Predictors of protean career and the moderating role of career strategies among professionals in Malaysian Electrical and Electronics (E & E) Industry

Abstract

Purpose -The purpose of this paper is to examine the effects of individually related variables and the moderating role of career strategies on protean career among professionals in Malaysian Electrical & Electronics (E&E) industry. Design/methodology/approach -Research data were gathered from a sample of 306 of professional employees in 18 E&E multinational corporations in Malaysia. Partial least squares structural equation modelling was employed to examine the influences of individually related factors and the moderating role of career strategies on protean career. Findings -The results demonstrate that individually related variables, namely, self-efficacy, outcome expectation, goal orientation and locus of control are viewed as potential predictors of protean career. There are significant moderating effects of career strategies on the relationship between goal orientation and protean career among professional employees. Research limitations/implications -This paper provide an empirical framework to explain protean career based on the review of career-related literatures. Practical implications -The findings provide implications to both individuals and human resource development (HRD) practitioners on new career trends of protean career. Practical interventions are suggested to assist individuals and organizations towards protean career development. Social implications -This paper supports individual protean career development. Originality/value -This paper offers new insight into the predicting factors of protean career and its moderating role on career strategies.

Career commitment and subjective career success: the moderating role of career-enhancing strategies

“…Although considerable research has been conducted to investigate the relationship between CESs and career development and career outcomes over the past few decades (King, 2003; Nabi, 2003; Park and Rothwell, 2009), the moderating role of CESs has been largely neglected (Wong and Rasdi, 2015). Wong and Rasdi (2015) and Wong et al (2017) considered CESs as a proximal contextual factor that moderates an individual's career choices and actions by referring to the social cognitive career theory model (Lent et al , 1994). Wong and Rasdi (2015) found that CESs moderated the relationship between employees' goal orientations and protean careers.…”

“…CESs include behaviors such as creating career opportunities, developing a network of contacts and self-nominating career goals (Gould and Penley, 1984). Although prominent studies have been conducted to examine the relationship between CESs and employees' career development and career outcomes (King, 2003; Lee, 2002; Nabi, 2003; Park and Rothwell, 2009), studies examining the moderating role of CESs in career studies are still limited (Kraimer et al , 2011; Wong and Rasdi, 2015; Wong et al , 2017), particularly in identifying the moderating effect of CESs on the relationship between CC and CS. According to Ballout (2009), CESs have the potential to strengthen the positive effect of CC on subjective CS, and further study on these strategies is suggested.…”

“…This was supported by Poon (2004), who described the need to examine motivational and performance mechanisms to explain the effects of CC on CS. The moderating role of CESs is important because they will allow human resources practitioners to design an effective human resource development intervention to fit the needs of employees (Wong and Rasdi, 2015). Thus, it is argued that the positive relationship between CC and CS will be stronger when the level of CESs employed is high than when the level of CESs employed is low.…”

Acceptance and Strategic Resilience: An Application of Conservation of Resources Theory

“…An empirical study of German professionals found that attitudes supporting organizational mobility and a boundaryless mindset (proxies for boundaryless careers) were correlated with an attitude of selfdirected career management (Volmer & Spurk, 2011). Other research links an internal locus of control with protean careers (Wong & Rasdi, 2015), suggesting that strategic resilience is consistent with protean as well as boundaryless careers.…”

Interplay Between Protean Career Attitude (Pca), Objective Career Success (Ocs) and Subjective Career Success (Scs) a Study of Academia in Ksa

“…These kinds of persons show flexibility and have positive insight regarding career changes such as layoffs and changes in the labor market because of their positive attitude toward OCS [15]. Individuals considered to have the authority to manage their own career thus a protean career influenced by their individual related variables [16]. [15] studied the relationship between PCA and SCS and found that SCS is the significant predictor of PCA.…”