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.

Linking Protean and Boundaryless Career Attitudes to Subjective Career Success: A Serial Mediation Model

2020 ◽  
pp. 106907272095978
Author(s):  
Yasir Mansoor Kundi ◽  
Sandrine Hollet-Haudebert ◽  
Jonathan Peterson
Keyword(s):  
Career Success ◽  
Career Satisfaction ◽  
Career Commitment ◽  
Job Crafting ◽  
Related Phenomenon ◽  
Career Attitudes ◽  
Work Related ◽  
Serial Mediation ◽  
Subjective Career Success ◽  
Boundaryless Career

This study examines the link between protean career and boundaryless career attitudes and subjective career success. We propose that employees with protean and boundaryless career attitudes are more likely to engage in job crafting behavior, ultimately leading to career commitment and career satisfaction. Data from 321 business professionals working in France revealed that protean and boundaryless career attitudes predict subjective career success in the form of career commitment and career satisfaction through job crafting. The data also revealed a serial mediation pathway whereby protean and boundaryless career attitudes positively predicted job crafting behavior, which lead to stronger career commitment and increased career satisfaction. These results highlight the importance of job crafting behavior as an important, yet unexplored work-related phenomenon with significant organizational implications.

Protean Career Attitudes Scale

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

The Mediating Role of Organizational Identification in the Relation between Organizational Social Capital, Perceived Organizational Prestige, Perceived Employability and Career Satisfaction

2021 ◽  
Vol 24 ◽  
Author(s):  
Karina Peña-González ◽  
Gabriela Nazar ◽  
Carlos-María Alcover
Keyword(s):  
Social Capital ◽  
Career Development ◽  
Organizational Identification ◽  
Career Satisfaction ◽  
Mediation Effect ◽  
Organizational Social Capital ◽  
Mediating Role ◽  
Perceived Employability ◽  
The Impact

Abstract In career development, a variety of personal, organizational and labor market variables challenge employees and organizations, in particular those in dynamic working environments, such as higher education (HE) institutions. This study examines the association between work history, organizational social capital (OSC) and perceived organizational prestige (POP) as antecedent variables, and perceived employability (PE) and career satisfaction (CS) as outcome variables, as well as the mediating role of organizational identification (OI) in these relations. A sample of 283 workers in Chilean HE institutions filled out an on-line questionnaire, and hypotheses were tested using a mediation model. Results indicated a significant mediation effect of OI, abt = 0.363, 95% CI [0.181, 0.576] abt/c = 31.98%, to explain the relationship between internal perceived employability (IPE) and its predictor variables POP, abpo = 0.102, 95% CI [0.056, 0.160], abpo/c = 9.01%, and OSC, abcsoc = 0.101, 95% CI [0.053, 0.183, abcsoc/c = 8.89%. Promoting a positive image of the organization and its social capital, strengthened by OI, emerge as strategies for HR management oriented toward workers’ career development, with consequent implications for commitment, intention to leave and ultimately for organizational results. The study provides a deeper understanding of the complexity of careers and explains the importance of identification with the organization when the impact of organizational attributes on one’s career is analyzed.

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

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.

scholarly journals The dual impact of gender and the influence of timing of parenthood on men’s and women’s career development: Longitudinal findings

2011 ◽  
Vol 35 (3) ◽  
pp. 225-232 ◽  
Author(s):  
Andrea E. Abele ◽  
Daniel Spurk
Keyword(s):  
Career Development ◽  
Career Success ◽  
Transition To Parenthood ◽  
Work Hours ◽  
Self Concept ◽  
Full Time ◽  
Highly Educated ◽  
First Child ◽  
Agency And Communion ◽  
The Impact

This study investigated the impact of gender, the gender-related self-concept (agency and communion), and the timing of parenthood on objective career success of 1,015 highly educated professionals. Hypotheses derived from a dual-impact model of gender and career-related processes were tested in a 5-wave longitudinal study over a time span of 10 years starting with participants’ career entry. In line with our hypotheses we found that the communal component of the gender self-concept had an impact on parenthood, and the agentic component influenced work hours and objective career success (salary, status) of both women and men. Parenthood had a negative direct influence on women’s work hours and a negative indirect influence on women’s objective career success. Women who had their first child around career entry were relatively least successful over the observation period. Men’s career success was independent of parenthood. Sixty-five percent of variance in women’s career success and 33% of variance in men’s career success was explained by the factors analyzed here. Mothers with partners working full time reduced their work hours more than mothers with partners not working full time. A test for a possible reverse influence of career success on the decision to become a parent revealed no effect for men and equivocal effects for women. We conclude that the transition to parenthood still is a crucial factor for women’s career development both from an external gender perspective (expectations, gender roles) and from an internal perspective (gender-related self-concept).

Does Mentoring Work? the Mediating Effect of Mentoring in China

2011 ◽  
Vol 39 (6) ◽  
pp. 807-824 ◽  
Author(s):  
Rueywei Gong ◽  
Shih-Ying Chen ◽  
Shin-Lung Lee
Keyword(s):  
Career Development ◽  
Positive Impact ◽  
Mediating Effect ◽  
Career Outcomes ◽  
Chinese Enterprises ◽  
Personal Learning ◽  
Positive Effects ◽  
The Impact ◽  
The Relationship

Researchers have found that mentoring can impact protégés' career outcomes positively or negatively. In this study we explored the mediating effect of mentoring on the relationship between personal learning and career development in Chinese enterprises. Data from 316 employees of Chinese enterprises were collected and analyzed to measure the impact of their personal learning on career development. It was found that personal learning and mentoring had a significantly positive impact on career development. Mentoring mediated the relationship between personal learning and career development. We, therefore, suggest that, when promoting career development benefits, enterprises should enhance the positive effects of personal learning and career development through mentoring mechanisms.

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