Individual career outcomes

Dries, Nicky; Vansteenkiste, Sarah; Boeck, Giverny De

doi:10.4324/9781315674704-12

Cited by 4 publications

(2 citation statements)

References 2 publications

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“…Sample demographic characteristics are summarized in Table 1. Studies generally used correlational, cross-sectional designs (90% of included samples), with a small number of studies employing experimental/intervention (1% of samples; Unite, 2014; Verbruggen & Sels, 2008) or longitudinal/predictive designs with follow-up periods ranging from 3 months to 18 months (9% of samples; Dries, 2015; Fleisher, Khapova, & Jansen, 2014; Galais & Moser, 2009; Gubler et al, 2014a; Herrmann, 2013; Lo Presti, 2008; McArdle, Waters, Briscoe, & Hall, 2007; Ng & Feldman, 2015; Supeli & Creed, 2016; Vansteenkiste, Verbruggen, & Sels, 2016; Waters et al, 2014; Woo & Porter, 2017).…”

Section: Methodsmentioning

confidence: 99%

Protean and boundaryless career orientations: A critical review and meta-analysis.

Wiernik

Kostal

2019

Journal of Counseling Psychology

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The protean/boundaryless career concepts refer to people becoming more self-directed and flexible in managing their careers in response to societal shifts in work arrangements. A sizable literature has emerged on protean/boundaryless career orientations/preferences (PBCO). Questions remain, however, about the structure of PBCO and whether they predict important criteria. The PBCO literature is largely disconnected from broader individual-level career research, making it unclear how PBCO intersect with career models based on other characteristics. We address these questions by systematically reviewing/meta-analyzing PBCO research. On the basis of 135 demographically/occupationally diverse samples from 35 countries (45,288 individuals), we find no support for traditional distinctions between protean and boundaryless orientations—protean self-directed, protean values-driven, and boundaryless psychological mobility all load onto a single general factor, labeled proactive career orientation, and are only weakly related to boundaryless physical mobility preferences. We also find that PBCO predict career self-management behaviors and career satisfaction but are less related to non-career-focused attitudes, objective success, or physical mobility behavior. PBCO are strongly related to proactivity-related and self-efficacy personality traits. We use these findings to propose an integrative model for how PBCO and other dispositions mutually influence career behavior. We discuss when PBCO may have advantages over broad traits for understanding careers, implications for counseling practice, and directions for future research.

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Section: Methodsmentioning

confidence: 99%

Protean and boundaryless career orientations: A critical review and meta-analysis.

Wiernik

Kostal

2019

Journal of Counseling Psychology

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“…Notwithstanding that service as UN volunteer may enhance career-related prospects (e.g., facilitate obtaining preferred or long-term employment) because international experience -whether as volunteer or not -contributes to skill and confidence development (e.g., Fee & Gray, 2011;Inkson, Arthur, Pringle & Barry, 1997;Inkson & Myers, 2003) that likely enhance employability back home, the UN volunteers programme is not linked to a career nor the promise of a career with the UN ("being a UN Volunteer is not a career", United Nations, 2020). Hence, most of the typical extrinsic career rewards (e.g., promotion, status, financial attainment, or even some kind of job security, Dries, 2020) do not seem to apply in this case. Furthermore, the assignments are fraught with the potential danger of serious injury, loss of life, and repeat witnessing of extreme human misery and suffering.…”

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confidence: 93%

Civilian volunteers in United Nations hot spots: what makes them intend to apply for yet another mission?

Bozionelos

Κωστόπουλος

Bozionelos

et al. 2022

The International Journal of Human Resource Management

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This study focused on United Nations (UN) civilian volunteers serving in "hot spots", and tested a model to predict their intentions to apply for a new UN assignment. These individuals have characteristics of both assigned expatriates and self-initiated expatriates. In-Role Behaviours (IRB) and Organizational Citizenship Behaviours towards the Local Population (OCB-Locals) were related to sense of personal accomplishment, that in turn was related to intentions to apply for another UN assignment. Sense of personal accomplishment played a mediating role. Both the personality trait of agreeableness and the attitudinal factor of commitment towards the local population were predictive of IRB, but only agreeableness was predictive of OCB-Locals. Moderation effects were identified, but the direction of most of them was unexpected. For example, it was low openness to experience that strengthened the link between sense of personal accomplishment and intentions to re-apply. The study's implications for expatriation research and for practice are discussed.

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The role of social self-efficacy and psychological capital in IT graduates’ employability and subjective career success

Tung¹,

Hương

2023

Cogent Social Sciences

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Individual career outcomes

Cited by 4 publications

References 2 publications

Protean and boundaryless career orientations: A critical review and meta-analysis.

Protean and boundaryless career orientations: A critical review and meta-analysis.

Civilian volunteers in United Nations hot spots: what makes them intend to apply for yet another mission?

The role of social self-efficacy and psychological capital in IT graduates’ employability and subjective career success

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