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

Abstract

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.

Who is successful in career development? A person-centered approach to the study of career orientation profiles

“…Indeed, studies which have investigated career profiles have mostly adopted a narrow focus, by considering a specific set of career orientation attitudes. For example, Kuron et al (2016), Çakmak-Otluo glu (2018) and Kim et al (2022) all studied career profiles by considering PCO and Boundaryless career orientation (BCO; Arthur and Rousseau, 2001), which refers to the willingness to change organization throughout one's career. All these studies focus on how workers want to conduct their career, and not if they want to put the necessary effort to do so, and if they believe that such an effort is worth it.…”

“…For example, Kuron et al. (2016), Çakmak-Otluoğlu (2018) and Kim et al. (2022) all studied career profiles by considering PCO and Boundaryless career orientation (BCO; Arthur and Rousseau, 2001), which refers to the willingness to change organization throughout one's career.…”

Protean career orientation to turnover intentions: moderating roles of current organizational career growth and future organizational career growth prospect

“…On the one hand, PCO promotes one's identity awareness (Hall et al, 2018), making him/ her more aware of personal identities and career goals (Kim et al, 2022) what kind of organization is suitable for them. More importantly, high-PCO employees are not only more aware of their intrinsic values and more insistent on achieving them (Hall et al, 2018), but also believe their personal values more aligned with those of the organization (Baruch et al, 2016).…”

Profiling career orientations of young adults

“…In light of these indications, Kim et al (2022) propose that young people at university will exhibit different profiles based on configurations of TCO, PCO and career competencies. They likewise seek to ascertain whether individual profiles are more strongly connected to particular career outcomes.…”