Is Protean Career Attitude Beneficial for Both Employees and Organizations? Investigating the Mediating Effects of Knowing Career Competencies

“Crafting your own success”: a time-lagged study on the mediating role of job crafting dimensions in the relationship between protean career and career success

Purpose

As the notions of protean career and job crafting share a common emphasis on self-management, proactivity and customization, this study aimed to examine if the associations between protean career, subjective and objective career success were mediated by job crafting, assessed via its three main dimensions (i.e. increasing structural job resources, increasing social job resources and increasing challenging job demands).

Design/methodology/approach

The authors sampled 594 Italian employees using a time-lagged research design: protean career was assessed at T1 and job crafting and career success at T2. Responses were analyzed through structural equation modeling.

Findings

This study’s results showed that increasing structural job resources mediated the association of protean career with subjective career success, while increasing challenging job demands mediated its association with objective career success.

Originality/value

In contrast to previous studies, in this contribution, the mediating role of job crafting is disentangled by taking into account its three respective dimensions. Additionally, the authors included both forms of career success as outcomes of protean career. Implications for future research and practical recommendations are presented and discussed.

Should I Go or Should I Stay: job hopping in Malaysia small medium enterprise (SME) service sectors

Purpose

The purpose of this paper is to determine the relationships between learning opportunities, person-organization fit, self-directedness career attitude and job hopping among generation Y employees in Malaysian small medium enterprise (SME) service sectors.

Design/methodology/approach

Research data was gathered from a sample of 203 generation Y employees from SME service sectors in Malaysia. Partial least squares structural equation modelling is used to perform the data analysis in the present study.

Findings

The results demonstrated that person-organization fit and self-directedness career attitude correlates significantly with job hopping among generation Y employees. However, there is no significant relationship between learning opportunities and job hopping.

Research limitations/implications

This study provides an empirical framework for explaining the job hopping among generation Y employees in SME service based on the review of related careers.

Originality/value

This study offers new insights into the predicting factors of job hopping among generation Y employees in the Malaysian context specifically.

Proactive career management for female health professionals: a scoping review protocol

INTRODUCTION

Many women in frontline healthcare positions face work demands that are incompatible with their needs and aspirations, resulting in poorer work satisfaction and engagement, and greater probability of leaving their jobs. Proactive career management is associated with elevated well-being and career success but may not be accessible to female health professionals who encounter social, cultural and structural barriers. The complex and diverse nature of proactive career management and absence of a comprehensive review on the topic necessitates a synthesis of extant literature. This study aims to identify (i) proactive career management behaviours and activities among female health professionals and (ii) outcomes of proactive career management initiatives. This study will contribute to a larger study on encouraging proactive career management behaviours among Singapore female health professionals.

METHODS AND ANALYSES

Scoping review is used as our method of evidence synthesis to provide a comprehensive overview of all available constructs and markers of interest. This study started in January 2022. Original research, reviews, short reports, letters, methodologies and case studies relevant to our objectives will be examined with guidance from Arksey and O'Malley's framework. The literature contained in scientific databases and grey literature sources will be thoroughly searched. Two independent reviewers will screen citations for eligibility and extract data from the included articles. Extracted data will be narratively synthesised by two independent reviewers using Braun and Clarke's six steps of thematic analysis. We will observe the Preferred Reporting Items for Systematic Reviews and Meta-Analyses extension for Scoping Reviews standards in reporting the results. An advisory panel will provide insights on the applicability of the results to negate confirmation bias.

ETHICS AND DISSEMINATION

Ethics clearance is not required. Dissemination plans include peer-reviewed journal publication and conference presentations.

REGISTRATION DETAILS

This review was registered on open science framework (Registration DOI: https://doi.org/10.17605/OSF.IO/2SY8V).

Value-driven career attitude and job performance: An intermediary role of organizational citizenship behavior

BACKGROUND

Value-driven career attitude (VDCA) is considered a dimension of a protean career attitude (PCA). Individuals with this attitude seek out personally meaningful experiences and set their own psychological career success standards. This study investigates the association between value-driven career attitude and job performance. It looks at how organizational citizenship behavior affects the relationship between value-driven career attitudes and job performance.

METHODS

A self-reported questionnaire was used to collect data from 400 random employees of SMEs in Pakistan during the early pandemic. We chose Cochran's formula to determine the appropriate sample size, and PLS-SEM was used to analyze the model. P-O fit and self-determination theory is the theoretical lenses used in this study. The underpinning theories to this study enable the researchers to establish a link between VDCA, OCB, and job performance.

RESULTS

By analyzing a sample of 400 employees from active enterprises, we discover that VDCA contributes to an improvement in job performance. Furthermore, OCB plays an intervening effect in the relationship between VDCA and job performance. Thus, the study provided evidence for the underpinning models of P-O fit and self-determination theory.

CONCLUSION

This study adds to the body of knowledge by investigating the connections between VDCA, OCB, and job performance in SMEs. The existing literature sheds scant light on these linkages, leaving a gap that this study will address. The current study expands on other themes to provide an in-depth analysis of many under-explored PCA outcomes, which may open up new avenues for future researchers to broaden and strengthen PCA with other constructs.

Protean career attitude and organisational commitment in learning organisation climate

Purpose

This study aims to identify the relationship between protean career attitude (PCA) and organisational commitment (OC) in a learning organisation (LO) climate. The study also identified whether negative relationships exist between the structure dimension of LO (SDLO) and PCA, and between PCA and OC, and whether such relationships can be moderated by the people dimension of LO (PDLO).

Design/methodology/approach

Data collected from 305 employees of 26 firms were analysed using the PROCESS macro for SPSS.

Findings

This study found that SDLO had a negative relationship with PCA, whereas PCA was negatively associated with OC. Furthermore, this study found that PDLO moderated these relationships, in that the negative relationships were absent when PDLO activities were stronger, in contrast to when they were weaker.

Originality/value

The study is among the first to identify the negative relationships that exist between SDLO and PCA and between PCA and OC in Korean firms. An important implication for managers or OD professionals is that PDLO plays an important role in not only reducing the negative mediation effects of PCA in the relationships but also making the relationships positive.