The development and validation of a measure for protean career orientation

By Yehuda Baruch. 2014

142 citations recorded by the source corpus.

Subfields: Education, Gender Studies, Organizational Behavior and Human Resource Management

View Paper: https://www.semanticscholar.org/paper/e4992897b5e5b59c2d83aef8fa08d0617ba91543

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In Organizational Behavior and Human Resource Management

Citations in the corpus

Antecedents of protean and boundaryless career orientations: The role of core self-evaluations, perceived employability and social capital (2019, methodology): “…including proactivity (Porter, Woo & Tak, 2016), career adaptability (Chan, Moon-ho, Sam, Chernyshenko & Yuet, 2015), psychological well-being (Briscoe, Hanegan, Burton & Murphy, 2012), effective coping with uncertainty (Baruch, 2014), and job, career and life satisfaction (De Vos & Soens, 2008).”
The protean career orientation as predictor of career outcomes: Evaluation of incremental validity and mediation effects (2015, methodology): “To arrive at a German-language version of the scale, the first two authors, both of whom are native German speakers fluent in English and psychologists intimately familiar with the construct assessed by the scales, independently translated the protean career orientation scale that had originally bee”
Protean Careers at Work: Self-Direction and Values Orientation in Psychological Success (2018, methodology): “F or p er so na l u se o nl y. Table 1 Protean career orientation measures Measure Citation Dimensions Total items Average α Number of articles Protean Career Attitudes Scale (PCAS) Briscoe et al. (2006) 2 14 Self-direction: α= 0.764 Values-driven: α= 0.713 Total: α= .816a 26 PCAS; only self-directi”
The undergraduate self-perception of employability: human capital, careers advice, and career ownership (2019, background): “This study sought to provide a reliable and concise measure for use by academics and industry practitioners (Baruch 2014).”
Linking Protean Career Orientation with Career Optimism: Career Adaptability and Career Decision Self-Efficacy as Mediators (2020, methodology): “As suggested by Baruch (2014), 1 item about job search in the original 7-item scale was not applicable to student sample, and thus we excluded it from our study.”
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 (2019, background): “Now that we have evidenced that the status of being talented does appear to result in a contingent set of pathways, future studies might choose to elaborate on this and adopt alternative measures such as Baruch (2014) rather than the Briscoe, Hall, and DeMuth (2006) measure.”