scholarly journals Protean Career Orientation and Career Success: Does Career Planning Mediate the Relationship? Study of the Employees in HEIs in Jaffna District, Sri Lanka

2020 ◽  
Vol 15 (2) ◽  
pp. 96
Author(s):  
S. M. Aloysius ◽  
T. Velnampy
Keyword(s):  
Sri Lanka ◽  
Career Success ◽  
Career Planning ◽  
Career Orientation ◽  
Protean Career ◽  
Relationship Study ◽  
The Relationship

Why Does Psychological Capital Foster Subjective and Objective Career Success? The Mediating Role of Career-Specific Resources

2021 ◽  
pp. 106907272110400
Author(s):  
Simone Kauffeld ◽  
Daniel Spurk
Keyword(s):  
Career Success ◽  
Psychological Capital ◽  
Career Planning ◽  
Conservation Of Resources ◽  
Capital Theory ◽  
Protean Career ◽  
External Networking ◽  
Subjective Career Success ◽  
Time Lagged ◽  
The Relationship

The present study investigates the relationship of PsyCap with objective and subjective career success. Based on conservation of resources theory (COR Theory) and psychological capital theory (PsyCap Theory), we assume that career-specific resources, in particular protean career attitude, career planning, and internal and external networking, are important mechanisms that mediate the relationship between PsyCap and both outcomes. We tested our assumptions by means of time-lagged path analysis with R and the lavaan package in a sample of 1110 German academic scientists. Our results indicate a positive relationship between PsyCap and career success. However, we found differential effects regarding the assumed mediation for subjective and objective career success. The effect of PsyCap on subjective career success is mediated by protean career attitude and career planning. The effect of PsyCap on objective career success is mediated by external networking. Our results strengthen the research of PsyCap as a predictor of career success. However, the results also imply that the relationship between PsyCap, career-specific resources, and both aspects of career success is more complex than expected.

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.

The relationship among inner meaning of work, protean career, subjective career success

2017 ◽  
Vol 30 (1) ◽  
pp. 1-24
Author(s):  
Soyeon Sin ◽  
Jinkook Tak
Keyword(s):  
Career Success ◽  
Online Survey ◽  
Moderating Effect ◽  
Future Research ◽  
Meaning Of Work ◽  
Informal Mentoring ◽  
Protean Career ◽  
Positive Effects ◽  
Subjective Career Success ◽  
The Relationship

The purpose of this study was to examine the relationship among inner meaning of work, Protean career and subjective career success. More specially, This study investigated not only the influence of inner meaning of work on subjective career success that is mediated by protean career but also the moderating effect of career-supported mentoring on the relationship between protean career and subjective career success. To perform this study, online survey was conducted by korean employees who were working in various organization and received formal or informal mentoring. Data gathered from 191 employees were used for analyses. The results showed that inner meaning of work had positive effects on protean career as well as subjective career success. Also, protean career partially mediated the relationship between inner meaning of work and subjective career success. Career-supported mentoring moderated the relationship between protean career and subjective career success. The implications and limitations of this study and the directions for future research were discussed.

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.

Protean Career Orientation, Career Decision Self-efficacy and Career Outcomes of Millennial IT Professionals

2021 ◽  
pp. 0258042X2199101
Author(s):  
Poonam Kaushal ◽  
Sakshi Vashisht
Keyword(s):  
Self Efficacy ◽  
Career Success ◽  
Process Model ◽  
Career Decision ◽  
Educational Background ◽  
Mediation Effect ◽  
Career Orientation ◽  
Career Outcomes ◽  
It Professionals ◽  
Protean Career

The present study explored a relationship between protean career orientation (PCO) and career outcomes (i.e., subjective and objective career success) on millennial IT professionals. A model proposing that the effect of PCO on career outcomes is mediated by career decision self-efficacy was assessed. Data were collected from 1,000 respondents, out of which 685 questionnaires were considered for analysis purpose. Of all the respondents, 470 (68.6%) respondents were male and 215 (31.4%) were female. All the respondents were within the age group of 25–40 years (completed age as of 2019). From the total respondents, 40.4% (277) were BTech, 25.8% (177) were MCA, 17.7% (121) were MBAs and 16.1% (110) respondents were from other educational background. Confirmatory factor analysis (CFA) was conducted using AMOS for verification of the questionnaire. Hayes process model, type-4 in SPSS 21, was used for testing the mediation. The findings of the study revealed that protean individuals experienced higher levels of subjective and objective career success (on salary). Mediation effect was supported for subjective career success.

scholarly journals The Interaction Between Protean Career Orientation, Career Goal Development and Well-being Outcomes: Evidence from Professional Engineers

2020 ◽  
Vol 22 (1) ◽  
pp. 24
Author(s):  
Norizan Baba Rahim
Keyword(s):  
Career Satisfaction ◽  
Well Being ◽  
Mediating Effect ◽  
Career Orientation ◽  
Career Goal ◽  
Psychological Well Being ◽  
Protean Career ◽  
Goal Development ◽  
The Relationship ◽  
Positive Effect

Experiencing strong personal development and growth are important for engineers, compared to professionals in other fields. Nevertheless, if career goal development behaviour is not present in sufficient quantities, engineers would be at risk if their own goals and expectations are not aligned with the companies they are working for. As a result, it may have a negative impact on their well-being. In this article, a sample of professional engineers (N=387) were utilised to examine the relationship between protean career orientation towards career goal development, career satisfaction and psychological well-being and to examine the mediating effect of career goal development between protean career orientation toward career satisfaction and psychological well-being. The research model was tested using the goal setting theory. The results of a partial least square (PLS) regression demonstrated that protean career orientation had a positive effect towards career goal development; subsequently career goal development had a positive effect on career satisfaction and psychological well-being. On the other hand, career goal development was found not to mediate the relationship between protean career orientation towards career satisfaction and psychological well-being. Based on the findings, this research suggests employers and industries encourage their unlicensed engineers to register as graduate engineers, so that later they can upgrade themselves to professional engineers’ status, as eventually this would help them to experience their job in a more meaningful way, and consequently increase their work happiness.

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