Protean career attitude and organisational commitment in learning organisation climate

Oh, Seok Young; Koo, Seonhui

doi:10.1108/lodj-10-2020-0458

Cited by 8 publications

(6 citation statements)

References 54 publications

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“…The confirmatory factor analysis (Table 2) shows that the dimensional structure of these concepts is valid even in a non-western context. However, no significant relationship between protean and boundaryless career attitudes and organizational commitment was found [60][61][62][63]. No significant effects were observed on the dimensions of organizational commitment (AC, NC and CC) due to protean career attitudes (SD and VD).…”

Section: Resultsmentioning

confidence: 99%

Protean and Boundaryless Career Attitudes as Antecedents of Organizational Commitment—Evidence from the Indian IT Industry

Kumar

Bagherian

Lochab³

et al. 2023

Businesses

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Protean and boundaryless careers have emerged as new ways of handling careers in organizations. This concept is gaining a significant place in career studies. In line with this, the current study examines the relationship between the underlying dimensions of protean (self-direction and value-driven), boundaryless (boundaryless mindset (BM)) and mobility preference (MP) career attitudes and organizational commitment (OC) (affective, normative and continuance). Organizational commitment is important for all kinds of organizations. For data collection, 600 IT professionals employed in different organizations in the Delhi-NCR region of India were approached. Descriptive statistics, correlation and structural equation modeling (SEM) were utilized to validate the research outcomes and test hypotheses. Prior literature studies focusing on the effects of protean and boundaryless career attitudes on organizational commitment have not been much explored. The current study suggests that mobility preference has a significant contribution towards individuals’ continued commitment to the employing organization. Other variables assert an insignificant relationship with organizational commitment. These results demonstrate how decision-makers and managers should proceed to design a blueprint for the education of employees in conjunction with the underlying dimensions of protean, boundaryless and mobility preferences, career attitudes and organizational commitment (OC).

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Section: Resultsmentioning

confidence: 99%

Protean and Boundaryless Career Attitudes as Antecedents of Organizational Commitment—Evidence from the Indian IT Industry

Kumar

Bagherian

Lochab³

et al. 2023

Businesses

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“…The embedded system refers to the mechanism through which organisations acquire, retain, and disseminate information, skills, and practises across various levels of management (Hannachi, 2016;Hussein et al, 2016;Wang, 2020). Embedded systems play a vital role in aiding the procurement and promulgation of knowledge, enabling people to efficiently access and get the necessary information at any given time (Oh & Koo, 2021). The possession of employee knowledge is of utmost importance for businesses as it enables them to sustain a competitive advantage vis-à-vis their competitors (Zammit et al, 2017).…”

Section: Embedded Systemsmentioning

confidence: 99%

Firm Size: The Role of Learning Organization

2023

EJBM

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Learning organization is vital to the development of any Nation, because of its capacity to enhance skill development, decision making capabilities, and knowledge. Hence learning organization's is a slogan for achievement and sustainability in an organization. A lucrative organization is an organization that devote with utmost intentionality in continuous learning and job enrichment (Budhiraja, 2022). The wide deficiency broadly spread in Nigerian SMEs in employing and utilizing the dimensions of learning organization which has birthed below the benchmark achievement of their business hence the gap in the study. SMEs in Nigeria have been tagged has having a barrier to success, and bankruptcy due to various dangerous issues, including firm size. Cross-sectional survey method was utilized based on the ability to capture a singular mark in time, acquiring info from a group at a single point and matching participants, and a simple random sampling technique was employed due to its suitability for homogeneous demography gives members of the sample the liberty to be selected. Also, the validity of all scales was established using confirmatory analysis, which demonstrated satisfactory reliability. The study utilized SmartPLS version 4.0 in the execution of the algorithm and bootstrapping using a two-tailed technique. The findings from the analysis using structural equation modelling indicate that the dimensions of a learning organisation have a symbolic influence on the size of small and medium-scale enterprises (SMEs) in Nigeria. The implication of the findings is that the findings will assist management in diagnosing and systemizing strategies to address the persistent challenge that has hindered the industry's progress over time. It will also help them in achieving the organisational goals, gaining a competitive edge, and preparing for the uncertainties and dynamic nature of the business landscape.

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“…Gubler et al (2014) redefine the protean career measure consisting of the concepts of protean career, protean career orientation, and protean career path. However, the often used measurement is the protean career attitude scale (Waters et al, 2014;Babalola & Bruning, 2015;Rahim & Siti-rohaida, 2015), which comprises dimensions driven by self-values and self-direction (Ayoobzadeh, 2021;Oh & Koo, 2021) their strategies to navigate job search, especially in turbulent times, are unknown. To address this gap, the author hypothesized and examined a sequential mediation model whereby freelancer protean career orientation (PCO; Abessolo et al, 2017;Steiner et al, 2019) we found that the three approaches had the following similarities: (1) referring to the initial definition of the Protean Hall career in 1976; (2) use the exact two sizes, namely driven by self-value and self-direction, which is a cognitive component and behavior as a component forming attitude;…”

Section: Conceptualization Of 'New' Protean Careerattitudementioning

confidence: 99%

The Passion of Work and Proactive Work Behavior: Validation of ‘New’ Protean Career Attitude Through Nomological Network

Nilawati,

Kismono,

Handoko

et al. 2021

JDM

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Protean careers are understood and measured using different concepts. Apart from being confusing, it also causes divergences that result in limited operationalization of the protean career. O This study aims to develop a more comprehensive tool for measuring protean careers by examining the nomological network of ‘new’ protean career attitudes. Researchers added a measure of the affective component of love for work, in addition to dimensions driven by self-values and self-directed behavior. The results of the construct validity test through a nomological network involving 160 respondents showed two critical points. First, on the relationship between the dimensions, the dimensions of love for work and self-direction behavior are related to the harmonious passion variable and the proactive work behavior of career initiatives and personal initiatives. Second, the relationship within the dimension shows that the dimensions of love for work, driven by self-values, and self-directed behavior are interrelated. Additional validity tests, such as convergent, discriminant, and predictive validity tests, indicate that the question items are valid. Future research needs to pay more attention to the affective dimensions of love for work and harmonious passion.e.

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Protean career attitude and organisational commitment in learning organisation climate

Cited by 8 publications

References 54 publications

Protean and Boundaryless Career Attitudes as Antecedents of Organizational Commitment—Evidence from the Indian IT Industry

Protean and Boundaryless Career Attitudes as Antecedents of Organizational Commitment—Evidence from the Indian IT Industry

Firm Size: The Role of Learning Organization

The Passion of Work and Proactive Work Behavior: Validation of ‘New’ Protean Career Attitude Through Nomological Network

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