Protean
Examining the impact of protean and boundaryless career attitudes upon subjective career success.
This journal by Enache et al. speaks about two kinds of employees and their career attitudes and they are protean and boundaryless. Because of the theory that we are testing, we will only be looking at protean career attitudes and employees who follow them. Until recently, career development and success were looked at to be a full time and long-term jobs.
Recently, career development is seen as a person taking control of himself and his own career and vocational destiny. A protean employee can be defined as being someone who is able to change when needed and is someone who is flexible and has the skills to adapt to new changes. According to Briscoe et al. (2006), protean career attitudes capture self-direction in career management and making choices based on one's own values in guiding one's career and vocational development. This also shows us that protean individuals tend to look at both self-direction and values driven predisposition. King (2004) also argued that taking responsibility for managing one's career development can deliver positive psychological outcomes, including career and life satisfaction, enhanced self-efficacy and individual well-being, if desired career outcomes are achieved.
Taking into account the definitions of protean employees and their attitudes and looking at the theory we are presenting, we can hopefully find a relation showing that protean employees can help society. By having traits of self-direction and values driven, protean employees will ensure their insertion into society given the right incentives.
Slide Title: Examining the impact of protean and boundaryless career attitudes upon subjective career success.
* Protean and boundaryless * Traditional career attitudes * Protean employee definition: * Briscoe et al. (2006) * Self-direction and values-driven * King (2004) *
This journal by Enache et al. speaks about two kinds of employees and their career attitudes and they are protean and boundaryless. Because of the theory that we are testing, we will only be looking at protean career attitudes and employees who follow them. Until recently, career development and success were looked at to be a full time and long-term jobs.
Recently, career development is seen as a person taking control of himself and his own career and vocational destiny. A protean employee can be defined as being someone who is able to change when needed and is someone who is flexible and has the skills to adapt to new changes. According to Briscoe et al. (2006), protean career attitudes capture self-direction in career management and making choices based on one's own values in guiding one's career and vocational development. This also shows us that protean individuals tend to look at both self-direction and values driven predisposition. King (2004) also argued that taking responsibility for managing one's career development can deliver positive psychological outcomes, including career and life satisfaction, enhanced self-efficacy and individual well-being, if desired career outcomes are achieved.
Taking into account the definitions of protean employees and their attitudes and looking at the theory we are presenting, we can hopefully find a relation showing that protean employees can help society. By having traits of self-direction and values driven, protean employees will ensure their insertion into society given the right incentives.
Slide Title: Examining the impact of protean and boundaryless career attitudes upon subjective career success.
* Protean and boundaryless * Traditional career attitudes * Protean employee definition: * Briscoe et al. (2006) * Self-direction and values-driven * King (2004) *