Reassessing the protean career concept: Empirical findings, conceptual components, and measurement

By Martin Gubler, J. Arnold, Crispin R. Coombs. 2014

269 citations recorded by the source corpus.

Summary The protean career concept is a widely acknowledged contemporary career model, but conceptual and empirical analysis of the model is scarce. We provide an integrative literature review of empirical research and note that the research is hampered by inconsistent use of terminology and methodological limitations. First, we show that the two protean metacompetencies—adaptability and identity—have been relatively neglected as the research has evolved. Second, we describe how preexisting protean measures are limited in covering the full range of the concept. Finally, we draw on career theory to suggest four conceptual components as a basis for future model development and offer suggestions for research that tests the utility of the protean career concept in relation to other similar constructs. Copyright © 2013 John Wiley & Sons, Ltd.

Subfields: Education, Media Technology, Safety Research

View Paper: https://www.semanticscholar.org/paper/b3f3eb4bb0cae05ec11596d5c8ecf54cb3e2db5d

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Citations in the corpus

Antecedents of protean and boundaryless career orientations: The role of core self-evaluations, perceived employability and social capital (2019, background): “296) and protean career behaviour has been characterised as social networking and information seeking (Gubler et al., 2014).”
Millennials’ work values: differences across the school to work transition (2015, background): “Unfortunately, much of the research on these modern careers focusses on individuals’ orientations toward their career, rather than how such careers unfold over time (Gubler et al., 2014) though it has been noted that learning cycles at various stages (e.”
The Longitudinal Relationship Between Protean Career Orientation and Job Satisfaction, Organizational Commitment, and Intention-to-Quit (2016, methodology): “Only a few studies have examined the correlates of a protean career orientation using a longitudinal design (Gubler et al., 2014), and these focused on changes in attitudes over time for unemployed individuals and the associated changes in job-search behaviour and well-being (McArdle, Waters,…”
A lifespan perspective for understanding career self-management and satisfaction: The role of developmental human resource practices and organizational support (2018, background): “The contemporary career literature and ‘new career’ theory, on the other hand, look into more dynamic and proactive aspects of an individual’s career competence, and thus place strong emphasis on ‘individual differences,’ as can be observed in boundaryless and protean career arguments (Ballout, 2009”
Sustainable careers: introductory chapter (2015, background): “…careers as more independent from organizations than they used to be in times of more predictability, stable growth, and employment contracts with a long- term perspective (for example, Arthur, 2014; Bidwell and Briscoe, 2010; Briscoe et al., 2006; Gubler et al., 2013; Mainiero and Sullivan, 2005).”
Protean Careers at Work: Self-Direction and Values Orientation in Psychological Success (2018, background): “The PCO is often associated with boundaryless career attitudes, as they are both “new career” orientations representing individual agency in career development (Gubler et al. 2014).”