Effects of proactive personality, openness to experience, Future time perspective, protean career orientation on future career design

Article Sidebar

PDF
Published: May 31, 2016
DOI: https://doi.org/10.24230/kjiop.v29i2.303-326

Main Article Content

Sujin Kim
Hallym University
Juil Rie
Hallym University

Abstract

The Purpose of this study is to analyze psychological factors which be able to have an effect on Future career design. In our study, Future career design is consisted of Career planning, Career development, and Active-ageing. Based on personality-beliefs-behavior model, proactive personality and openness to experience are selected. as personality traits that have an effect on Future career design. Protean career orientation and Career future time perspective which are belief variables are chosen as mediation factors between two personalities and Future career design. In order to demonstrate mediation effects of beliefs factors, between Future career design and personalities, multi mediation analysis is used. Followings are results of analysis of data for 203 baby boomers having a jobs. First, protean career orientation, future time perspective, career future time perspective have full mediation effects, between two personalities and career plan. Second, protean career orientation and career future time perspective have partial mediation effects, between two personalities and career development. Third, between proactive personality and active ageing intention, future time perspective and career future time perspective have partial mediation effects. On the other hand, between openness to experience and active ageing intention, there are full mediation effects of 3 belief factors. As a result, our study demonstrate effects of personality factors and mediating factors of 3 beliefs for Future career designs. Our research also suggests that career management behavior be organized by personality-belief-behavior model. Lastly, this study suggests importance of psychological traits in career design for aged baby boomers.

Metrics

Metrics Loading ...

Article Details

How to Cite
Kim, S., & Rie, J. (2016). Effects of proactive personality, openness to experience, Future time perspective, protean career orientation on future career design. Korean Journal of Industrial and Organizational Psychology, 29(2), 303–326. https://doi.org/10.24230/kjiop.v29i2.303-326
Issue
Vol. 29 No. 2 (2016): Korean Journal of Industrial and Organizational Psychology
Section
Empirical Articles
Creative Commons License

This work is licensed under a Creative Commons Attribution 4.0 International License.

References

강은나, 김혜진, 김영선 (2012). 베이비부머의 노년기 근로지속의사 및 근로형태에 관한 연구. 노인복지연구, 55(단일호), 159-182.
김나형, 진성미 (2013). 중장년층 경력전환에서의 경력 적응에 대한 연구. 한국 HRD연구, 8(1), 28-53.
김민희 (2003). 노년기 정서경험과 정서조절의 특징. 서울대학교 대학원 석사학위 논문
김희경 (2005). 경력계획의 속성이 경력 만족, 경력 몰입에 미치는 영향에 관한 연구. 서울대학교 대학원 경영학과 석사학위논문.
남순현, 김미혜 (2014). 베이비부머의 여가중심 라이프스타일, 은퇴준비 및 부부 여가활동이 삶의 만족도에 미치는 영향. 한국노년학, 34(1), 183-203.
두송화, 장재윤, & 이주일 (2014). 일중심성이 중고령자의 활동적 노년에 미치는 영향. 한국심리학회지: 산업 및 조직, 27(3), 565- 586.
박인조, 이주일 (2014). 무엇이 장노년의 주관적 경력 성공에 영향을 미치고 받는가?: 시간적 관점에서 조명. 한국심리학회지: 산업 및 조직, 27(1), 83-105.
박인조 (2015). 경력 미래시간 조망이 경력 결정과 활동에 미치는 영향. 한림대학교 대학원 박사학위 논문.
반재곤 (2014). 미래시간조망이 대학생의 경력선택에 미치는 영향: 미래시간조망 효과의 양적 및 질적 분석. 한림대학교 대학원 석사학위 논문.
보건사회연구원 (2010). 베이비부머의 생활실태 및 복지욕구에 관한 조사, 서울: 한국보건사회연구원
삼성 경제연구소 (2010). 베이비붐 세대 은퇴의 파급효과와 대응방안. 서울: 서울삼성경제연구소.
손유미 (2014). 베이비붐 세대의 일자리 현황과 과제. THE HRD REVIEW 5월호. 32- 51.
신영숙 (2010). 경력계획 실천을 위한 행동 문항 개발. HRD 연구 (구 인력개발연구), 12(1), 65-85.
오병철 (2012). 베이비붐 세대 남성 직장인들의 퇴직 태도, 노후준비, 노년기 사회참여 의향. 한서대학교 박사학위논문.
오은혜, 탁진국 (2012). 경력계획이 주관적 경력성공에 미치는 영향: 긍정심리자본의 매개효과와 미래시간전망과 코칭리더십의 조절효과. 한국심리학회지: 산업 및 조직, 25(4), 727-748.
유 경, 장재윤, 한태영, 이주일 (2014). 활동적 노년 척도의 타당화 연구. 한국노년학, 34(3), 613-630
유태용 (1999). 성격의 5요인과 학업수행간의 관계. 인문사회과학논문집, 28, 197-214
유태용, 한태영, 안상수, 신강현, 한영석, 탁진국, 노혜미 (2006). 성격이 실직자들의 행동, 생애만족 및 정신건강에 미치는 영향. 한국심리학회지: 건강, 11(1), 107-124.
이동하, 탁진국 (2008). 주도성과 핵심자기평가가 경력성공에 미치는 영향에 관한 연구: 경력계획을 매개변인으로. 한국심리학회지: 산업 및 조직, 21(1), 83-103.
이주일 (2013). 안전애착, 5 요인성격, 생산적 노년에 미래 시 간 관점 이 미치는 영향. 한국심리학회지: 산업 및 조직, 26(2), 341- 370.
이현주, 한태영 (2014). 중장년 근로자의 퇴직 후 경력을 위한 주도적 경력행동에 관한 연구. 한국심리학회지: 산업 및 조직, 27(1), 221-248.
전찬호, 진성미 (2011). 경력중기 남성 사무직 베이비부머의 경력개발 학습동기에 관한 연구. HRD 연구(구 인력개발연구), 13(2), 21-43.
차경호 (2001). 대학생들의 성격특성과 삶의 만족도. 한국청소년상담복지개발원, 청소년상담연구, 9, 7-26.
탁진국 (1993). 경력 개발 지향적 조직으로의 변화. 한국심리학회지: 산업 및 조직, 6(1), 129-142.
통계청 (2014). 경제활동인구조사 고령층 부가조사
통계청 (2014). 생명표, 국가승인통계 제10135호
한경혜 (2010). 한국의 베이비부머: 라이프코스와 생활세계에 대한 이해. 한국노년학회 춘계학술발표대회 기조연설.
한국고용정보원 (2011). 베이비붐 세대의 직업 생애사와 고용정책. 서울: 한국고용정보원
황애영, 탁진국 (2011). 주도성이 주관적 경력성공에 미치는 영향: 프로틴(protean) 경력지향을 매개변인으로. 한국심리학회지: 산업 및 조직, 24(2), 409-428.
현대경제연구원 (2015). 중고령자 일자리 구조와 시사점. 서울: 현대경제연구원.
Aryee, S., & Debrah, Y. A. (1992). Career planning an examination of individual non-work and work determinants. International Journal of Human Resource Management, 3(1), 85-104.
Aryee, S., & Debrah, Y. A. (1993). A cross cultural application of a career planning model. Journal of Organizational Behavior, 14(2), 119-127.
Bateman, T. S., & Crant, J. M. (1993). The proactive component of organizational behavior: A measure and correlates. Journal of Organizational Behavior, 14(2), 103-118.
Briscoe, J. P., Hall, D. T., & DeMuth, R. L. F. (2006). Protean and boundaryless careers: An empirical exploration. Journal of Vocational Behavior, 69(1), 30-47.
Callanan, G. A., & Greenhaus, J. H. (2008). The baby boom generation and career management: A call to action. Advances in Developing Human Resources, 10(1), 70-85.
De Vos, A., & Soens, N. (2008). Protean attitude and career success: The mediating role of self-management. Journal of Vocational behavior, 73(3), 449-456
Goldberg, L. R. (1999). A broad-bandwidth, public domain, personality inventory measuring the lower-level facets of several five-factor models. Personality psychology in Europe, 7(1), 7-28.
Gould, S., (1979). Characteristics of career planners in upwardly mobil occupations. Acadmy of Management Journal, 22(3), 539-550.
Hall, D. T. (1986). Career development in organizations. Jossey-Bass Inc Pub.
Hall, D. T. (1996). Protean careers of the 21st century. The Academy of Management Executive, 10(4), 8-16.
Lang, F. R., & Carstensen, L. L. (1994). Close emotional relationships in late life: further support for proactive aging in the social domain. Psychology and aging, 9(2), 315-324.
Lang, F. R., & Carstensen, L. L. (2002). Time counts: future time perspective, goals, and social relationships. Psychology and aging, 17(1), 125-139.
Laslett, P. (1991). A fresh map of life: The emergence of the third age. Harvard University Press.
LePine, J. A., Colquitt, J. A., & Erez, A. (2000). Adaptability to changing task contexts: Effects of general cognitive ability, conscientiousness, and openness to experience. Personnel Psychology, 53(3), 563-593.
McCrae, R. R., & Costa Jr, P. T. (1985). Openness to experience. Perspectives in personality, 1, 145-172.
O’Connor, M. C., & Paunonen, S. V. (2007). Big Five personality predictors of post-secondary academic performance. Personality and Individual differences, 43(5), 971-990.
Preacher, K. J., & Hayes, A. F. (2008). Asymptotic and resampling strategies for assessing and comparing indirect effects in multiple mediator models. Behavior research methods, 40(3), 879-891.
Pulakos, E. D., Schmitt, N., Dorsey, D. W., Arad, S., Borman, W. C., & Hedge, J. W. (2002). Predicting adaptive performance: Further tests of a model of adaptability. Human performance, 15(4), 299-323.
Seibert, S. E., Crant, J. M., & Kraimer, M. L. (1999). Proactive personality and career success. Journal of applied psychology, 84(3), 416-427.
Shrout, P. E., & Bolger, N. (2002). Mediation in experimental and nonexperimental studies: new procedures and recommendations. Psychological methods, 7(4), 422-445.
Steer, R. M., (1984). Introduction to Organizational Behavior 2nd ed. Glenview, Illinois: Foreman and company.
Stephan, Y. (2009). Openness to experience and active older adults’ life satisfaction: A trait and facet-level analysis. Personality and Individual Differences, 47(6), 637-641.
Thoresen, C. J., Bradley, J. C., Bliese, P. D., & Thoresen, J. D. (2004). The big five personality traits and individual job performance growth trajectories in maintenance and transitional job stages. Journal of applied psychology, 89(5), 835-853.
Volmer, J., & Spurk, D. (2011). Protean and boundaryless career attitudes: Relationships with subjective and objective career success. Zeitschrift für ArbeitsmarktForschung, 43(3), 207- 218.
Wakefield, J. C. (1989). Levels of explanation in personality theory. In Personality psychology: Recent trends and emerging directions (pp. 333-346). New York: Springer-Verlag.
Waters, L., Briscoe, J. P., Hall, D. T., & Wang, L. (2014). Protean career attitudes during unemployment and reemployment: A longitudinal perspective. Journal of Vocational Behavior, 84(3), 405-419.
WHO. (2002). Active Ageing: A policy Framework, Geneva:WHO.
Zikic, J., & Klehe, U. C. (2006). Job loss as a blessing in disguise: The role of career exploration and career planning in predicting reemployment quality. Journal of Vocational Behavior, 69(3), 391-409.