The Effects of Youth Workers’ Proactive Personality, Person-Job Fit and Career Development Support on Career Success -Focusing on the Mediating Effect of Protean Career Attitude-

2017 ◽  
Vol 19 (3) ◽  
pp. 263-287
Author(s):  
Ji-seok Kim ◽  
Seok-young Oh
Keyword(s):  
Career Development ◽  
Career Success ◽  
Proactive Personality ◽  
Mediating Effect ◽  
Youth Workers ◽  
Job Fit ◽  
Protean Career ◽  
Development Support

scholarly journals Hardiness in relation to organisational commitment in the Human Resource Management field

2012 ◽  
Vol 13 (1) ◽  
Author(s):  
Nadia Ferreira
Keyword(s):  
Resource Management ◽  
Career Development ◽  
Human Resource Management ◽  
Human Resource ◽  
Career Success ◽  
Well Being ◽  
Organisational Commitment ◽  
Convenience Sample ◽  
Managerial Implications ◽  
Development Support

Orientation: Employees’ hardiness is increasingly recognised as an aspect of their well-being and feelings of career success. Psychological well-being and feelings of subjective career success have positive implications for the motivation, satisfaction, performance and commitment of young talented staff.Research purpose: The study empirically investigated the relationship between an individual’s hardiness (measured by the Personal Views Survey II [PVS-II]) and organisational commitment (measured by the Organisational Commitment Scale).Motivation for the study: Research on an individual’s hardiness profile as an aspect of their career well-being and success and how these attributes influence their psychological attachment to the organisation, is needed to guide human resource career development support practices aimed at retaining valuable staff.Research design, approach and method: A quantitative survey was conducted on a convenience sample of predominantly Black (92.2%) and female (71%) employed adults (N = 355) at managerial and staff levels in the human resource management field.Main findings: Correlational and multiple regression analyses revealed a number of significant relationships between the two variables.Practical/managerial implications: Managers and human resource practitioners need to recognise how people’s hardiness relates to their sense of psychological attachment to the organisation. Organisations concerned with the retention and well-being of their equity staff members need to find a way to enhance and develop their hardiness and commitment.Contribution/value-add: The research contributes new insights into and knowledge of the factors that influence their employees’ hardiness and how these relate to their organisational commitment. The results may be used to inform career development support interventions that aim to increase employees’ sense of career well-being and success.

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.

Career Development and Organizational Support

2018 ◽  
Author(s):  
Melinde Coetzee
Keyword(s):  
Career Development ◽  
Organizational Support ◽  
Career Success ◽  
Personal Resources ◽  
Personal Agency ◽  
Sustainable Performance ◽  
Motivational States ◽  
Development Support ◽  
Multiple Meanings ◽  
Management Behaviors

The complexity of modern careers requires personal agency in managing career development and employability capital as personal resources for career success. Individuals’ employability capital also serves as a valuable resource for the sustainable performance of organizations. Individuals’ ability to proactively engage in career self-management behaviors through the use of a comprehensive range of self-regulatory capabilities, known as career metacapacities, contributes to their employability capital. Organizational career development supports initiatives that consider individuals’ proactivity in light of conditions that influence their motivational states, and availability of personal resources helps organizations benefit from individuals who bring information, knowledge, capacities, and relationship networks (i.e., employability capital) into their work that ultimately contribute to the organization’s capability to sustain performance in uncertain, highly competitive business markets. Career development support practices should embrace the individualization of modern-day careers, the need for whole-life management, and the multiple meanings that career success has for individuals.

scholarly journals Pengaruh Proactive Personality dan Organizational Support for Career Development terhadap Career Success melalui Career Commitment yang Dimoderasi oleh Self-Efficacy (Studi pada PT Bogasari ISM Flour Mills Tbk. Surabaya)

2019 ◽  
Vol 4 (1) ◽  
pp. 49-64
Author(s):  
Revan Jaya Kusuma ◽  
Praptini Yulianti
Keyword(s):  
Career Development ◽  
Organizational Support ◽  
Self Efficacy ◽  
Career Success ◽  
Career Commitment ◽  
Proactive Personality ◽  
Partial Least Square ◽  
Least Square ◽  
Organizational Level ◽  
The Relationship

Career success is a way for individuals to fulfill their needs for achievement and effort during work, even career success is someone’s goal in working. The sample in this study were 65 production department employees with quantitative analysis approaches. In this study using PLS (Partial Least Square) analysis with SmartPLS 3.0 software. Research on career success benefits both individuals and organizations. At the individual level, career success can be observed from the objective (extrinsic) and subjective (intrinsic). Knowledge of career success helps individuals de- velop the right strategies to commit to careers in their working days. At the organizational level, knowledge of the relationship between proactive personality and organizational support for career development towards career success can help companies to design effective career systems. Compa- nies that want to get competent human resources must understand the factors that affect their employees’ career success, one of these factors is self-efficacy. The self-efficacy variable in this study is positioned as a moderator that influences the relationship between career success and career commitment. The purpose of this paper is to develop conceptual models and propose hy- potheses that connect proactive personality and organizational support for career development in career success through career commitment that is moderated by self-efficacy.

scholarly journals How Subjective Career Success of Public Sector Universities’ Teachers Is Affected by Protean Career Orientation?

2021 ◽  
Vol 4 (3) ◽  
pp. 761-772
Author(s):  
Muhammad Farooq Rehan ◽  
Quaisar Ijaz Khan ◽  
Raheel Mumtaz
Keyword(s):  
Public Sector ◽  
Career Success ◽  
Structural Equation ◽  
Faculty Members ◽  
Mediating Effect ◽  
Equation Modeling ◽  
Career Orientation ◽  
Protean Career ◽  
Perceived Employability ◽  
Subjective Career Success

The study explored the mediating effect of Perceived Employability (PE) on faculty members’ protean career orientation (PCO) and Career Success (CS). The study is exploratory in nature which aimed to ascertain the mediating relationship of perceived employability between protean career orientation and career success of faculty members working in public sector institutions of higher learning. The researchers tried to test protean career theory by developing a conceptual framework. Data were gained through self-administrated questionnaires from the faculty members working in Punjab’s Public Sector Universities. For the purpose of sampling: stratified sampling technique was applied for data collection. Data were obtained from 269 respondents’ for testing the theoretical model. Measurement model was analyzed by applying Structural Equation Modeling (SEM) for testing the hypothesis. For this purposed we used SMART-PLS Licensed version 3. The researchers detected a statistically significant mediating role of perceived employability between protean career orientation and subjective career success. Due to the scarcity of financial and time constraints we have collected data from only 12 universities of Punjab, Pakistan. However, the results can be generalized as all the public sector universities are governed by same governing body; named Higher Education Commission of Pakistan (HEC).

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