The impact of protean career attitudes of employees in the restaurant industry on the culture of learning organizations and career success

2017 ◽  
Vol 31 (6) ◽  
pp. 195-206
Author(s):  
Bong-Sun Lee ◽  
Kyong-Young Kim ◽  
Kye-Young Park
Keyword(s):  
Career Success ◽  
Learning Organizations ◽  
Restaurant Industry ◽  
Career Attitudes ◽  
Culture Of Learning ◽  
Protean Career ◽  
Protean Career Attitudes ◽  
The Impact

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.

Protean Career Attitudes Scale

2005 ◽  
Author(s):  
Jon P. Briscoe ◽  
Douglas T. Hall
Keyword(s):  
Career Attitudes ◽  
Protean Career ◽  
Protean Career Attitudes

Protean Career Attitudes Scale--Short Form

2016 ◽  
Author(s):  
Caitlin Porter ◽  
Sang Eun Woo ◽  
Jinkook Tak
Keyword(s):  
Short Form ◽  
Career Attitudes ◽  
Protean Career ◽  
Protean Career Attitudes

scholarly journals Comparing two career adaptability measures for career construction theory: Relations with boundaryless mindset and protean career attitudes

2015 ◽  
Vol 87 ◽  
pp. 22-31 ◽  
Author(s):  
Kim Yin Chan ◽  
Marilyn A. Uy ◽  
Moon-ho R. Ho ◽  
Y.L. Sam ◽  
Oleksandr S. Chernyshenko ◽  
...  
Keyword(s):  
Career Adaptability ◽  
Career Attitudes ◽  
Protean Career ◽  
Career Construction Theory ◽  
Career Construction ◽  
Protean Career Attitudes

Protean career attitudes during unemployment and reemployment: A longitudinal perspective

2014 ◽  
Vol 84 (3) ◽  
pp. 405-419 ◽  
Author(s):  
Lea Waters ◽  
Jon P. Briscoe ◽  
Douglas T. Hall ◽  
Lan Wang
Keyword(s):  
Career Attitudes ◽  
Protean Career ◽  
Protean Career Attitudes

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.

Examining the impact of protean and boundaryless career attitudes upon subjective career success

2011 ◽  
Vol 17 (4) ◽  
pp. 459-473 ◽  
Author(s):  
Mihaela Enache ◽  
Jose M Sallan ◽  
Pep Simo ◽  
Vicenc Fernandez
Keyword(s):  
Career Success ◽  
Organizational Context ◽  
Hierarchical Regression ◽  
Future Research ◽  
Vocational Development ◽  
Career Attitudes ◽  
Subjective Career Success ◽  
The Impact ◽  
The Relationship ◽  
Organizational Mobility

AbstractThis research is aimed at analyzing the relationship between the underlying dimensions of boundaryless (boundaryless mindset and organizational mobility preference) and protean (self-directed and values-driven) career attitudes and subjective career success, within today's complex and dynamic organizational context in which careers are unfolding. Drawing on a sample of 150 Spanish professionals from the Catalonia region, which enabled hypotheses testing by means of hierarchical regression analysis, the research results suggest that self-direction in managing one's career and vocational development is instrumental in achieving subjective career success. Organizational mobility preference was found to be negatively associated with individuals' perceptions of the success achieved in their careers. Furthermore, the study suggests some future research lines that could draw more light upon the hypothesized relationships.

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