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1 – 10 of over 45000Lama Blaique, Ashly Pinnington and Hazem Aldabbas
The under-representation of women working in Science, Technology, Engineering and Mathematics (STEM) careers is a persistent problem worldwide. This dilemma is exacerbated by the…
Abstract
Purpose
The under-representation of women working in Science, Technology, Engineering and Mathematics (STEM) careers is a persistent problem worldwide. This dilemma is exacerbated by the fact that an insufficient number of women enroll in STEM studies, and a significant proportion of those who do join then opt out of their STEM careers at different points in their lives. The protean attitude emphasizes agentic individual control over one’s career, and thus offers women substantial potential for developing and enhancing career outcomes. Therefore, this study aims to investigate coping self-efficacy as an antecedent and career identity as a consequent of a protean attitude for women working in STEM.
Design/methodology/approach
Using a questionnaire survey, data were collected from 482 women working in STEM in the Middle East region. Multiple regression and bootstrapping methods were used in the analysis of the data.
Findings
The findings indicate that coping self-efficacy positively affects both protean attitude and career identity. The results also show that a protean attitude mediates the relationship between coping self-efficacy and career identity.
Practical implications
This research presents organizational management and government policy recommendations aimed at increasing the recruitment and retention of women in STEM careers.
Originality/value
The study addresses some of the main challenges related to identifying antecedents and outcomes of protean attitude.
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Srabasti Chatterjee, Nikhat Afshan and Prerna Chhetri
This paper investigates the mediating role of career planning attitudes (career optimism, career adaptability and perceived knowledge of job market) on the relationship between…
Abstract
Purpose
This paper investigates the mediating role of career planning attitudes (career optimism, career adaptability and perceived knowledge of job market) on the relationship between motivational factors (goal, emotion, context belief and capability belief) and career decisiveness.
Design/methodology/approach
Data were collected from 302 undergraduate final semester students in India. Data were collected using survey questionnaire methods at two phases T1 and T2 within an interval of eight months. Structural equation modeling using AMOS was used for data analysis.
Findings
The findings of the study suggested that individual components of career planning attitudes as well as the collective career planning attitudes fully mediate dimensions of motivational systems theory and career decisiveness relationship.
Practical implications
The findings of the study could help those who are associated with developing and conducting career planning and development programs.
Originality/value
This study explored the antecedents and consequences of career planning attitudes, integrating both individual and contextual factors.
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Career self‐directedness is a concept that has gained widespread attention in the literature on new careers and managerial thinking about contemporary career development. In a…
Abstract
Purpose
Career self‐directedness is a concept that has gained widespread attention in the literature on new careers and managerial thinking about contemporary career development. In a related sense, the topic of employee retirement has become popular in both the academic and managerial literature. However, to date, career self‐directedness has not been studied in relationship with older workers' retirement intentions. The purpose of this study is to test a model of the relationship between career self‐directedness and retirement intentions, mediated by career self‐management behaviors and engagement.
Design/methodology/approach
A survey was completed by 271 employees older than 45 working in five organizations. The average age was 53, and 59 percent were female. Participants had been with their current employer for an average of 16 years, and 58 percent of them worked fulltime. The survey included measures of self‐directed career attitude, career self‐management behaviors, engagement and retirement intention.
Findings
Results indicate that engagement and career self‐management behaviors fully mediated the relationship between self‐directed career attitude and retirement intention.
Originality/value
This is the first study to address career self‐directedness in relationship with retirement intentions, thereby considering the mediating role of career self‐management behaviors and engagement. As a result, this study contributes to insights in the validity of career self‐directedness as a predictor of career development using a sample of employees different from the main body of studies using samples of employees in their early career stages. Moreover, it sheds further light on the retirement process by including an individual career attitude and intermediating variables viewed as important to understand contemporary organizational behavior.
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Yoonhee Park, Jin Gu Lee, Hong Jeon Jeong, Min Sub Lim and Mi-Rae Oh
The purpose of this study is to investigate the structural relationships between protean career attitude, career resilience, proactive career behavior and external employability.
Abstract
Purpose
The purpose of this study is to investigate the structural relationships between protean career attitude, career resilience, proactive career behavior and external employability.
Design/methodology/approach
This study sampled 212 training apprentice employees who participated in training programs using a proportional stratified sampling in South Korea. The study tested the research model using structural equation modeling.
Findings
This study revealed that protean career attitude influenced external employability through career resilience and proactive career behavior. Career resilience fully mediated the relationship between protean career attitude and external employability and partially mediated protean career attitude and proactive career behavior. Proactive career behavior also mediated the relationship between protean career attitude and external employability.
Research limitations/implications
This study has a limitation by relying on cross-sectional data. In terms of theoretical implications, this study can add new knowledge to the protean career research by demonstrating that the protean career attitude influences perceived external employability through career resilience and proactive career behavior for the sample of young training apprentice employees.
Originality/value
This study uncovers the dynamic processes between protean career attitude and perceived external employability. Moreover, this study’s sample is significant because training apprentice employees are mostly young in their 20s and 30s with less than three years of working experience and working in small and medium-sized enterprises in South Korea.
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Matthew A. Douglas and Stephen M. Swartz
The purpose of this paper is to determine whether or not early, mid, late career stage truck drivers view the safety regulations differently and how drivers’ regulatory attitudes…
Abstract
Purpose
The purpose of this paper is to determine whether or not early, mid, late career stage truck drivers view the safety regulations differently and how drivers’ regulatory attitudes influence their compliance attitudes and intentions.
Design/methodology/approach
This survey study is designed to evaluate the differences in truck drivers’ attitudes toward safety regulations across career stages. Moreover, the study applies ordinary least squares path analysis to determine the influence of drivers’ regulatory attitudes on compliance attitudes and intentions.
Findings
Results revealed that drivers in early and late career stages harbor different perceptions of the burden safety regulations place on driving operations, the effectiveness of driver-focused safety regulations in maintaining road safety, and the acceptability of certain unsafe acts. Moreover, drivers’ attitudes toward regulations directly and indirectly influenced compliance attitudes and intentions.
Research limitations/implications
The participant sample was taken from employees of four large motor carriers operating refrigerated and dry box trailers over the road in interstate commerce. While the sample is roughly representative of this segment, the authors recommend caution in generalizing the findings across the diverse US trucking industry as a whole.
Practical implications
Findings suggest that motor carrier management should tailor safety and regulatory familiarization training across career stages. Moreover, carriers should provide targeted communication regarding the effectiveness of regulations and impact of regulations on driving operations in order to alleviate drivers’ negative attitudes toward regulations where possible.
Originality/value
This study marks the first application of career stage theory to the motor carrier safety context. This study also provides further evidence as to the efficacy of drivers’ attitudes toward safety regulations in predicting drivers’ compliance attitudes and intentions. A better understanding of these phenomena may lead to improved compliance and safety.
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The purpose of this paper is to investigate the relationship between protean career attitude and perceived internal and external employability, along with the mediating effect of…
Abstract
Purpose
The purpose of this paper is to investigate the relationship between protean career attitude and perceived internal and external employability, along with the mediating effect of learning-goal orientation.
Design/methodology/approach
Data were collected by distributing paper-based questionnaires to 527 workers in private banking sectors in Taiwan. Hierarchical regression analysis was used to examine the results of the relationships.
Findings
The results supported the idea that protean career attitude is a significant antecedent of perceived internal and external employability. Protean talents with a higher degree of protean attitude toward value-driven career orientation and self-directed career management have an external employability that is greater than their internal employability. Learning-goal orientation fully mediated the effect of protean career attitude on perceived internal employability, but only partially mediated external employability.
Practical implications
The findings can help human resource managers gain a better understanding of the use of an appropriate strategy to influence an employee’s perceived internal and external employability, which can increase the motivation and improve employer-employee relationships that contribute to organizational success and performance. Employees should recognize the increased importance of continuous learning with goal-setting in order to deal with changes at work.
Originality/value
This paper empirically establishes the association between protean career attitude and perceived internal and external employability. The protean career concept may provide organizations with a valuable perspective in the evolution of careers. Valuable and protean talents place an emphasis on individuals’ core values, and while learning goals are meant to suit employer organizations, they may also establish opportunities that could cross-organizational boundaries.
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Jon P. Briscoe and Lisa M. Finkelstein
The purpose of this paper is to establish whether positive or negative relationships exist between boundaryless and protean career attitudes (respectively) and organizational…
Abstract
Purpose
The purpose of this paper is to establish whether positive or negative relationships exist between boundaryless and protean career attitudes (respectively) and organizational commitment and whether such relationships can be moderated by development opportunities.
Design/methodology/approach
Surveys from 212 part‐time MBAs were analyzed using correlation, regression, or moderated multiple regression to explore relationships between boundaryless career attitudes (boundaryless mindset, organizational mobility), protean career attitudes (self‐directed career management, values‐driven career management), organizational commitment (affective, continuance and normative), and development opportunities.
Findings
Only organizational mobility preference was correlated (negatively) with each type of commitment. Boundaryless mindset was moderated in its relationship to normative commitment in that lower development opportunities resulted in lower commitment for those with higher levels of boundaryless mindset.
Research limitations/implications
The study is limited due to sample nature and the lack of longitudinal design. Also, it does not provide implications for other types of commitment that may be impacted by career attitudes and development opportunities (occupational commitment, for example).
Practical implications
A counterintuitive finding but important implication from this research is that employers should not assume that protean and boundaryless employees (respectively) will be less committed to the organization. Another practical finding is that developmental opportunities, while important to all employees, did not generally make employees with protean and boundaryless attitudes more committed to their organization.
Originality/value
The paper is the first, to one's knowledge, to assess organizational commitment with specific measures of boundaryless and protean career attitudes. While the results are simple, they refute many stereotypes of the new career and, in that sense, add an important perspective to the career literature.
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Deirdre O'Shea and Melrona Kirrane
The purpose of the paper is to focus on personal and social background factors as potential channels for the transmission of work related attitudes in young adults. The paper aims…
Abstract
Purpose
The purpose of the paper is to focus on personal and social background factors as potential channels for the transmission of work related attitudes in young adults. The paper aims to examine the extent to which gender, parental job type, job status, and education, as well as school experience, influence the development of attitudes towards work and family life.
Design/methodology/approach
The study comprised a quantitative (questionnaire based) survey with a sample of 782 final year undergraduate students attending various third level institutions in Ireland and the USA.
Findings
The results indicated that individuals who had grown up in traditional mixed families had more positive attitudes towards balancing work and home roles than did those who had grown up in traditional single earner families. Father's educational level also emerged as a significant factor in the career‐family attitudes of the participants.
Research limitations/implications
The results of this research indicate that young people have developed attitudes towards managing the work/family interface on entering the workforce, which they acquire through a social learning process. Limitations included the cross‐sectional nature of the design and future longitudinal research is needed.
Practical implications
Organizations and managers need to be aware of the well‐developed attitudes of new entrants in order to address early issues of psychological contract and person‐organizational fit, which have an impact on career success and career management.
Originality/value
The findings of the paper break new ground on the role of social learning on the formation of attitudes towards managing the work‐family interface. Such attitudes proceed to inform behavioral patterns and decisions in the harmonious management of the two domains.
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Lan Cao, Andreas Hirschi and Jürgen Deller
The authors sought to explain why and how protean career attitude might influence self‐initiated expatriates' (SIEs) experiences positively. A mediation model of cultural…
Abstract
Purpose
The authors sought to explain why and how protean career attitude might influence self‐initiated expatriates' (SIEs) experiences positively. A mediation model of cultural adjustment was proposed and empirically evaluated.
Design/methodology/approach
Data from 132 SIEs in Germany containing measures of protean career attitude, cultural adjustment, career satisfaction, life satisfaction, and intention to stay in the host country were analysed using path analysis with a bootstrap method.
Findings
Empirical results provide support for the authors' proposed model: the positive relations between protean career attitude and the three expatriation outcomes (career satisfaction, life satisfaction and intention to stay in the host country) were mediated by positive cross‐cultural adjustment of SIEs.
Research limitations/implications
All data were cross‐sectional from a single source. The sample size was small and included a large portion of Chinese participants. The study should be replicated with samples in other destination countries, and longitudinal research is suggested.
Practical implications
By fostering both a protean career attitude in skilled SIE employees and their cultural adjustment, corporations and receiving countries could be able to retain this international workforce better in times of talent shortage.
Originality/value
This study contributes to the scarce research on the conceptual relatedness of protean career attitude and SIEs, as well as to acknowledging the cultural diversity of the SIE population.
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Deirdre O'Shea, Sinead Monaghan and Timothy D. Ritchie
The purpose of this paper is to examine the role of protean and boundaryless career attitudes in early career employees during a time of economic recession in Ireland…
Abstract
Purpose
The purpose of this paper is to examine the role of protean and boundaryless career attitudes in early career employees during a time of economic recession in Ireland, specifically regarding their relationship to work characteristics, job satisfaction and career satisfaction.
Design/methodology/approach
Using a quantitative design, data were obtained from a variety of Irish organizations. Employees in the trial career stage (aged between 18 and 29) responded to questions pertaining to their career attitudes, perceived work context and satisfaction.
Findings
Skill variety was related to higher job satisfaction for those with a strong organizational mobility preference, and skill specialization was related to lower job satisfaction for those with a weak organizational mobility preference. Autonomy and skill specialization were positively related to career satisfaction for those who held a strong self-directed career attitude.
Research limitations/implications
For researchers, this study contributes to our understanding of the boundary conditions of the work design-satisfaction relationship, and provides further insights into how these findings extend to career satisfaction.
Practical implications
For managers, they demonstrate the importance of considering career attitudes when considering the relationship between job design and satisfaction during recessionary times.
Originality/value
The research extends past findings on careers attitudes during times of recession, and provides insights into psychological and contextual variables that contribute to satisfaction during such economic periods.
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