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Christy H Weer - One of the best experts on this subject based on the ideXlab platform.
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relationship between Protean Career orientation and work life balance a resource perspective
Journal of Organizational Behavior, 2015Co-Authors: Marco S Direnzo, Jeffrey H Greenhaus, Christy H WeerAbstract:Summary Despite the commonly held belief that a Protean Career orientation (PCO) enables employees to achieve more balance in their lives, little is known about the relationship between PCO and work–life balance. Using two waves of data collection separated by 2.5 years, this study examined the relationship between PCO and work–life balance among a sample of 367 college-educated employees in the United States. Analysis was conducted to empirically distinguish PCO from conceptually related constructs, and structural equation modeling was used to examine the process that explains the linkage between PCO and balance. We found that PCO was positively related to work–life balance. We also found support for the role of several resources (social capital, psychological capital, and perceived employability) that explain the relationship between PCO and balance. In particular, PCO was associated with extensive Career planning activities that were related to the accumulation of three forms of Career capital—human capital, social capital, and psychological capital. In turn, social capital and psychological capital were associated with high employability, which was related to greater work–life balance for individuals who take a whole-life perspective on their Careers. We discuss the theoretical and practical implications of the findings and provide suggestions for future research. Copyright © 2015 John Wiley & Sons, Ltd.
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Relationship between Protean Career orientation and work–life balance: A resource perspective
Journal of Organizational Behavior, 2015Co-Authors: Marco S Direnzo, Jeffrey H Greenhaus, Christy H WeerAbstract:Summary Despite the commonly held belief that a Protean Career orientation (PCO) enables employees to achieve more balance in their lives, little is known about the relationship between PCO and work–life balance. Using two waves of data collection separated by 2.5 years, this study examined the relationship between PCO and work–life balance among a sample of 367 college-educated employees in the United States. Analysis was conducted to empirically distinguish PCO from conceptually related constructs, and structural equation modeling was used to examine the process that explains the linkage between PCO and balance. We found that PCO was positively related to work–life balance. We also found support for the role of several resources (social capital, psychological capital, and perceived employability) that explain the relationship between PCO and balance. In particular, PCO was associated with extensive Career planning activities that were related to the accumulation of three forms of Career capital—human capital, social capital, and psychological capital. In turn, social capital and psychological capital were associated with high employability, which was related to greater work–life balance for individuals who take a whole-life perspective on their Careers. We discuss the theoretical and practical implications of the findings and provide suggestions for future research. Copyright © 2015 John Wiley & Sons, Ltd.
Marco S Direnzo - One of the best experts on this subject based on the ideXlab platform.
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relationship between Protean Career orientation and work life balance a resource perspective
Journal of Organizational Behavior, 2015Co-Authors: Marco S Direnzo, Jeffrey H Greenhaus, Christy H WeerAbstract:Summary Despite the commonly held belief that a Protean Career orientation (PCO) enables employees to achieve more balance in their lives, little is known about the relationship between PCO and work–life balance. Using two waves of data collection separated by 2.5 years, this study examined the relationship between PCO and work–life balance among a sample of 367 college-educated employees in the United States. Analysis was conducted to empirically distinguish PCO from conceptually related constructs, and structural equation modeling was used to examine the process that explains the linkage between PCO and balance. We found that PCO was positively related to work–life balance. We also found support for the role of several resources (social capital, psychological capital, and perceived employability) that explain the relationship between PCO and balance. In particular, PCO was associated with extensive Career planning activities that were related to the accumulation of three forms of Career capital—human capital, social capital, and psychological capital. In turn, social capital and psychological capital were associated with high employability, which was related to greater work–life balance for individuals who take a whole-life perspective on their Careers. We discuss the theoretical and practical implications of the findings and provide suggestions for future research. Copyright © 2015 John Wiley & Sons, Ltd.
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Relationship between Protean Career orientation and work–life balance: A resource perspective
Journal of Organizational Behavior, 2015Co-Authors: Marco S Direnzo, Jeffrey H Greenhaus, Christy H WeerAbstract:Summary Despite the commonly held belief that a Protean Career orientation (PCO) enables employees to achieve more balance in their lives, little is known about the relationship between PCO and work–life balance. Using two waves of data collection separated by 2.5 years, this study examined the relationship between PCO and work–life balance among a sample of 367 college-educated employees in the United States. Analysis was conducted to empirically distinguish PCO from conceptually related constructs, and structural equation modeling was used to examine the process that explains the linkage between PCO and balance. We found that PCO was positively related to work–life balance. We also found support for the role of several resources (social capital, psychological capital, and perceived employability) that explain the relationship between PCO and balance. In particular, PCO was associated with extensive Career planning activities that were related to the accumulation of three forms of Career capital—human capital, social capital, and psychological capital. In turn, social capital and psychological capital were associated with high employability, which was related to greater work–life balance for individuals who take a whole-life perspective on their Careers. We discuss the theoretical and practical implications of the findings and provide suggestions for future research. Copyright © 2015 John Wiley & Sons, Ltd.
Jeffrey H Greenhaus - One of the best experts on this subject based on the ideXlab platform.
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relationship between Protean Career orientation and work life balance a resource perspective
Journal of Organizational Behavior, 2015Co-Authors: Marco S Direnzo, Jeffrey H Greenhaus, Christy H WeerAbstract:Summary Despite the commonly held belief that a Protean Career orientation (PCO) enables employees to achieve more balance in their lives, little is known about the relationship between PCO and work–life balance. Using two waves of data collection separated by 2.5 years, this study examined the relationship between PCO and work–life balance among a sample of 367 college-educated employees in the United States. Analysis was conducted to empirically distinguish PCO from conceptually related constructs, and structural equation modeling was used to examine the process that explains the linkage between PCO and balance. We found that PCO was positively related to work–life balance. We also found support for the role of several resources (social capital, psychological capital, and perceived employability) that explain the relationship between PCO and balance. In particular, PCO was associated with extensive Career planning activities that were related to the accumulation of three forms of Career capital—human capital, social capital, and psychological capital. In turn, social capital and psychological capital were associated with high employability, which was related to greater work–life balance for individuals who take a whole-life perspective on their Careers. We discuss the theoretical and practical implications of the findings and provide suggestions for future research. Copyright © 2015 John Wiley & Sons, Ltd.
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Relationship between Protean Career orientation and work–life balance: A resource perspective
Journal of Organizational Behavior, 2015Co-Authors: Marco S Direnzo, Jeffrey H Greenhaus, Christy H WeerAbstract:Summary Despite the commonly held belief that a Protean Career orientation (PCO) enables employees to achieve more balance in their lives, little is known about the relationship between PCO and work–life balance. Using two waves of data collection separated by 2.5 years, this study examined the relationship between PCO and work–life balance among a sample of 367 college-educated employees in the United States. Analysis was conducted to empirically distinguish PCO from conceptually related constructs, and structural equation modeling was used to examine the process that explains the linkage between PCO and balance. We found that PCO was positively related to work–life balance. We also found support for the role of several resources (social capital, psychological capital, and perceived employability) that explain the relationship between PCO and balance. In particular, PCO was associated with extensive Career planning activities that were related to the accumulation of three forms of Career capital—human capital, social capital, and psychological capital. In turn, social capital and psychological capital were associated with high employability, which was related to greater work–life balance for individuals who take a whole-life perspective on their Careers. We discuss the theoretical and practical implications of the findings and provide suggestions for future research. Copyright © 2015 John Wiley & Sons, Ltd.
Douglas T. Hall - One of the best experts on this subject based on the ideXlab platform.
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Protean Careers at Work: Self-Direction and Values Orientation in Psychological Success
Annual Review of Organizational Psychology and Organizational Behavior, 2018Co-Authors: Douglas T. Hall, Jeffrey Yip, Kathryn DoironAbstract:How do self-direction and personal values influence Career outcomes? Such questions have been central in research on the Protean Career—a Career process characterized by the exercise of self-direction and an intrinsic values orientation in the pursuit of psychological success. This article provides an integrative review, with a focus on three empirically supported Protean processes—identity awareness, adaptability, and agency. In addition, we discuss the role of Protean Careers in the contemporary work environment, clarify definitional and measurement issues, recommend research directions, and provide practical implications for organizations. Our underlying assumption throughout this discussion is that the elements of a Protean Career orientation (PCO) are basic elements of human needs for growth and meaning. In addition, we discuss how Protean Careers can be beneficial for organizations. In particular, we identify the “Protean Paradox” as a phenomenon that merits further investigation. More specifically,...
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Protean Career attitudes during unemployment and reemployment: A longitudinal perspective
Journal of Vocational Behavior, 2014Co-Authors: Lea Waters, Jon P. Briscoe, Douglas T. Hall, Lan WangAbstract:Abstract This 3-wave, 12-month longitudinal study investigated how Protean Career orientation (PCO) influences unemployed people's self-esteem, job search activity, employment perceived job improvement and perceived Career growth over time. Panel data analysis with a sample of 186 people revealed that PCO was significantly associated with increased self-esteem, job search activity and reemployment. The effect of self-esteem on job search activity was mediated by PCO. PCO was significantly associated with job improvement and Career growth once reemployed and the relationship between PCO and Career growth was mediated by job improvement. PCO declined once participants become reemployed. Implications for how Career counselors can develop Career transitions programs that facilitate a PCO are presented.
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Using Protean Career Attitude to Facilitate a Positive Approach to Unemployment
Psycho-social Career Meta-capacities, 2013Co-Authors: Lea Waters, Jon P. Briscoe, Douglas T. HallAbstract:The rise in unemployment rates associated with the global financial crisis mean that a timely understanding is needed of the ways in which a person’s Career attitude influences their reactions to job loss. Much of the research into unemployment has focused on what people lose during unemployment rather than what people can potentially gain during unemployment. In this paper, we deliberately adopt a “positive deviance” approach (Marsh et al., British Medical Journal, 329:1177–1179, 2004) to unemployment and study the attitudes and behaviors that enable people to find successful solutions during job loss. Specifically, we suggest that Protean Career attitude is a positive factor that can be built upon during unemployment to enhance successful re-employment. The chapter outlines a 6-month longitudinal study that assesses the influence of Protean Career attitude on self esteem, job search, re-employment, Career growth and job improvement. By studying the positive processes through which people positively deviate during unemployment, we can offer unemployed people new ways to create change for themselves.
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The interplay of boundaryless and Protean Careers: Combinations and implications
Journal of Vocational Behavior, 2006Co-Authors: Jon P. Briscoe, Douglas T. HallAbstract:Abstract The boundaryless and Protean Career concepts are compared in this article. It is suggested that the theories can be more finely delineated to produce more effective theory and research. The boundaryless Career concept is profiled according to Sullivan and Arthur’s (this issue) categories of psychological and physical boundarylessness. The Protean Career concept is discussed based upon the degree of self-directed and values driven Career orientations a Career actor demonstrates. We join these respective boundaryless and Protean delineations to produce eight likely Career profiles based upon combinations of the boundaryless and Protean Career orientations. These eight profiles are examined in terms of challenges to Career actors and those who assist them in their Career development.
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The Protean Career: A quarter-century journey
Journal of Vocational Behavior, 2004Co-Authors: Douglas T. HallAbstract:This is a review of the development of the authors ideas on the Protean Career. The origins include both personal experience and scholarly inquiry. I first applied the adjective ‘‘Protean’’ to Careers in 1976, in Careers in organizations. It described a Career orientation in which the person, not the organization, is in charge, where the persons core values are driving Career decisions, and where the main success criteria are subjective (psychological success). This paper traces the link between the Protean concept and the context of growing organizational restructuring, decentralization, and globalization. Current research related to the Protean concept is discussed, and quandaries to guide future research are presented. The paper concludes with a suggestion for examining situations where people are pursuing their ‘‘path with a heart’’ with the intensity of a calling, along with some questions to help researchers self-assess their own Career direction, with an assist from Yogi Berra.
Anne Herrmann - One of the best experts on this subject based on the ideXlab platform.
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Protean Career orientation, vocational identity, and self-efficacy: an empirical clarification of their relationship
European Journal of Work and Organizational Psychology, 2016Co-Authors: Andreas Hirschi, Vanessa K. Jaensch, Anne HerrmannAbstract:ABSTRACTThere is a large interest in how people can be more Protean in their Career development, exhibiting a self-directed striving for personally valued Career outcomes. However, existing research on the Protean Career needs to better address issues of antecedents and outcomes as well as unique effects of a Protean Career orientation (PCO). We present two studies investigating how PCO is related to vocational identity clarity and occupational self-efficacy. Study 1 reports a 1-year, three-wave cross-lagged study among 563 university students and established that PCO preceded changes in identity and self-efficacy—but not the other way around. A 6-month longitudinal study of 202 employees, Study 2 showed that identity clarity and self-efficacy mediated the effects of PCO on Career satisfaction and proactive Career behaviours. PCO only possessed incremental predictive validity regarding proactive Career behaviours. However, we could not confirm specific direct or mediated effects of PCO on job satisfaction...
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The Protean Career orientation as predictor of Career outcomes: Evaluation of incremental validity and mediation effects
Journal of Vocational Behavior, 2015Co-Authors: Anne Herrmann, Andreas Hirschi, Yehuda BaruchAbstract:A Protean Career orientation is assumed to be beneficial for Career development but researchers have only recently started to empirically evaluate the concept. Conducting two studies based on three independent samples of university students and working professionals in Germany, we address issues of concurrent validity, predictive incremental validity and mechanisms linking the Protean orientation to Career outcomes. The first study showed that in a sample of 104 German employees different measures of the Protean Career orientation all correlated highly, but not identically, to a range of work and Career attitudes. Using bootstrapping analysis, a second study with a six-month prospective examination among 419 German university students and a cross-sectional analysis among 526 German employees showed that a Protean Career orientation predicts proactive Career behaviors and Career satisfaction beyond a proactive disposition and core self-evaluations, respectively. Moreover, the Protean Career orientation was a significant mediator of these two personality constructs on both Career outcomes. Cumulatively, the studies enrich our understanding of how and when a Protean Career orientation is related to important Career outcomes.
