Antecedents of protean and boundaryless career orientations: The role of core self-evaluations, perceived employability and social capital

Abstract

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Employability as a compass for career success: a time‐lagged test of a causal model

“…On the other end, research also shows that individuals high on neuroticism and negative self-concept tend to perceive lower possibilities of finding and/or maintaining employment (Wille et al, 2013). In their longitudinal study on the antecedents of protean and boundaryless career orientation, Rodrigues et al (2019) found that CSEs had a negative direct effect on boundaryless career orientations but was indirectly associated with the protean career orientation via both perceived employability and social capital. Onyishi et al (2015), arguing that there was a dearth of empirical investigation linking CSEs to employability, found that a significant association existed between these variables.…”

“…Akkermans et al (2020) claimed that the Covid-19 pandemic will be a career shock for many people across the globe and, stressing the importance of the dynamic interplay between individual and contextual factors, argued that some psychosocial resources, among which employability can be mentioned, could make this career shock more manageable, thus impacting on individuals' present and future career success. Employability has been extensively examined within the career research field, as it was found to be a predictor of an individual's career success (De Vos et al, 2011;Hogan et al, 2013) and protean and boundaryless career attitudes (Rodrigues et al, 2019), while other recent studies have shown positive associations with career competencies (Akkermans et al, 2015;Blokker et al, 2019).…”

“…Core Self‐Evaluations (hereafter, CSEs) is a meta‐trait expressing a positive self‐concept (Judge et al ., 2003). It includes four relative stable individual features: self‐esteem, generalized self‐efficacy, neuroticism and locus of control (Rodrigues et al ., 2019). Individuals with higher CSEs are more likely to take ownership of their careers and cope with the uncertainty in the labour market better than people with an unfavorable self‐concept (Judge & Kammeyer‐Mueller, 2011).…”

Insight to Impact: The Effect of Protean Career Attitude on Employability Perceptions of IT Professionals

“…Among them, the protean career concept (Hall, 1996) has been characterised as having a career orientation driven by values as defined by an individual and career management approach that is directed according to those personal values. Several researchers have shed light on the importance of the protean career concept, and its role as a driver of career success (De Vos & Soens, 2008;Gubler et al, 2014;Hall, 1996) and new insights are coming up in recent literature (Cortellazzo et al, 2020;Rodrigues et al, 2019;Sultana & Malik, 2019;Redondo et al, 2019 ). A growing interest in this area stems from the fact that a protean mind set is essential in shaping perceptions and building confidence of employees when the job market is highly dynamic and unpredictable.…”

The Importance of Intra-Organizational Networking for Younger Versus Older Workers: Examining a Multi-Group Mediation Model of Individual Task Performance Enhancement

“…In line with Bozionelos (2008), we have focused on intraorganizational networks in order to investigate the added value of an individual's social capital (Seibert et al, 2001;Bozionelos, 2003;Dobrow and Higgins, 2005;Rodrigues et al, 2019), that is the structure and quality of all interpersonal ties within a particular working context (Adler and Kwon, 2002), in this case one's working organization. As regards our outcome measure, we have chosen for task performance which can be defined as the competency (i.e., the proficiency) that an individual portrays with regard to their central job tasks (Campbell, 1990).…”