The Longitudinal Relationship Between Protean Career Orientation and Job Satisfaction, Organizational Commitment, and Intention-to-Quit
By Abas Supeli, Peter A. Creed. 2016
87 citations recorded by the source corpus.
We surveyed 168 young adults (83% male; mean age = 24 years), who worked for a large electronics manufacturing company in Indonesia, on two occasions, six months apart, on measures of protean career orientation, job satisfaction, organizational commitment, and intention-to-quit, and tested the relationships between protean career orientation and the three outcome variables over time. We tested three cross-lagged models (standard causal, reverse causal, and reciprocal causal), and found support for the standard causal model. Higher levels of protean career orientation at T1 were associated with lower levels of organizational commitment and job satisfaction and higher levels of intention-to-quit at T2, after the effects of T1 were controlled. Results indicated poorer individual and organizational outcomes after six months for employees with higher levels of protean orientation.
Subfields: Education, Organizational Behavior and Human Resource Management
View Paper: https://www.semanticscholar.org/paper/70e31f95353799973e6f93f4a87eef6775273827
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In Organizational Behavior and Human Resource Management
Citations in the corpus
- Protean Careers at Work: Self-Direction and Values Orientation in Psychological Success (2018, background): “Furthermore, in longitudinal and repeated measures studies of the PCO, researchers have found that it does change over durations as short as six months (Supeli & Creed 2016) and after a career transition (Waters et al. 2014).”
- #Trending topics in careers: a review and future research agenda (2017, background): “, 2015), and also career-related attitudes, such as protean and boundaryless career attitudes (e.g. Porter et al., 2016; Supeli and Creed, 2016) and career commitment (e.”