"Effect of Private Investigator’s Protean Career Attitude  on Career Commitment and Occupational Self-efficacy"

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.

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Individual Orientations and Career Satisfaction

Journal of Career Development ◽

10.1177/0894845317706759 ◽

2017 ◽

Vol 45 (5) ◽

pp. 425-439 ◽

Cited By ~ 4

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.

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EMERGENCE OF WORKPLACE SPIRITUALITY AS AN OUTCOME OF CALLING WITH A MODERATING ROLE OF CAREER COMMITMENT AMONG MEDICAL PROFESSIONALS IN PAKISTAN

Jinnah Business Review ◽

10.53369/wact9250 ◽

2015 ◽

Vol 03 (01) ◽

pp. 67-76

Author(s):

Nida Abbas ◽

Keyword(s):

Self Efficacy ◽

Career Commitment ◽

Workplace Spirituality ◽

Medical Professionals ◽

Work Meaningfulness ◽

Main Determinants ◽

Relationship Of ◽

The Relationship ◽

Moderating Role

The study focused on the emergence of workplace spirituality as an outcome of calling, among medical professionals in Pakistan. Some of the main determinants of calling identified in this research were passion, occupational self-efficacy and work meaningfulness. The data was collected from a sample of 200 participants by using questionnaires. Results showed that calling was positively related with workplace spirituality and passion. On the other hand, calling was not found to be associated with occupational self-efficacy and work meaningfulness. Calling was found to be mediating the relationship of passion, occupational self-efficacy and work meaningfulness with workplace spirituality. However, career commitment was not found to be moderating the relationship of calling with workplace spirituality.

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FAKTOR-FAKTOR YANG MEMPENGARUHI KOMITMEN KARIER

Jurnal Ilmiah Psikologi Terapan ◽

10.22219/jipt.v5i2.4935 ◽

2017 ◽

Vol 5 (2) ◽

pp. 202

Author(s):

Tri Muji Ingarianti

Keyword(s):

Literature Review ◽

Work Experience ◽

Self Efficacy ◽

Career Commitment ◽

Job Involvement ◽

External Factors ◽

Career Goals ◽

Internal Factors ◽

Factors Affecting ◽

Internal And External Factors

Komitmen karier adalah sikap yang ditunjukkan individu dalam mencapai tujuan karier. Penelitian ini bertujuan untuk mengkaji hasil-hasil penelitian (literature review) mengenai faktor-faktor yang mempengaruhi komitmen karier pada individu. Penelusuran literatur dilakukan pada database elektronik SAGE Journals, ProQuest, dan Science Direct dengan menggunakan kata kunci “career commitment”. Hasil penelusuran menunjukkan bahwa komitmen karier dipengaruhi oleh faktor internal dan eksternal. Faktor internal yang mempengaruhi komitmen karier terdiri dari komitmen organisasi, keterlibatan kerja, kepuasan kerja, nilai kerja, pengalaman kerja, kepribadian, dan self-efficacy sedangkan faktor eksternal terdiri dari situasi kerja yang meliputi kondisi kerja, persepsi pensiun, persepsi terhadap ancaman dalam bekerja, dorongan yang ditawarkan organisasi (offered inducements), kontribusi yang diharapkan organisasi (expected contributions), peluang promosi, dan reward. Kata kunci: Karier, komitmen karier Career commitment is the attitude that individuals show in achieving career goals. This study aims to examine the results of research or literature review on the factors that affect career commitments in individuals. The literature search was conducted on SAGE Journals, ProQuest, and Science Direct electronic databases using the keyword "career commitment". Search results showed that career commitments are influenced by internal and external factors. Internal factors affecting career commitment consist of organizational commitment, job involvement, job satisfaction, work value, work experience, personality, and self-efficacy while external factors consist of work situations covering working conditions, retirement perception, perceptions of threats in work, encouragement offered by the organization (offered inducements), the expected contribution of the organization (expected contributions), promotion opportunities, and rewards. Keywords: Career, career commitment

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