Protean Career Development: Exploring the Individuals, Organizational and Job-related Factors

Chin, Wong Siew; Rasdi, Roziah Mohd

doi:10.5539/ass.v10n21p203

Cited by 31 publications

(59 citation statements)

References 51 publications

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“…Behavior is influenced by both cognitive and environmental factors. Specifically, cognitive factors refer to individual's cognition, emotion, and actual events, and environmental factors refer to the social and physical environments that can affect human behaviors (Brown et al, 2011;Lent et al, 2011;Chin and Rasdi, 2014;Chang and Edwards, 2015). According to Lent et al (1994), self-efficacy is the key structure of SCCT and is believed to have a direct impact on behavior (Brown et al, 2011;Duffy et al, 2014;Chang and Edwards, 2015;Liguori et al, 2019).…”

Section: Introductionmentioning

confidence: 99%

Factors Influencing Employees’ Subjective Wellbeing and Job Performance During the COVID-19 Global Pandemic: The Perspective of Social Cognitive Career Theory

et al. 2021

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The novel coronavirus disease that emerged at the end of 2019 began threatening the health and lives of millions of people after a few weeks. However, social and economic problems derived from COVID-19 have changed the development of individuals and the whole country. This study examines the work conditions of Taiwanese versus mainland China employees, and evaluates the relationship between support mechanisms and subjective wellbeing from a social cognitive career theory perspective. In this study, a total of 623 Taiwanese questionnaires and 513 mainland China questionnaires were collected to compare the two sample groups in terms of the development of employees’ subjective wellbeing. The results show that the Taiwanese sample had more significant development paths compared to mainland China employees in terms of prior knowledge, perceived organizational support, self-efficacy, employee employability, subjective wellbeing, and job performance. Finally, based on the conclusions, this study proposes some specific suggestions on theoretical mode for future studies.

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Section: Introductionmentioning

confidence: 99%

Factors Influencing Employees’ Subjective Wellbeing and Job Performance During the COVID-19 Global Pandemic: The Perspective of Social Cognitive Career Theory

et al. 2021

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“…Referring to Hughes, Hall also distinguishes the concepts of objective and subjective career, which can also be grasped with the table above: Objective career success is based on status, salary, and other external signs, whereas subjective career success may to an outside observer appear as a career downgrade, but the person herself experiences success, work satisfaction, and perhaps even calling (Hall and Chandler, 2005). Chin and Rasdi (2014) have examined earlier studies, including the concept of protean career, and summarized its use into the following dimensions: flexibility, competencies, proactiveness, self-awareness, and autonomy.…”

Section: Concept: the Protean Careermentioning

confidence: 99%

‘I changed my life’s course’: The impact of the Helsingin Sanomat Foundation fellowship on the career path of a journalist

Lassila-Merisalo

2017

Journalism

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This study focuses on the fellowship program of Helsingin Sanomat Foundation, which has sent a hundred mid-career journalists from Finland to study abroad at prominent universities. Based on two surveys, one on the fellows (n = 45) and one on a control group (n = 52), the article discusses the impact the fellowship education has on the journalists and their careers. The surveys are complemented with in-depth interviews of 10 fellow journalists. The results are discussed in the context of protean career concept, and they indicate that the fellowship period has a notable positive impact on the career of an individual journalist, but a contradictory impact on the journalist’s home organization.

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“…Communicative career competencies relate to being able to communicate effectively with others to enhance one's career success ( Mohd Rasdi et al, 2012 ). Behavioral career competencies pertain to the ability to shape one's career by taking action and being proactive in career development ( Chin and Mohd Rasdi, 2014 ).…”

Section: Social Cognitive Career Theory (Scct) Interventionmentioning

confidence: 99%

Developing and evaluating the effectiveness of mobile phone-based career intervention for career competencies of Malaysian public managers: Protocol for a mixed method study

Rasdi

Ibrahim

et al. 2020

Internet Interventions

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Background This study presents a protocol for a mixed method study on the development and evaluation of the effectiveness of mobile phone-based intervention for enhancing career competencies of managers in the Malaysian public service. Career competencies, being central to the self-management and development of one's career, are necessary for proactive management of careers; they help to guide the individuals towards subjective career success which subsequently leads to organization success. However, there is a lack of career competencies intervention practices in the Malaysian public service. Therefore, this study aims to develop and evaluate the effectiveness of a user and expert centric mobile phone-based career intervention program of career competencies among Malaysian public managers. In this study, the Social Cognitive Career Theory (SCCT) is adopted as the framework to develop mobile phone-based intervention for career competencies. Method This is a sequential exploratory mixed method study which involves, in Phase 1, a qualitative approach: reviewing of literature and interviewing experts and public servants who are users of mobile phones so as to obtain their perspectives regarding the components in the career intervention module and mobile phone application features. A quantitative approach is implemented in Phase 2 that evaluates the mobile phone-based career intervention program. Validation will be conducted to meet the objectives of (i) the usability of the mobile communication career intervention application (survey), and (ii) evaluation of the effectiveness of the intervention program for career competencies delivered through mobile phone application (randomized controlled trial). The career intervention program consists of five modules through which development is based on reflective, communicative and behavioral dimensions. Outcome The primary outcome of this study is career competencies. The career competencies score will be compared between participants in the intervention and control group at the baseline, and follow-ups at week four and week 12 respectively, using mixed design ANOVA. Discussion The results from this study will indicate the effectiveness of the career intervention program for career competencies in the reformation of public services management. The intervention can serve as a new modality to enhance career competencies among public managers in Malaysia if its effectiveness is proven.

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Protean Career Development: Exploring the Individuals, Organizational and Job-related Factors

Cited by 31 publications

References 51 publications

Factors Influencing Employees’ Subjective Wellbeing and Job Performance During the COVID-19 Global Pandemic: The Perspective of Social Cognitive Career Theory

Factors Influencing Employees’ Subjective Wellbeing and Job Performance During the COVID-19 Global Pandemic: The Perspective of Social Cognitive Career Theory

‘I changed my life’s course’: The impact of the Helsingin Sanomat Foundation fellowship on the career path of a journalist

Developing and evaluating the effectiveness of mobile phone-based career intervention for career competencies of Malaysian public managers: Protocol for a mixed method study

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