A Study of Individual Characteristics and Organization Characteristics Antecedents of Protean Career Attitude and Relationship with Adaptive Performance
Article Sidebar
Main Article Content
Abstract
The purpose of this study was to examine the relationships among Protean Career Attitude, Flexibility, Strengths Use, Job Autonomy, Growth Opportunity and Adaptive Performance. Specifically, first, this study investigated the influence of individual Characteristics(Flexibility, Strengths Use) and Organization Characteristics(Job Autonomy, Growth Opportunity) on Protean Career Attitude. Second, this study examined the influence of Protean Career Attitude on Adaptive Performance 2 month later. Third, this study examined the influence of individual Characteristics(Flexibility, Strengths Use) and Organization Characteristics(Job Autonomy, Growth Opportunity) on Adaptive Performance 2 month later and partially meditated by Protean Career Attitude. Data was collected from 1,000 Korean employees who had more than 3 years of working experiences in various organizations for the first survey via online. After 2 months, 500 data was collected from the 1st survey respondents. The findings are as follows: First, there were positive effect of Flexibility, Strengths Use, Job Autonomy on Protean Career Attitude. However, Growth Opportunity had positive effect on Protean Career Attitude only in simple regression. Second, there was positive effect of Protean Career Attitude on Adaptive Performance 2 months later. Third, individual Characteristics(Flexibility, Strengths Use) and Organization Characteristics(Job Autonomy, Growth Opportunity) on Adaptive Performance was partially mediated by Protean Career Attitude. Based on these results, implications and limitations of this study with the directions for future research were discussed.
Metrics
Article Details
This work is licensed under a Creative Commons Attribution-NonCommercial 4.0 International License.
References
강도혁, 김종윤 (2020). 자기주도학습의 매개효과를 통한 직무자율성과 혁신행동과의 관계. 교육문제연구, 33(3), 97-115.http://www.riss.kr/link?id=A107056496
강은정 (2021). 공식적 경력개발지원, 프로티언 경력태도, 경력몰입, 직무성과의 구조적 관계. 한국기술교육대학교 석사학위논문. http://www-riss-kr.libproxy.kw.ac.kr/link?id=T15920409
고윤승, 탁진국 (2019). 개방성, 외향성이 창업의도에 미치는 영향에서 프로틴 경력태도의 매개효과. 한국과학예술융합학회, 37(5), 1-14. DOI : 10.17548/ksaf.2019.12.30.1
고득영, 유태용 (2012). 직무자율성과 혁신행동 간의 관계: 직무만족의 매개효과와 성격과 조직혁신풍토의 조절효과. 한국심리학회지: 산업 및 조직, 25(1), 215-238.http://www-riss-kr.libproxy.kw.ac.kr/link?id=A103752533
고민정, 한주희 (2020). IT 기술인력의 직무자율성이 잡크래프팅과 성과에 미치는 영향: 인구통계학적 특성에 따른 집단분석을 중심으로. 유라시아연구, 17(3), 103-128.http://www-riss-kr.libproxy.kw.ac.kr/link?id=A107059355
김영혜, 안현의 (2012). 사회인지진로이론적 관점에 근거한 국내 진로발달연구의 동향 분석: 대학생 연구를 중심으로. 진로교육연구, 25(4), 1-18.
김은빈 (2020). 사무직 근로자의 직무자율성, 프로티언 경력태도, 직업적 자기효능감, 숙달목표지향성과 주도적 경력행동 간의 구조적 관계. 부산대학교 박사학위논문.http://www-riss-kr.libproxy.kw.ac.kr/link?id=T15665619
김은석, 정철영 (2011). 대기업 사무직 근로자의 프로테우스적 경력 태도와 개인 및 조직 특성의 위계적 관계. 농업교육과 인적자원개발, 43(2), 171-189.http://www-riss-kr.libproxy.kw.ac.kr/link?id=A82640012
김지석, 오석영 (2017). 청소년지도자의 자기주도성, 개인-직무 적합성, 경력개발지원이 경력성공에 미치는 영향-프로틴 경력태도의 매개효과를 중심으로. 청소년복지연구, 19(3), 263-287.http://www.riss.kr/link?id=A104126454
노미애 (2008). 학습의 자기주도성이 높은 대학생의 내외 동기와 대인관계기술과의 관계. 고려대학교 석사학위논문.http://www-riss-kr.libproxy.kw.ac.kr/link?id=T11776009
박경문, 이용탁 (1999). 경력개발을 통한 인적자원개발에 관한 연구. 경성대 논문집, 20 (2), 147-165.http://www.riss.kr/link?id=A2077468
박부금, 이희경 (2012). 강점 활용 척도의 타당화 연구. 한국심리학회지: 일반, 31(3), 599-616.http://www-riss-kr.libproxy.kw.ac.kr/link?id=T12851475
박재영, 김병준, 김영숙 (2018). 우수 양궁선수의 강점 인식과 강점 활용. 한국체육학회지, 57(3), 79-89.http://www.riss.kr/link?id=A106553084
박슬기 (2008). 호텔직원의 직무관련 개인 성향이 주관적 경력 성공에 미치는 영향. 세종대학교 박사학위논문.http://www-riss-kr.libproxy.kw.ac.kr/link?id=T11219969
박윤희, 정홍전, 오미래 (2018). 프로티언 경력에 관한 통합적 문헌 고찰-국내․외 양적연구를 중심으로. HRD 연구(구 인력개발연구), 20(3), 1-35.http://www.riss.kr/link?id=A105592233
심미영 (2012). 프로티언 경력지향성과 경력성공: 경력개발의 역할. 고려대학교 박사학위논문.http://www-riss-kr.libproxy.kw.ac.kr/link?id=T12708069
오상석, 박오원 (2016). 상사의 비인격적 행동이 부하직원의 직무스트레스에 미치는 영향: 부하직원 주도성의 조절효과를 중심으로. 산업혁신연구, 32(3), 169-195.http://www-riss-kr.libproxy.kw.ac.kr/link?id=A102138068
유철규 (2020). ‘코로나-19’가 바꾼 노동 공간: 재택근무 확산. 월간 공공정책, 174(-), 8-9.http://www-riss-kr.libproxy.kw.ac.kr/link?id=A106662940
윤덕수 (2019). 제약산업 종사자의 상사 코칭리더십과 주관적 경력성공의 관계. 연세대학교 석사학위논문.http://www-riss-kr.libproxy.kw.ac.kr/link?id=T15010505
이수정, 김은진, 이보라 (2018). 대학졸업예정자의 진로정체감 발달과정이 이후의 진로결과에 미치는 영향: 진로유연성을 중심으로. 직업교육연구, 37(4), 67-89.http://www-riss-kr.libproxy.kw.ac.kr/link?id=A105918789
윤재훈 (2013). 게임산업 종사자의 직무특성이 프로틴 경력태도에 미치는 영향. 고려대학교 석사학위논문.http://www-riss-kr.libproxy.kw.ac.kr/link?id=T13240414
이혁준, 오영삼, 이지선 (2010). 사회복지사가 지각한 조직공정성이 조직몰입과 이직의도에 미치는 영향에 관한 연구. 한국사회복지조사연구, 24, 153-181.http://www-riss-kr.libproxy.kw.ac.kr/link?id=A103540884
이규만 (1999). 문화적 가치관과 개인적 특성이 상사-부하 간 교환관계 및 조직행동 유형에미치는 영향에 관한 연구. 서강대학교 박사학위논문.http://www-riss-kr.libproxy.kw.ac.kr/link?id=T8429525
이예니 (2017). 은행원이 인식하는 직무자율성과 적응수행의 관계. 고려대학교 석사학위 논문. http://www.riss.kr/link?id=T14549805
이혜원 2020). 공공기관 구성원의 주도적 경력행동이 내부 고용가능성에 미치는 영향. 울산대학교 박사학위논문.http://www.riss.kr/link?id=T15677880
임한려, 정철영 (2015). 국내 인적자원개발 학회지 분석을 통해 본 경력개발 연구 동향. 산업교육연구, 30, 87-113.http://www.riss.kr/link?id=A104596008
신소연, 탁진국 (2017). 내적 일의 의미, 자기주도적 경력태도, 주관적 경력성공의 관계: 경력지원 멘토링의 조절효과. 한국심리학회지: 산업 및 조직, 30(1), 1-24.http://www-riss-kr.libproxy.kw.ac.kr/link?id=A103614602
신수진 (2016). 대기업 사무직 근로자의 주관적 경력성공과 지속학습활동, 경력정체성 및 경력적응성, 프로티언 경력지향성간의 구조적 관계. 고려대학교 박사학위논문.http://www-riss-kr.libproxy.kw.ac.kr/link?id=T14188203
신수림, 정진철 (2014). 산업체 종사자의 주관적 경력성공과 고용안정성, 조직경력관리지원, 프로틴 경력태도, 프로틴 경력관리행동의 인과적 관계. 농업교육과 인적자원개발 46(2), 183-213.http://www-riss-kr.libproxy.kw.ac.kr/link?id=A100104855
서경민 (2010). 기업구성원의 경력개발지원과 고용가능성에 대한 인식이 직무유효성에 미치는 영향: 조직몰입, 경력몰입의 매개효과. 고려대학교 박사학위논문.http://www-riss-kr.libproxy.kw.ac.kr/link?id=T11949519
심완섭 (2020). 우리나라 재능마켓의 현황과 성공사례에 대한 연구: Crebugs. 상품학연구, 38, 105-108.http://www-riss-kr.libproxy.kw.ac.kr/link?id=A107191824
양인준, 정진철 (2021). 대기업 영업․마케팅 직무 근로자의 혁신행동과 경력개발지원, 자기주도성 및 다중몰입의 구조적 관계. HRD 연구(구 인력개발연구), 23(3), 181-216.http://www-riss-kr.libproxy.kw.ac.kr/link?id=A107823981
최순혁, 정태욱 (2018). 시․도체육회 직원의 주도적 성격, 다양성 수용도, 지식공유, 그리고 혁신행동 간의 관계. 한국체육과학회지, 27(5), 753-765.http://www-riss-kr.libproxy.kw.ac.kr/link?id=A105671919
최안나, 탁진국 (2021). 직장인의 주도성이 경력적응성에 미치는 영향에서 프로틴 경력태도의 매개효과와 자기 주도학습능력의 조절효과. 지역과 세계 45(3), 219-248.http://www-riss-kr.libproxy.kw.ac.kr/link?id=A107874485
탁진국 (1999). 다운사이징 조직에서의 경력개발. 인문사회과학논문집 28, 153-170.http://www-riss-kr.libproxy.kw.ac.kr/link?id=A2101533
파이낸셜뉴스 (2021). N잡러의 시대, 분야를 넘나드는 MZ세대의 속사정. 2021. 07. 25. https://www.fnnews.com/news/202107241643012566
황애영, 탁진국 (2011). 주도성이 주관적 경력성공에 미치는 영향: 프로틴 (protean) 경력지향을 매개변인으로. 한국심리학회지: 산업 및 조직, 24(2), 409-428.http://www.riss.kr/link?id=A103752720
허명숙, 천면중 (2013). 역할스트레스와 개인 창의성 간의 관계에 대한 실증연구: 창의적 자아효능감과 자기주도성의 매개역할. 情報시스템硏究, 22(2), 51-83.http://www-riss-kr.libproxy.kw.ac.kr/link?id=A99945051
Allworth, E., & Hesketh, B. (1999). Construct oriented biodata: Capturing change‐related and contextually relevant future performance. International Journal of Selection and Assessment, 7(2), 97-111.https://doi.org/10.1111/1468-2389.00110
Bakker, A. B., Hetland, J., Olsen, O. K., & Espevik, R. (2019). Daily strengths use and employee well‐being: The moderating role of personality. Journal of Occupational and Organizational Psychology, 92(1), 144-168.https://doi.org/10.1111/joop.12243
Bandara, W. M. H. K., Sutha, J., & Dissanayake, D. M. R. S. (2020). Impact of Employees’ Protean Career Attitudes on Organizational Commitment of Financial Industry in Sri Lanka. Journal of Management and Tourism Research, 3(1), 27-41.http://www.erepo.lib.uwu.ac.lk/handle/123456789/1737
Bandura, A. (1986). Social foundations of though and action: A social cognitive theory. Englewood Cliffs, NJ: Prentice-Hall.
Baruch, Y. (2014). The development and validation of a measure for protean career orientation. The International Journal of Human Resource Management, 25(19), 2702-2723.https://doi.org/10.1080/09585192.2014.896389
Bennett, N., & Lemoine, J. (2014). What VUCA really means for you. Harvard business review, 92(1/2). https://ssrn.com/abstract=2389563
Bentler, P. M., & Bonett, D. G. (1980). Significance tests and goodness of fit in the analysis of covariance structures. Psychological bulletin, 88(3), 588.https://doi.org/10.1037/0033-2909.88.3.588
Botha, C., & Mostert, K. (2014). A structural model of job resources, organisational and individual strengths use and work engagement. SA Journal of Industrial Psychology, 40(1), 1-11. http://dx.doi.org/10.4102/sajip.v40i1.1135
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.https://doi.org/10.1016/j.jvb.2005.09.003
Briscoe, J. P., Henagan, S. C., Burton, J. P., & Murphy, W. M. (2012). Coping with an insecure employment environment: The differing roles of protean and boundaryless career orientations. Journal of Vocational Behavior, 80(2), 308-316.https://doi.org/10.1016/j.jvb.2011.12.008
Campion, M. A. (1988). Interdisciplinary approaches to job design: A constructive replication with extensions. Journal of Applied Psychology, 73(3), 467. https://doi.org/10.1037/0021-9010.73.3.467
Cantwell, L. S. (2008). Human strengths: Differences that bring us together. Positive Psychology: Exploring the Best in People: Discovering Human Strengths. Westport, CT: Praeger, 37-54.
Charbonnier‐Voirin, A., & Roussel, P. (2012). Adaptive performance: A new scale to measure individual performance in organizations. Canadian Journal of Administrative Sciences/Revue Canadienne des Sciences de l’Administration, 29(3), 280-293. https://doi.org/10.1002/cjas.232
Cortellazzo, L., Bonesso, S., Gerli, F., & Batista-Foguet, J. M. (2020). Protean career orientation: Behavioral antecedents and employability outcomes. Journal of Vocational Behavior, 116, 103343.https://doi.org/10.1016/j.jvb.2019.103343
Derstine, J. B. (1995). Planning for career flexibility. Gastroenterology Nursing: the Official Journal of the Society of Gastroenterology Nurses and Associates, 18(6), 215-218. DOI:10.1097/00001610-199511000-00004
Frese, Michael, Doris Fay, Tanja Hilburger, Karena Leng and Almut Tag (1997). The concept of personal initiative: Operationalization, reliability and validity in two German samples. Journal of occupational and organizational psychology 70(2): 139-161.https://doi.org/10.1111/j.2044-8325.1997.tb00639.x
Gagné, M., Senecal, C. B., & Koestner, R. (1997). Proximal job characteristics, feelings of empowerment, and intrinsic motivation: A multidimensional model 1. Journal of Applied Social Psychology, 27(14), 1222-1240.https://doi.org/10.1111/j.1559-1816.1997.tb01803.x
Ge, Y., & Sun, X. (2020). The relationship of employees’ strengths use and innovation: Work engagement as a mediator. Social Behavior and Personality: an international journal, 48(5), 1-6. https://doi.org/10.2224/sbp.9083
Govindji, R., & Linley, P. A. (2007). Strengths use, self-concordance and well-being: Implications for strengths coaching and coaching psychologists. International Coaching Psychology Review, 2(2), 143-153.
Grant, A. M., & Ashford, S. J. (2008). The dynamics of proactivity at work. Research in Organizational Behavior, 28, 3-34.https://doi.org/10.1016/j.riob.2008.04.002
Gubler, M., Arnold, J., & Coombs, C. (2014). Reassessing the protean career concept: Empirical findings, conceptual components, and measurement. Journal of Organizational Behavior, 35(S1), S23-S40.https://doi.org/10.1002/job.1908
Gutteridge, T. G., Leibowitz, Z. B., & Shore, J. E. (1993). When careers flower, organizations flourish. Training & Development, 47(11), 24-30.
Hackman, J. R., & Oldham, G. R. (1975). Development of the job diagnostic survey. Journal of Applied Psychology, 60(2), 159. https://doi.org/10.1037/h0076546
Hackman, J. R., & Oldham, G. R. (1976). Motivation through the design of work: Test of a theory. Organizational Behavior and Human Performance, 16(2), 250-279.https://doi.org/10.1016/0030-5073(76)90016-7
Hall, D. T. (1976). Careers in organizations. CA: Goodyear Pub. Co.
Hall, D. T. (1996). Protean careers of the 21st century. Academy of Management Perspectives, 10(4), 8-16.https://doi.org/10.5465/ame.1996.3145315
Hall, D. T. (2002). Careers in and out of organizations. CA: Sage.
Hall, D. T. (2004). The protean career: A quarter-century journey. Journal of Vocational Behavior, 65(1), 1-13.https://doi.org/10.1016/j.jvb.2003.10.006
Hall, D. T., & Chandler, D. E. (2005). Psychological success: When the career is a calling. Journal of Organizational Behavior: The International Journal of Industrial, Occupational and Organizational Psychology and Behavior, 26(2), 155-176.https://doi.org/10.1002/job.301
Hall, D. T., & Heras, M. L. (2010). Reintegrating job design and career theory: Creating not just good jobs but “smart” jobs. Journal of Organizational Behavior, 31(2/3), 448-462. DOI: 10.1002/job
Hall, D. T., & Mirvis, P. H. (1995). The new career contract: Developing the whole person at midlife and beyond. Journal of Vocational Behavior, 47(3), 269-289.[1] Chin, W. S., & Rasdi, R. M. (2014). Protean career development: Exploring the individuals, organizational and job-related factors. Asian Social Science, 10(21), 203.https://doi.org/10.1006/jvbe.1995.0004
Hall, D. T., Yip, J., & Doiron, K. (2018). Protean careers at work: Self-direction and values orientation in psychological success. Annual Review of Organizational Psychology and Organizational Behavior, 5, 129-156.
Han, T. Y., & Williams, K. J. (2008). Multilevel investigation of adaptive performance: Individual-and team-level relationships. Group & Organization Management, 33(6), 657-684.
Inkson, K. (2006). Protean and boundaryless careers as metaphors. Journal of Vocational Behavior, 69(1), 48-63.https://doi.org/10.1146/annurev-orgpsych-032117-104631
Kim, B., Jang, S. H., Jung, S. H., Lee, B. H., Puig, A., & Lee, S. M. (2014). A moderated mediation model of planned happenstance skills, career engagement, career decision self efficacy, and career decision certainty. The Career Development Quarterly, 62(1), 56-69. https://doi.org/10.1002/j.2161-0045.2014.00070.x
Kishton, J. M., & Widaman, K. F. (1994). Unidimensional versus domain representative parceling of questionnaire items: An empirical example. Educational and psychological measurement, 54(3), 757-765.https://doi.org/10.1177/0013164494054003022
Kreps, D. (2018). The Motivation Toolkit: How to Align Your Employees’ Interests with Your Own. Norton & Company.
Krumboltz, J. D. (2009). The happenstance learning theory. Journal of career assessment, 17(2), 135-154.https://doi.org/10.1177/1069072708328861
Krumboltz, J. D., Foley, P. F., & Cotter, E. W. (2013). Applying the happenstance learning theory to involuntary career transitions. The Career Development Quarterly, 61(1), 15-26.
Kuijpers, M. A. C. T., & Scheerens, J. (2006). Career competencies for the modern career. Journal of career development, 32(4), 303-319. https://doi.org/10.1177/0894845305283006 https://doi.org/10.1002/j.2161-0045.2013.00032.x
Lent, R. W., Brown, S. D., & Hackett, G. (1994). Toward a unifying social cognitive theory of career and academic interest, choice, and performance. Journal of Vocational Behavior, 45(1), 79-122.https://doi.org/10.1006/jvbe.1994.1027
Lent, R. W., & Brown, S. D. (2019). Social cognitive career theory at 25: Empirical status of the interest, choice, and performance models. Journal of Vocational Behavior, 115, 103316.https://doi.org/10.1016/j.jvb.2019.06.004
Linley, P. A. & Harrington, S.(2006). Strengths coaching: A potential-guided approach to coaching psychology. International Coaching Psychology Review, 1(1), 37-46.
Lochab, A., & Nath, V. (2019). Proactive personality, goal orientation and meta-skills as predictors of protean and boundaryless career attitudes. South Asian Journal of Business Studies, 9(1), 130-143.https://doi.org/10.1108/SAJBS-01-2019-0014
Maslow, A. H. (1943). Preface to motivation theory. Psychosomatic medicine.https://doi.org/10.1097/00006842-194301000-00012
Matsuo, M. (2020). The role of work authenticity in linking strengths use to career satisfaction and proactive behavior: a two-wave study. Career Development International.https://doi.org/10.1108/CDI-01-2020-0015
Mirvis, P. H., & Hall, D. T. (1996). New organizational forms and the new career. CA: Jossey-Bass Inc.
Mitchell, K. E., Al Levin, S., & Krumboltz, J. D. (1999). Planned happenstance: Constructing unexpected career opportunities. Journal of counseling & Development, 77(2), 115-124.https://doi.org/10.1002/j.1556-6676.1999.tb02431.x
Morgeson, F. P., & Humphrey, S. E. (2006). The Work Design Questionnaire (WDQ): developing and validating a comprehensive measure for assessing job design and the nature of work. Journal of Applied Psychology, 91(6), 1321.https://doi.org/10.1037/0021-9010.91.6.1321
Park, S., & Park, S. (2019). Employee adaptive performance and its antecedents: Review and synthesis. Human Resource Development Review, 18(3), 294-324.https://doi.org/10.1177/1534484319836315
Park, S., & Park, S. (2021). How can employees adapt to change? Clarifying the adaptive performance concepts. Human Resource Development Quarterly, 32(1), E1-E15.https://doi.org/10.1002/hrdq.21411
Peterson, C., & Seligman, M. E. (2004). Character strengths and virtues: A handbook and classification. NY: Oxford University Press.
Parker, S. K., Wall, T. D., & Jackson, P. R. (1997). “That’s not my job”: Developing flexible employee work orientations. Academy of Management Journal, 40(4), 899-929.https://doi.org/10.5465/256952
Parker, S. K., Williams, H. M., & Turner, N. (2006). Modeling the antecedents of proactive behavior at work. Journal of Applied Psychology, 91(3), 636.https://doi.org/10.1037/0021-9010.91.3.636
Ployhart, R. E., & Bliese, P. D. (2006). Individual adaptability (I-ADAPT) theory: Conceptualizing the antecedents, consequences, and measurement of individual differences in adaptability. Advances in Human Performance and Cognitive Engineering Research 3, 39.https://doi.org/10.1016/S1479-3601(05)06001-7
Porfeli, E. J., Lee, B., Vondracek, F. W., & Weigold, I. K. (2011). A multi-dimensional measure of vocational identity status. Journal of adolescence, 34(5), 853-871.https://doi.org/10.1016/j.adolescence.2011.02.001
Pulakos, E. D., Arad, S., Donovan, M. A., & Plamondon, K. E. (2000). Adaptability in the workplace: development of a taxonomy of adaptive performance. Journal of Applied Psychology, 85(4), 612.https://doi.org/10.1037/0021-9010.85.4.612
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.https://doi.org/10.1207/S15327043HUP1504_01
Quinlan, D. M., Swain, N., Cameron, C., & Vella-Brodrick, D. A. (2015). How ‘other people matter’in a classroom-based strengths intervention: Exploring interpersonal strategies and classroom outcomes. The Journal of Positive Psychology, 10(1), 77-89.https://doi.org/10.1080/17439760.2014.920407
Redondo, R., Sparrow, P., & Hernández-Lechuga, G. (2021). The effect of protean careers on talent retention: examining the relationship between protean career orientation, organizational commitment, job satisfaction and intention to quit for talented workers. The International Journal of Human Resource Management, 32(9), 2046-2069.https://doi.org/10.1080/09585192.2019.1579247
Rettew, J. G., & Lopez, S. J. (2009). Discovering your strengths. Positive psychology: Exploring the best in people: Discovering human strengths. UK: Praeger Publishers.
Rodrigues, R., Guest, D., Oliveira, T., & Alfes, K. (2015). Who benefits from independent careers? Employees, organizations, or both?. Journal of Vocational Behavior, 91, 23-34.https://doi.org/10.1016/j.jvb.2015.09.005
Rojewski, J. W. (1999). The role of chance in the career development of individuals with learning disabilities. Learning Disability Quarterly, 22(4), 267-278. https://doi.org/10.2307/1511261
Seligman, M. E. (2002). Positive psychology, positive prevention, and positive therapy. Handbook of positive psychology, 2(2002), 3-12.
Seligman, M. E. & Csikszentmihalyi (2000). Positive psychology-An introduction. American Psychology, 55(1), 5-14. DOI: 10.1007/978-94-017-9088-8_18
Sultana, R., & Malik, O. F. (2019). Is Protean career attitude beneficial for both employees and organizations? Investigating the mediating effects of knowing career competencies. Frontiers in psychology, 10, 1284.https://doi.org/10.3389/fpsyg.2019.01284
Sturges, J., Guest, D., Conway, N., & Davey, K. M. (2002). A longitudinal study of the relationship between career management and organizational commitment among graduates in the first ten years at work. Journal of Organizational Behavior: The International Journal of Industrial, Occupational and Organizational Psychology and Behavior, 23(6), 731-748. https://doi.org/10.1002/job.164
U.S. Bureau of Labor Statistics (2021). RESULTS FROM A NATIONAL LONGITUDINAL SURVEY, Press Release. August 31, 2021 USDL-21-1567.
Winseman, A. L., Clifton, D., & Liesveld, C. (2004). Living your strengths. NY: Simon and Schuster.
Wong, S. C., & Rasdi, R. M. (2015). Predictors of protean career and the moderating role of career strategies among professionals in Malaysian Electrical and Electronics (E & E) Industry. European Journal of Training and Development, 39(5), 409-428.https://doi.org/10.1108/EJTD-02-2015-0009
World Economic Forum. (2020). The future of jobs report 2020. Geneva, Switzerland: World Economic Forum.
Wong, S. C., & Wee, Y. G. (2019). Job Autonomy, Job Feedback And Protean Career Among Employees In Malaysian Electrical And Electronic Industry: The Mediating Roles Of Career Strategies. International Journal of Business and Society, 20(1), 311-328.
Zhou, J. (1998). Feedback valence, feedback style, task autonomy, and achievement orientation: Interactive effects on creative performance. Journal of applied psychology, 83(2), 261.