Linking protean career orientation to well-being: the role of psychological capital

Li, Yongzhan

doi:10.1108/cdi-07-2017-0132

Cited by 43 publications

(65 citation statements)

References 85 publications

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“…According to the JD-R model, any work setting consists of job demands and job resources. Protean orientation acts as a job demand in work setting that requires employees to make efforts to accomplish those resources (Li, 2018). These resources are gained in line with the internal compass of the individuals (i.e.…”

Section: Protean Career Attitde and Perceived Employabilitymentioning

confidence: 99%

“…Driven by the protean demand, appropriate career planning is devised, which helps in the development of many resources (Li, 2018). This vigilant career planning develops their social, human and psychological resources (Li, 2018) and creates a 'resource caravan' (Kirves, 2014), thereby enhancing a major resourcethe 'perception' of their employability. Perceived employability is regarded as a personal resource, according to the COR theory (Kirves, 2014).…”

Section: Protean Career Attitde and Perceived Employabilitymentioning

confidence: 99%

“…Hence, due to the flexible and self-directed approach to career progression, such individuals can take risk in an uncertain career scenario (Gubler et al, 2014). Adopting a protean career has several positive career outcomes such as career success (De Vos & Soens, 2008;Gubler et al, 2014), organizational commitment (Khan et al, 2016); job search activity (Waters et al, 2014) and employee wellbeing (Li, 2018).…”

Section: Introductionmentioning

confidence: 99%

See 2 more Smart Citations

Insight to Impact: The Effect of Protean Career Attitude on Employability Perceptions of IT Professionals

Nimmi¹,

Zakkariya²,

Nezrin³

2020

Colombo Bus. J

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In the contemporary career-scape, protean career attitude is considered as an innovative approach of employees to channel their aspirations independently and to explore their future career prospects on their own. The accelerating rate of change in the nature and types of work necessitates the development of a protean attitude, which in turn will have an impact on the employability perceptions of employees. This study postulates that protean career attitude positively influences internal and external dimensions of employability, and this influence is mediated by career insight, i.e., greater goal clarity and deeper understanding of one's skills and interest. The proposed hypotheses were tested among software engineers employed in the Information Technology (IT) industry and the results indicated that protean attitude predicted both internal employability and external employability, and career insight partially mediates the associations. The study further discusses the importance of employeecentric work culture to retain protean talents.

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Section: Protean Career Attitde and Perceived Employabilitymentioning

confidence: 99%

Section: Protean Career Attitde and Perceived Employabilitymentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

See 1 more Smart Citation

Insight to Impact: The Effect of Protean Career Attitude on Employability Perceptions of IT Professionals

Nimmi¹,

Zakkariya²,

Nezrin³

2020

Colombo Bus. J

View full text Add to dashboard Cite

show abstract

“…Given these premises, whatever the perspective adopted, the common ground to all these studies is the evidence that nowadays career development and career management are in charge of the individual, much more than of the organization (Li, ). Yet, as a result of these new career orientations, the promise for ‘job security’ has been progressively replaced with ‘employment security’, namely employability (Van der Heijden et al , ), that is the ability to adapt and to successfully cope with the ever‐changing requirements of this turbulent and fragmented labour market (Martini & Cavenago, ; Sung et al , ).…”

Section: Introductionmentioning

confidence: 99%

Employability as a compass for career success: development and initial validation of a new multidimensional measure

Presti

Ingusci

Magrin

et al. 2019

Int J Training Development

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This article reports the development and initial validation of a multidimensional measure of employability based on the theoretical model of Lo Presti and Pluviano (2016). Four different studies were designed and implemented. Study 1 was a qualitative study that involved a group of 15 labour market experts and aimed at developing the items pool. In Study 2, an exploratory factor analysis of 526 employees was carried out to examine the structure of the employability measure as previously obtained. Study 3 aimed at verifying the employability measure that had emerged from Study 2 through confirmatory factor analysis of 699 employees, resulting in a 28‐item shortened version encompassing the original four employability dimensions. Finally, in Study 4, concurrent and predictive validity of the definitive version of the employability measure were tested on a sample of 712 employees. Implications for vocational guidance and human resource management, as well as future employability research, are discussed.

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“…Every step in the career path is accompanied by individual incentives, qualification and personnel development measures (Chen et al, 2019). Li (2018) postulated that individuals exert more control in their personal career development with less restrictions from traditional boundaries such as physical and psychological mobility and professions. Individuals can be entangled in the PM profession if there is enough motivation, opportunities to learn new skills and knowledge, development opportunities and availability of roles that enable them to demonstrate their talents (Rodrigues et al, 2016;Ekrot et al, 2016;Crawford et al, 2013).…”

Section: Career Path For Project Managersmentioning

confidence: 99%

Factors driving the career progression of construction project managers

Agyekum

Kissi

Danku

et al. 2020

JEDT

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Purpose This paper aims to examine the factors that drive the career progression of construction project managers (CPM) in the Ghanaian construction industry. Design/methodology/approach Based on the quantitative approach, the views of 80 CPMs working with D1 building construction firms were elicited using a structured questionnaire. Data was analysed using one-sample t-test, which was used to examine the relative significance of the variables. The mean scores, standard deviations and significance values (p-values) of each variable were used to examine the outcome of the survey. Findings The findings suggest that “existence of organizational support systems”, “ability to create identity”, “having an influential mentor and coach”, “accepting complicated and high visibility assignments” and “ability to gain managerial or leadership experience” are the key factors that drive the career progression of CPMs in Ghana. Research limitations/implications Findings from this study is limited to CPMs, specifically within the Ghanaian construction industry. This implies that with the fragmented nature of the construction industry, adopting these findings in construction settings within other countries may not yield the desired results, especially, if those countries do not share similar characteristics and context with Ghana. Practical implications Practically, this study highlights for the benefits of project managers (PM) (especially those in the construction industry) the key factors that drive their career progressions. Identification of these drivers offers the professionals with those factors to be prioritized when seeking to progress their careers in the construction industry. Originality/value Empirical research on the factors that drive the career progression of CPMs has not been fully examined in previous studies, though such studies in other sectors aside construction are prevalent. Hence, the identification of the drivers for career progression of construction PMs advances literature in the area and offers the professionals with those factors to be prioritized when seeking to progress their careers.

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Linking protean career orientation to well-being: the role of psychological capital

Cited by 43 publications

References 85 publications

Insight to Impact: The Effect of Protean Career Attitude on Employability Perceptions of IT Professionals

Insight to Impact: The Effect of Protean Career Attitude on Employability Perceptions of IT Professionals

Employability as a compass for career success: development and initial validation of a new multidimensional measure

Factors driving the career progression of construction project managers

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