglas T. Hall ◽  
Lan Wang ◽  
Jon P. Briscoe
Keyword(s):  
Career Orientation ◽  
Protean Career

Individual Orientations and Career Satisfaction

2017 ◽  
Vol 45 (5) ◽  
pp. 425-439 ◽  
Author(s):  
Hang-Yue Ngo ◽  
Li Hui
Keyword(s):  
Work Engagement ◽  
Self Efficacy ◽  
Social Cognitive ◽  
Cognitive Theory ◽  
Career Satisfaction ◽  
Self Determination Theory ◽  
Career Orientation ◽  
Protean Career ◽  
Different Types ◽  
Employment Commitment

This study examines the relationships between two different types of individual orientation (i.e., protean career orientation and employment commitment) and career satisfaction. Drawing on self-determination theory and social cognitive theory, we propose that work engagement and self-efficacy act as mediators in the above relationships. Several hypotheses are developed and tested with a sample of 222 employees in Hong Kong. The results of path analysis and bootstrapping indicated that both protean career orientation and employment commitment are positively related to career satisfaction, and these relationships are fully mediated by work engagement and self-efficacy.

scholarly journals Effects of proactive personality, openness to experience, Future time perspective, protean career orientation on future career design

2016 ◽  
Vol 29 (2) ◽  
pp. 303-326
Author(s):  
Sujin Kim ◽  
Juil Rie
Keyword(s):  
Time Perspective ◽  
Future Time Perspective ◽  
Proactive Personality ◽  
Active Ageing ◽  
Career Orientation ◽  
Future Time ◽  
Mediation Effects ◽  
Protean Career ◽  
Future Career ◽  
Career Future

The Purpose of this study is to analyze psychological factors which be able to have an effect on Future career design. In our study, Future career design is consisted of Career planning, Career development, and Active-ageing. Based on personality-beliefs-behavior model, proactive personality and openness to experience are selected. as personality traits that have an effect on Future career design. Protean career orientation and Career future time perspective which are belief variables are chosen as mediation factors between two personalities and Future career design. In order to demonstrate mediation effects of beliefs factors, between Future career design and personalities, multi mediation analysis is used. Followings are results of analysis of data for 203 baby boomers having a jobs. First, protean career orientation, future time perspective, career future time perspective have full mediation effects, between two personalities and career plan. Second, protean career orientation and career future time perspective have partial mediation effects, between two personalities and career development. Third, between proactive personality and active ageing intention, future time perspective and career future time perspective have partial mediation effects. On the other hand, between openness to experience and active ageing intention, there are full mediation effects of 3 belief factors. As a result, our study demonstrate effects of personality factors and mediating factors of 3 beliefs for Future career designs. Our research also suggests that career management behavior be organized by personality-belief-behavior model. Lastly, this study suggests importance of psychological traits in career design for aged baby boomers.

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