scholarly journals Relationship between Career Success Perception and Protean Career Management Behavior in Clinical Dental Hygienists

2021 ◽  
Vol 21 (1) ◽  
pp. 28-37
Author(s):  
Soo-Auk Park ◽  
Young-Sik Cho
Keyword(s):  
Career Success ◽  
Career Management ◽  
Dental Hygienists ◽  
Management Behavior ◽  
Protean Career

Assessing Key Predictors of Career Success

2017 ◽  
Vol 26 (2) ◽  
pp. 338-358 ◽  
Author(s):  
Andreas Hirschi ◽  
Noemi Nagy ◽  
Franziska Baumeler ◽  
Claire S. Johnston ◽  
Daniel Spurk
Keyword(s):  
Human Capital ◽  
Career Success ◽  
Convergent Validity ◽  
Career Management ◽  
Management Behavior ◽  
Research And Practice ◽  
Vast Array ◽  
Integrative Framework ◽  
Multistep Process ◽  
Career Research

Identifying predictors of career success is one of the most considered topics in career research and practice. However, the existing literature suggests a vast array of potential predictors that cannot be economically measured. This significantly limits research and practice. To address this issue, we have integrated theoretical and meta-analytic research to propose an integrative framework of career resources, including human capital, environmental, motivational, and career management behavior resources represented by 13 distinct factors. In a multistep process, we have developed the career resources questionnaire to assess these factors in workers and college students. In two studies encompassing 873 workers and 691 students, we have confirmed reliability and factor structure, convergent validity with existing scales, and criterion validity with indicators of subjective and objective career success. The developed measure can provide researchers and practitioners with a reliable, concise, and comprehensive measure to assess the key predictors of career success.

Expanding and Adapting the Protean Career Management Scale for University Students (PCMS-U)

2015 ◽  
Vol 18 ◽  
Author(s):  
Ludmila F. Liberato Borges ◽  
Alexsandro L. De Andrade ◽  
Manoela Ziebell de Oliveira ◽  
Valeschka Martins Guerra
Keyword(s):  
College Students ◽  
Locus Of Control ◽  
Predictive Validity ◽  
Work Experience ◽  
Career Guidance ◽  
Career Management ◽  
Two Dimensional ◽  
Protean Career ◽  
Confirmatory Analysis ◽  
Adequate Evidence

AbstractMany changes in the socioeconomic scenario led to the emergence of different models of career guidance, among which the protean career stands out. This model works with the prospect of a career that is self-directed and aligned with personal values, with important propositions for both professionals and students entering the work market. In the Brazilian scenario, however, there is a lack of appropriate measures to evaluate protean aspects among college students without work experience. Thus, the present study aimed at adapting and validating the attitudes towards the Protean Career Scale to this population. The sample consisted of 902 students aging from 18 to 30 years old (M = 22.52; SD = 6.53) attending 34 different undergraduate courses. Exploratory and confirmatory analysis attested the two-dimensional nature of the scale structure. The reliability indexes were satisfactory: over .65. The correlation between the protean models and factors such as personality, values, and locus of control provided adequate evidence of the measure’s predictive validity (p < .05).

Von der Kaminkarriere zur boundaryless und protean career? Zum Verhältnis von organisationaler und individueller Karrieresteuerung am Beispiel von Auslandseinsätzen / From organization career to boundaryless and protean career? Analysis of relations between organizational and individual career management in assignments abroad

Arbeit ◽  
2014 ◽  
Vol 23 (1) ◽  
pp. 5-21
Author(s):  
Ursula Mense-Petermann
Keyword(s):  
Career Management ◽  
Protean Career ◽  
Career Analysis ◽  
Individual Career Management

Abstract Michael Arthur und Douglas Hall haben mit ihren Thesen zur boundaryless und zur protean career eine Debatte über einen Wandel des für westliche Industriegesellschaften typischen Karrieremusters postuliert, und zwar eine Umstellung von der Organisation und des in ihr und von ihr institutionalisierten Karrieremusters der sogenannten ,Kaminkarriere’ auf den einzelnen Erwerbstätigen und seine individuellen Strukturierungs- und Selbst-Managementleistungen. Der hier vorliegende Beitrag vertritt die These, dass hier die Rolle der Organisation für Karrieren zu stark heruntergespielt und zu wenig nach dem Verhältnis von organisationalem und individuellem Karrieremanagement gefragt wird. Der Beitrag macht deshalb einen differenzierenden Vorschlag zur Analyse eines Formwandels von Karriere.

Protean Career Management Scale for University Students

2015 ◽  
Author(s):  
Ludmila F. Liberato Borges ◽  
Alexsandro L. De Andrade ◽  
Manoela Ziebell de Oliveira ◽  
Valeschka Martins Guerra
Keyword(s):  
University Students ◽  
Career Management ◽  
Protean Career

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.

Individual Management and Counseling as Moderators in Achieving Career Competencies and Success

2014 ◽  
Vol 42 (5) ◽  
pp. 869-880 ◽  
Author(s):  
Huo-Tsan Chang ◽  
Chia-Yi Feng ◽  
Chi-Lih Shyu
Keyword(s):  
Career Counseling ◽  
Organizational Support ◽  
Career Success ◽  
Self Regulation ◽  
Career Management ◽  
Manufacturing Companies ◽  
Hierarchical Linear Modelling ◽  
Linear Modelling ◽  
The Relationship ◽  
Career Competencies

We adopted the perspectives of organizational support and self-regulation to examine how counseling and individual management, respectively, moderate career competencies to predict career success. Hierarchical linear modelling was conducted with 604 employees and 217 managers of 26 manufacturing companies in Taiwan. As we predicted, our results showed that career competencies were positively related to career success. Also, career counseling and individual career management were found to have a moderating effect on the relationship between career competencies and subjective career success. Implications and limitations of the findings are discussed.

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