Classifications of college students’ protean and boundaryless orientation to work

Rojewski, Jay W.; Pisarik, Christopher T.; HyunWoo, Han

doi:10.1007/s10775-016-9337-7

Cited by 9 publications

(16 citation statements)

References 27 publications

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“…Being values-driven features as one of the two central elements of the protean career orientation, the other self-directed career behaviour (Briscoe and Hall 2006), and means internal values motivate and guide career priorities and decision-making. Extant literature indicates that -to varying degrees -undergraduates are values-driven (Jackson and Wilton 2016;Rojewski, Pisarik, and Han 2017). The distinction in career values overlaps with related career literature on 'objective' and 'subjective' career success -the former concerned with observable markers of career outcomes (pay, status, promotion), the latter with more substantive areas such as autonomy, job satisfaction and creative input (Heslin 2005).…”

Section: Introductionmentioning

confidence: 98%

Career values and proactive career behaviour among contemporary higher education students

Jackson

Tomlinson

2019

Journal of Education and Work

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The paper draws on evidence from a survey of Australian and UK students (N=433) on students' career values and their relationship to their proactivity in career self-management. Much of the dominant approaches to careers have focused on career competencies and adaptability in the context of increased movement from traditional to more self-managed career trajectories.Limited attention has been given to the role of career values in shaping individuals' approaches to career management, particularly among higher education students. This study reveals data on a range of career values among students on a continuum between intrinsic and extrinsic careers. It revealed a preponderance of intrinsic career values and a clear relationship emerged on the strength of career values and levels of proactivity towards career management. Further, higher levels of intrinsic and extrinsic career values were reported for certain student groups.The article discusses the implications of these data for enhancing students' career planning and engagement.

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Section: Introductionmentioning

confidence: 98%

Career values and proactive career behaviour among contemporary higher education students

Jackson

Tomlinson

2019

Journal of Education and Work

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“…leisure time; Negoiţă, 2020). In young people, Rojewski et al. (2017), using cluster analysis, found that one-third of students in their sample reported both high PCO and low mobility preference.…”

Section: Mixed Career Orientationsmentioning

confidence: 99%

“…leisure time; Negoit ¸ a, 2020). In young people, Rojewski et al (2017), using cluster analysis, found that one-third of students in their sample reported both high PCO and low mobility preference. Sargent and Domberger (2007) found that TCO values were salient in their sample of final-year university students, and that many, even those holding strong PCOs values, worked in traditional organizations, such as government, after graduation.…”

Section: Mixed Career Orientationsmentioning

confidence: 99%

“…The current issue and full text archive of this journal is available on Emerald Insight at: https://www.emerald.com/insight/1362-0436.htm Borges et al, 2015;Rojewski et al, 2017). Our goal was to contribute to this literature by examining the career orientation of young people completing tertiary education to determine the relative strengths of TCO and PCO values expressed.…”

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confidence: 99%

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“New career” profiles for young adults incorporating traditional and protean career orientations and competencies

Kim

Hood²,

Creed³

et al. 2022

CDI

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PurposeUsing latent profile analysis, the authors explored the career profiles of young adult tertiary students (N = 468, 73.9% women; mean age 20 years) to determine the relative importance of traditional career orientation (TCO) and protean career orientation (PCO) beliefs for them.Design/methodology/approachYoung adults studying at university can aspire to traditional career experiences as they believe organizations will support their professional and career development. However, since the development of newer career models, the TCO model has received little research attention compared to the PCO.FindingsThe authors found that the dominant profile exhibited average levels of TCO, PCO and career competencies, and that this mixed profile was associated with more mature career identity development and greater organizational commitment. A second profile, with low TCO, average PCO and career competencies, showed a similar level of career maturity to the mixed profile, but exhibited less organizational commitment. A third profile, with average TCO, low PCO and career competencies, especially vocational identity awareness, was related to less career development and organizational commitment.Originality/valueThe findings suggest that a mixed traditional-protean orientation is common in young adult tertiary students and that the development of a vocational identity is important for positive career outcomes, regardless of orientation.

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“…For example, Dowd and Kaplan (2005) used the boundaryless concept to create a model for understanding tenure-track faculty careers. Based on interview data collected from 34 academics from various disciplines and universities, they divided academic careers into four types: two boundaried (Probationer and Conservationist) and two boundaryless (Maverick and Connector); Rojewski et al (2017) used a scale based on the protean and boundaryless career theories to test college students’ career attitudes. They identified five attitude types: Protean career architect, Hired gun/hired hand, Careerist, Traditionalist, Solid citizen.…”

Section: Theoretical Perspectivementioning

confidence: 99%

Leaving academia: why do doctoral graduates take up non-academic jobs and to what extent are they prepared?

Chen

2021

SGPE

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Purpose An increasing number of doctoral graduates are seeking non-academic employment. While statistics have revealed multiple aspects regarding the non-academic employment they hold, there is insufficient documentation of what has led them to leave academia and to what extent they are prepared for non-academic positions. This paper aims to address this gap and reports on five Chinese doctoral graduates’ reflections on their change in career choices. Design/methodology/approach This study is exploratory and follows the approach of qualitative multi-case studies. The data includes in-depth interviews with five Chinese doctoral graduates and their responses to a survey. The paper applies a theoretical perspective drawing from protean career and boundaryless career theories, focusing on the participants’ agency in managing career choices and their meaning making of career decision-making. Findings The study has found that, besides the factors mentioned in the literature, such as lack of academic positions, pressure related to academic work and lack of career planning, some participants were directed by their intrinsic values, and agency plays an important role in their career preparation. Practical implications The study makes recommendations on university career guidance for doctoral students. Originality/value This paper documents why and how doctoral students change their career choices, which have not been sufficiently documented in the literature. As well, the theoretical perspective used provides an innovative way to interpret doctoral students' career decision-making.

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Classifications of college students’ protean and boundaryless orientation to work

Cited by 9 publications

References 27 publications

Career values and proactive career behaviour among contemporary higher education students

Career values and proactive career behaviour among contemporary higher education students

“New career” profiles for young adults incorporating traditional and protean career orientations and competencies

Leaving academia: why do doctoral graduates take up non-academic jobs and to what extent are they prepared?

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