Resilience in the modern career

2015 ◽  
Vol 20 (4) ◽  
pp. 363-383 ◽  
Author(s):  
Sean T. Lyons ◽  
Linda Schweitzer ◽  
Eddy S.W. Ng
Keyword(s):  
Locus Of Control ◽  
Self Efficacy ◽  
Career Success ◽  
Emotional Stability ◽  
Personality Factors ◽  
Career Orientation ◽  
Content Type ◽  
Career Attitudes ◽  
Protean Career ◽  
Career Orientations

Purpose – Career resilience (CR) is an increasingly important, but under-researched aspect of modern careers. The purpose of this paper is to examine the mediating effect of CR on the relationships between personality factors, career self-evaluations and modern career orientation and the outcome of career satisfaction (CS). The authors hypothesized that CR would be positively associated with the “big-5” personality factors, career self-evaluations (self-efficacy and external locus of control) and modern career orientations (protean and boundaryless orientations) and that CR would mediate those variables’ relationships with CS. Design/methodology/approach – The participants in the study were 1,988 employed managers and professionals. Structural equation modeling was used to test the proposed relationships and mediation model. Findings – CR mediated the relationships between CS and emotional stability, conscientiousness, emotional stability, openness to experience, internal work locus of control, career self-efficacy and protean career attitudes. Contrary to expectations, being values-driven was negatively associated with CR, producing a negative net indirect effect on CS. Research limitations/implications – The study extends previous work concerning CR by examining the role of CR as a mediator between various psychological career factors and CS (i.e. subjective career success). An important issue is whether CR is a unique construct relative to psychological resilience. The results suggest that this may be the case, but direct comparison between the two constructs is required to answer the question definitively. Practical implications – Strengthening CR through career development interventions can have important impacts on CS, particularly for those individuals who are values-driven or have boundaryless mindsets and preferences for organizational mobility. Originality/value – This is the first study to examine the relationship between CR and “new career” attitudes (i.e. boundaryless and protean career orientations), which have been the topic of much research. The authors contribute to the career success research by linking CR and modern career orientation to CS and demonstrating that CR mediates the relationships between career-related psychological factors (personality, self-evaluation and modern career orientation) and CS.

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.

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

2022 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Hanna Moon ◽  
Sungpyo Hong
Keyword(s):  
Career Development ◽  
Industrial Revolution ◽  
Career Orientation ◽  
Content Type ◽  
Career Attitudes ◽  
Protean Career ◽  
Fourth Industrial Revolution ◽  
Learning Intention ◽  
The Relationship ◽  
Future Learning

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

Protean Career Orientation, Career Decision Self-efficacy and Career Outcomes of Millennial IT Professionals

2021 ◽  
pp. 0258042X2199101
Author(s):  
Poonam Kaushal ◽  
Sakshi Vashisht
Keyword(s):  
Self Efficacy ◽  
Career Success ◽  
Process Model ◽  
Career Decision ◽  
Educational Background ◽  
Mediation Effect ◽  
Career Orientation ◽  
Career Outcomes ◽  
It Professionals ◽  
Protean Career

The present study explored a relationship between protean career orientation (PCO) and career outcomes (i.e., subjective and objective career success) on millennial IT professionals. A model proposing that the effect of PCO on career outcomes is mediated by career decision self-efficacy was assessed. Data were collected from 1,000 respondents, out of which 685 questionnaires were considered for analysis purpose. Of all the respondents, 470 (68.6%) respondents were male and 215 (31.4%) were female. All the respondents were within the age group of 25–40 years (completed age as of 2019). From the total respondents, 40.4% (277) were BTech, 25.8% (177) were MCA, 17.7% (121) were MBAs and 16.1% (110) respondents were from other educational background. Confirmatory factor analysis (CFA) was conducted using AMOS for verification of the questionnaire. Hayes process model, type-4 in SPSS 21, was used for testing the mediation. The findings of the study revealed that protean individuals experienced higher levels of subjective and objective career success (on salary). Mediation effect was supported for subjective career success.

Self-leadership strategies and career success: insight on sports organizations

2018 ◽  
Vol 8 (4) ◽  
pp. 393-409 ◽  
Author(s):  
Majd Megheirkouni
Keyword(s):  
Self Efficacy ◽  
Career Success ◽  
Quantitative Methods ◽  
Leadership Strategies ◽  
Leadership Roles ◽  
Content Type ◽  
Sports Organizations ◽  
Sport Leadership ◽  
Indirect Relationship ◽  
Leadership Research

Purpose The purpose of this paper is to investigate the direct and indirect relationship between self-leadership strategies and career success, using self-efficacy as a mediator. Design/methodology/approach A quantitative methods approach was used to gather the data, using a sample of 418 registered individuals in sports organizations. Findings The results revealed that there is a significant relationship between self-leadership strategies and self-efficacy, and between self-efficacy and career success. Further, self-efficacy was found to fully mediate the relationship between the self-leadership and career success. Research limitations/implications The paper provides an insight into the direct and indirect relationships between self-leadership and career success. In addition, this paper suggests future directions that researchers can undertake to advance self-leadership in the field of leadership research and the area of sport leadership. Originality/value Self-leadership has become an essential need today for most leadership roles in sport settings. The present study also advances self-leadership research in sport settings.

Study of managers in Pakistani food and beverage company shows how “authentic leadership” enhances employees' career success

2019 ◽  
Vol 28 (1) ◽  
pp. 25-26
Keyword(s):  
Self Efficacy ◽  
Career Success ◽  
Authentic Leadership ◽  
Career Satisfaction ◽  
Significant Finding ◽  
Full Time ◽  
Content Type ◽  
Food And Beverage ◽  
New Perspective ◽  
Hierarchical Status

Purpose The authors wanted to find out if authentic leadership had an effect on career success. Design/methodology/approach The author tested hypotheses on full-time employees and received 162 valid questionnaires. Findings The results showed that authentic leadership was positively correlated with career self-efficacy and that career self-efficacy was positively associated with both career satisfaction and hierarchical status. The results also suggested that the “direct path from authentic leadership to hierarchical status was not significant”. Meanwhile, results showed that career self-efficacy was necessary to fully mediate the relationship between authentic leadership and hierarchical status. The results also showed that career self-efficacy only partially mediated the effects on career satisfaction. Originality/value The author felt his study made a valuable contribution because it offered a new perspective on career satisfaction that expanded the literature. The analysis of career self-efficacy as a mediating mechanism was another significant finding.

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.

A meta-analytic investigation of demographic differences in protean, boundaryless, and proactive career orientations

2017 ◽  
Vol 22 (5) ◽  
pp. 520-545 ◽  
Author(s):  
Jack W. Kostal ◽  
Brenton M. Wiernik
Keyword(s):  
Career Development ◽  
Large Population ◽  
Future Research ◽  
Primary Study ◽  
Career Orientation ◽  
Demographic Differences ◽  
Cultural Economic ◽  
Content Type ◽  
Career Orientations ◽  
Analytic Design

Purpose The protean and boundaryless career concepts have dominated recent career research. Demographic groups are posited to differ on these “new career orientations,” with implications for career development and social equity. The purpose of this paper is to test these hypotheses by systematically reviewing research on demographic differences in new career orientations. Design/methodology/approach This paper meta-analyzes demographic differences in protean, boundaryless, and proactive career orientations using data from 29,605 individuals (74 samples). Findings Demographic differences in new career orientations are generally negligible to small, with organizational mobility preferences showing the largest differences across demographic characteristics. Age showed curvilinear relations with new career orientations. National economic development moderated new career orientation-educational level relations. Research limitations/implications Results support the construct validity of “proactive career orientation” as a unifying construct encompassing protean and psychological mobility boundaryless orientations (cf. Wiernik and Kostal, 2017). Future research should continue to explore career development in diverse economic/cultural contexts. Practical implications Small demographic differences suggest that potential benefits of new career orientations are not limited to members of particular groups. Age and education relations were large enough to indicate that large population segments may benefit from additional interventions to support career mobility and development. Originality/value This paper uses meta-analytic techniques to investigate demographic differences in career orientations with larger samples than possible in a single primary study. The meta-analytic design permitted investigation of a variety of methodological and cultural/economic moderators not previously considered in career orientation research.

scholarly journals The Impact of Emotional Stability,Transformational Leadership and Innovative Behavior on Career Success through Self-Efficacy

2020 ◽  
Vol V (I) ◽  
pp. 286-298
Author(s):  
Syeda Wajiha Kazmi ◽  
Anjum Bano Kazimi ◽  
Ghulam Ali Kerio
Keyword(s):  
Transformational Leadership ◽  
Self Efficacy ◽  
Career Success ◽  
Emotional Stability ◽  
Mediating Effect ◽  
Innovative Behavior ◽  
Food Manufacturing ◽  
Maximum Effort ◽  
The Impact ◽  
Structured Questionnaire

This paper aims to investigate the impact of emotional stability, transformational leadership, and innovative behavior on career success through self-efficacy from food manufacturing firms in Karachi, Pakistan. By following the quantitative approach, a structured questionnaire based on a five-point Likert scale was non-randomly disseminated to 304 employees working in food manufacturing industries with a response rate of 96%. Findings revealed that three of the constructs, transformational leadership, emotional stability, and innovative behavior have a positive and significant impact on the career success of employees along with the significant mediating effect of self-efficacy. The study concluded that if an employee puts the maximum effort to achieve the goal and a successful career will lead him to perform more productively, and this will be beneficial for the whole organizations. development.

scholarly journals Impact of Protean Career Attitudes on Career Outcomes via Job Crafting Behavior: A Serial Mediation Model

2021 ◽  
Vol 7 (4) ◽  
Author(s):  
Muhammad Bilal Ahmad ◽  
Mubbsher Munawar Khan ◽  
Muhammad Aamir
Keyword(s):  
Career Development ◽  
Career Success ◽  
Job Crafting ◽  
Career Outcomes ◽  
Career Attitudes ◽  
Protean Career ◽  
Perceived Employability ◽  
Serial Mediation ◽  
Protean Career Attitudes ◽  
The Impact

The protean career attitude (PCA) is an emerging proactive career attitude and an essential source for successful career development. However, to do so, the individuals also must employ proactive career behaviors at work to achieve desired career outcomes. The study proposes that the individuals with protean career attitudes employ best work practices through job crafting behaviors and attain desired career outcomes. Therefore, the purpose of the study is to investigate the impact of protean career attitudes on career outcomes, i.e., Perceived Employability (PE) and Subjective Career Success (SCS) through job crafting behavior. The data from the employees working in the universities of Pakistan revealed that PCA has a positive impact on individual career outcomes. It was also found that there exists a pathway of serial mediation from job crafting towards perceived employability to achieve career success. The individuals who craft their jobs are more likely to enhance their employability, ultimately leading to career success. The study highlights the importance of PCA and Job Crafting behaviors, yet un-explored phenomena, for the employees for career development.

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