French-Language Translation and Validation of the Protean and Boundaryless Career Attitudes Scales: Relationships to Proactive Personality, Career Adaptability, and Career Satisfaction

Stauffer, Sarah D.; Abessolo, Marc; Zecca, Gregory; Rossier, Jérôme

doi:10.1177/1069072717748962

Cited by 31 publications

(43 citation statements)

References 56 publications

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“…We used a validated French translation (Stauffer et al, in press ) of the protean career attitudes scale (PCAS; Briscoe et al, 2006 ), which consisted of 14 items that measured the self-directed career management (8 items; e.g., “I am responsible for my success or failure in my career”) and value-driven (6 items; e.g., “I navigate my own career based on my personal priorities as opposed to my employer's priorities”) dimensions of the PCO. The response format consisted of a five-point Likert scale ranging from 1 (little or no extent) to 5 (to a great extent).…”

Section: Methodsmentioning

confidence: 99%

“…A validated French translation (Stauffer et al, in press ) of the boundaryless career attitudes scale (Briscoe et al, 2006 ) was used, which consisted of 13 items that measured the two dimensions of boundaryless mindset (8 items; e.g., “I seek job assignments that allow me to learn something new”) and mobility preference (5 reversed items; e.g., “In my ideal career, I would work for only one organization”). The response format consisted of a five-point Likert scale ranging from 1 (little or no extent) to 5 (to a great extent).…”

Section: Methodsmentioning

confidence: 99%

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Basic Values, Career Orientations, and Career Anchors: Empirical Investigation of Relationships

2017

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In today's dynamic and uncertain career context, values play an important role for career choice and lifelong career self-management. Values are desirable goals that are sought by individuals to satisfy their needs and are important for understanding career orientations in terms of protean and boundaryless career orientations and career anchors. However, how career orientations or career anchors fit into a well-established and supported model and into the structure of basic human values remains an important and under-investigated question. The aim of this study was to use Schwartz's model of structural values to empirically explore the relationships and structural correspondences among basic values, career orientations, and career anchors. A heterogeneous sample of 238 employees from French-speaking Switzerland (Mage = 35.60, SD = 13.03) completed the Portrait Values Questionnaire (PVQ5X), the Protean and Boundaryless Career Attitudes Scales (PCAS, BCAS), and the Career Orientation Inventory (COI) via an anonymous and confidential survey questionnaire. The results showed that it was possible to meaningfully position both career orientations and career anchors in Schwartz's values structure. The protean and boundaryless career orientations were positively related to Schwartz's basic values that emphasized openness to change and career anchors meaningfully followed the motivational continuum of these basic values. Overall, the overlap among the basic values, career orientations, and career anchors appeared relatively important, suggesting that these basic values, orientations, and anchors should be considered simultaneously to understand and address the factors and processes underlying individuals' career choices and paths.

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Section: Methodsmentioning

confidence: 99%

Section: Methodsmentioning

confidence: 99%

Basic Values, Career Orientations, and Career Anchors: Empirical Investigation of Relationships

2017

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“…Protean career orientation. We used a validated French translation (Stauffer et al, 2016) of the PCO Scale (PCAS; consisting of 14 items that measure the self-directed career management (8 items; e.g., "I am responsible for my success or failure in my career") and values-driven (6 items; e.g., "I navigate my own career, based on my personal priorities, as opposed to my employer's priorities") dimensions of PCO. The response format consisted of a five-point Likert scale ranging from 1 (to little or no extent) to 5 (to a great extent).…”

Section: Methodsmentioning

confidence: 99%

“…Boundaryless career orientation. A validated French translation (Stauffer et al, 2016) of the BCO Scale (BCAS; was used consisting of 13 items that measure the two dimensions of boundaryless mindset (8 items; e.g., "I seek job assignments that allow me to learn something new") and mobility preference (5 reversed items; e.g., "In my ideal career, I would work for only one organization"). The response format consisted of a five-point Likert scale ranging from 1 (to little or no extent) to 5 (to a great extent).…”

Section: Methodsmentioning

confidence: 99%

Work values underlying protean and boundaryless career orientations

Abessolo

Hirschi

Rossier

2017

CDI

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Purpose-This study aimed to investigate the relation among work values and protean and boundaryless career orientations. Design/methodology/approach-A sample of 238 employees aged 16 to 65 years from the French-speaking region of Switzerland completed two different work values scales as well as protean and boundaryless career attitudes scales. To assess the relationships among these constructs, correlations, multiple regression, and exploratory factorial analysis techniques were used. Findings-Results suggested that protean and boundaryless career orientations were significantly positively related to intrinsic, social, and status work values. A boundaryless-organizational mobility orientation was significantly negatively associated with extrinsic/material work values. Research limitations/implications-Results have important implications for understanding which work values are typically endorsed by people with a protean or a boundaryless career orientation. Originality/value-The present study contributes to the understanding of protean and boundaryless careers by clarifying the relationships among these career orientations and work values.

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“…This activity can make them realise their full potential and achieve career success. Stauffer et al (2019) mentioned that people with a PCO use their personal values to direct their career instead of waiting for the organisation to manage it for them. They added that PCO is a two-dimensional framework.…”

Section: Protean Career Orientationmentioning

confidence: 99%

Predictive modelling of individual well-being among professional engineers

Rahim

2021

GEOGRAFIA

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Engineers have a crucial role in furthering Malaysia's technological advancements. Besides, engineers are important in creating wealth and they assist the nation in becoming an active player in the global market. They possess special knowledge and expertise and are known to be driven to climb the career ladder. However, sometimes the engineers' vision, ambition, goals, and expectations do not align with those of their employers. As a result, the conflict between being ambitious and the work demand structured by employers has affected engineers' well-being (WB). In this study, the effect between protean career orientation (PCO) [self-directed (SD) and valuesdriven (VD)] and individual WB [career satisfaction (CS) and psychological WB (PWB)] was investigated using a sample of 261 male and 126 female professional engineers (PEs) with the mean age of 42 years old. The research model was examined via the protean career theory. Partial least square (PLS) regression findings revealed that PCO (VD) positively influenced CS. Besides, PCO (SD) also positively affected PWB. Based on the findings, this research suggests that organisations perform necessary amendment to the PEs' key performance areas, for them to know that their goals and expectations are parallel with their employers'. Moreover, employers need to offer opportunities and allow the PEs to maximally utilise their skills or to grow their abilities to full potential. Consequently, PEs will have an increased level of CS and PWB.

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French-Language Translation and Validation of the Protean and Boundaryless Career Attitudes Scales: Relationships to Proactive Personality, Career Adaptability, and Career Satisfaction

Cited by 31 publications

References 56 publications

Basic Values, Career Orientations, and Career Anchors: Empirical Investigation of Relationships

Basic Values, Career Orientations, and Career Anchors: Empirical Investigation of Relationships

Work values underlying protean and boundaryless career orientations

Predictive modelling of individual well-being among professional engineers

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