The underlying career values of young adults' protean and traditional career orientations.

Although young people espouse a range of career values, the extent to which traditional career values inter-mix with protean values is unclear. We interviewed a group of young university students in Australia (N = 24, MAge 19.4 years; 50% young men) and examined the full range of traditional and protean values held. Employing applied thematic analysis, we found that freedom/autonomy and fit to self were dominant in protean career themes, while they strongly expressed a desire for job security in a traditional career. The results inform theory development in the career development area and can assist university career counselors.

Bien que les jeunes adhèrent à un éventail de valeurs professionnelles, la mesure dans laquelle les valeurs professionnelles traditionnelles se mêlent aux valeurs protéiformes n'est pas claire. Nous avons interrogé un groupe de jeunes étudiants universitaires australiens (N = 24, âge moyen 19,4 ans; 50% de jeunes hommes) et examiné l'ensemble des valeurs traditionnelles et protéiformes. En recourant à une analyse thématique appliquée, nous avons constaté que la liberté/l'autonomie et l'adéquation à soi étaient dominantes dans les thèmes de la carrière protéiforme, tandis que les étudiants exprimaient fortement leur désir de sécurité de l'emploi dans une carrière traditionnelle. Les résultats éclairent le développement de la théorie dans le domaine du développement de carrière et peuvent aider les conseillers d'orientation des universités.

Aunque los jóvenes adoptan una serie de valores profesionales, no está claro hasta qué punto los valores profesionales tradicionales se entremezclan con los valores proteicos. Entrevistamos a un grupo de jóvenes universitarios de Australia (N = 24, MAge 19,4 años; 50% hombres jóvenes) y examinamos toda la gama de valores tradicionales y proteicos. Empleando un análisis temático aplicado, descubrimos que la libertad/autonomía y la adecuación a uno mismo dominaban los temas de la carrera proteica, mientras que expresaban un fuerte deseo de seguridad laboral en una carrera tradicional. Los resultados aportan información para el desarrollo teórico en el área del desarrollo profesional y pueden ayudar a los orientadores profesionales universitarios.

The effect of core self-evaluations on career adaptability: The mediating role of protean career attitudes and the moderating role of meritocratic beliefs.

Based on the career construction model of adaptation, this study explores the impact of core self-evaluations on career adaptability, with the mediating role of protean career attitudes and moderating role of meritocratic beliefs. The results of the questionnaire survey on 1000 Chinese college students show that: (1) core self-evaluations positively predicted college students' career adaptability; (2) protean career attitudes mediated the relationship between core self-evaluations and career adaptability; (3) meritocratic beliefs not only moderated the effect protean career attitudes have on career adaptability but also moderated the indirect influence of core self-evaluations on career adaptability through protean career attitudes. These results extend the existing antecedent studies on career adaptability and demonstrate the importance of combining self-mobility beliefs (protean career attitudes) with social mobility beliefs (meritocratic beliefs) in the process of core self-evaluations affecting career adaptability. In conclusion, we hope to further develop the theory of career construction and provide more suggestions for college consultants and students.

Value-driven career attitude and job performance: An intermediary role of organizational citizenship behavior.

Background: Value-driven career attitude (VDCA) is considered a dimension of a protean career attitude (PCA). Individuals with this attitude seek out personally meaningful experiences and set their own psychological career success standards. This study investigates the association between value-driven career attitude and job performance. It looks at how organizational citizenship behavior affects the relationship between value-driven career attitudes and job performance. Methods: A self-reported questionnaire was used to collect data from 400 random employees of SMEs in Pakistan during the early pandemic. We chose Cochran's formula to determine the appropriate sample size, and PLS-SEM was used to analyze the model. P-O fit and self-determination theory is the theoretical lenses used in this study. The underpinning theories to this study enable the researchers to establish a link between VDCA, OCB, and job performance. Results: By analyzing a sample of 400 employees from active enterprises, we discover that VDCA contributes to an improvement in job performance. Furthermore, OCB plays an intervening effect in the relationship between VDCA and job performance. Thus, the study provided evidence for the underpinning models of P-O fit and self-determination theory. Conclusion: This study adds to the body of knowledge by investigating the connections between VDCA, OCB, and job performance in SMEs. The existing literature sheds scant light on these linkages, leaving a gap that this study will address. The current study expands on other themes to provide an in-depth analysis of many under-explored PCA outcomes, which may open up new avenues for future researchers to broaden and strengthen PCA with other constructs.

Study on the Relationship between Nurses' Mentoring Relationship and Organizational Commitment.

The mentoring relationship affects the growth and development of new employees. For nurses, the uncertainty of the influence of the mentoring relationship may be magnified by the unique nature of hospitals as public departments, however it is unclear whether and how nurses' mentoring relationship influence the outcome. Protean career orientation defined as a tendency of individuals to achieve subjective career success through self-management of their career is crucial to the influence mechanism of the mentoring relationship. The aim of this study was to explore the path and boundary conditions of the influence of the nurses' mentoring relationship on organizational commitment. As a cross-sectional sample, 371 nurses were investigated. The results showed that protégé career optimism plays an intermediary role in the influence of the mentoring relationship on organizational commitment, and protean career orientation plays a moderating role in the influence of the mentoring relationship on career optimism. The mentor relationship between mentors and protégés facilitates protégés' career optimism, enhancing the protégés' organizational commitment, especially for protégés with low protean career orientation. These findings contribute to the improving nurses' organizational commitment through mentoring relationship. Hospitals should provide space for nurses to exert their abilities, enhance opportunities to improve their team cooperation ability, clearly define the scope of nurses' work and rights, and give nurses the right to make decisions.

Promoting Psychological Well-Being at Workplace through Protean Career Attitude: Dual Mediating Effect of Career Satisfaction and Career Commitment.

The management paradigm of SMEs is changing due to the recent Fourth Industrial Revolution and the changing COVID-19 environment. To respond to these changes, companies are focusing on protean career attitude (PCA) and psychological well-being (PWB) of employees to improve corporate performance. Under these circumstances, this study investigated the structural relationship of the dual mediation effects of career commitment and career satisfaction in the relationship between PCA and PWB. To this end, this study targeted 307 employees of Korean small and medium-sized enterprises (SMEs), and the results are as follows. First, PCA was found to have a positive effect on career satisfaction and PCA was found to have a positive effect on career commitment. Second, PCA was found to have a significant effect on PWB. Third, career satisfaction, a parameter of this study, was found to have a positive impact on career commitment; in the relationship between PCA and PWB, the dual mediation effects of career satisfaction and career commitment were found to be significant. Finally, this study provided discussions and theoretical and practical implications based on those results, as well as directions for future research.

Bergen Work Addiction Scale: Adaptação e Teste de um Modelo Carreira-Trabalho-Família

Adição ao Trabalho (AT) ou popularmente workaholism é caracterizada como uma compulsão ou uma necessidade intrínseca pelo trabalho, que não pode ser controlada e com efeitos negativos para dimensões de saúde, família e trabalho. A Bergen Work Addiction Scale (BWAS) é uma medida psicométrica atual, reduzida e aborda o componente emocional desta adição. Este estudo teve o objetivo de adaptar a BWAS ao contexto brasileiro para a língua portuguesa e testar a relação, explicativa da Adição ao Trabalho, com Carreira Proteana e Conflito Trabalho-Família. Participaram do estudo 340 pessoas, com idades variando entre 19 e 67 anos (média = 31,99), sendo a maioria mulheres. A escala adaptada apresentou bons índices de confiabilidade e índices de ajuste que atendem a evidência de estrutura interna baseada na a teoria de Adição ao Trabalho. Evidências externas moderadas entre BWAS e a Dutch Work Addiction Scale (DUWAS) corroboram a propriedade convergente da nova escala com o referido instrumento já disponível na literatura. O modelo de mediação indicou que a relação entre Orientação de Carreira Proteana e Conflito Trabalho-Família foi mediada pela Adição ao Trabalho. Discute-se aplicações teóricas da BWAS para o diagnóstico de aspectos de Adição ao Trabalho, bem como implicações do fenômeno para esfera de fenômenos da interação trabalho-família.

Work Addiction (WA), or popularly workaholism, is characterized as a compulsion or an intrinsic need for work, which cannot control and with adverse effects on health, family, and work dimensions. The Bergen Work Addiction Scale (BWAS) is a current, reduced psychometric measure that addresses this addiction's emotional component. This study aimed to adapt the BWAS to the Brazilian context for the Portuguese language and test the correlations with Protein Career and Work-Family Conflict. A total of 340 people participated in the study, aged between 19 and 67 years (mean = 31.99), most of them women. The adapted scale presented good reliability and fit indices that meet the evidence of internal structure based on the Work Addition theory. Moderate external evidence between BWAS and the Dutch Work Addiction Scale (DUWAS) corroborates the convergent property of the new scale with the instrument available in the literature. Furthermore, the mediation model indicated that the relationship between Protein Career Orientation and Work-Family Conflict was mediated by Work Addiction. Theoretical applications of BWAS for the diagnostic of Work Addiction are discussed, as well as implications of the phenomenon for the sphere of work-family interaction.

La Adicción al Trabajo (AT) o popularmente la adicción al trabajo se caracteriza como una compulsión o una necesidad intrínseca de trabajar, que no se puede controlar y con efectos negativos en las dimensiones de salud, familia y trabajo. La Bergen Work Addiction Scale (BWAS) es una medida psicométrica reducida actual y aborda el componente emocional de esta adicción. Este estudio tuvo como objetivo adaptar el BWAS al contexto brasileño para la lengua portuguesa y probar la relación, explicativa de la Adicción al Trabajo, con la Carrera Proteana y el Conflicto Trabajo-Familia. Participaron en el estudio un total de 340 personas, con edades comprendidas entre 19 y 67 años (media = 31,99), la mayoría mujeres. La escala adaptada presentó buenos índices de confiabilidad e índices de ajuste que atienden la evidencia de estructura interna basada en la teoría de Adicción de Trabajo. Evidencia externa moderada entre BWAS y la Dutch Work Addiction Scale (DUWAS) corrobora la propiedad convergente de la nueva escala con el mencionado instrumento ya disponible en la literatura. El modelo de mediación indicó que la relación entre Orientación de Carrera Proteana y Conflicto Trabajo-Familia fue mediada por la Adicción al Trabajo. Se discuten las aplicaciones teóricas del BWAS para el diagnóstico de aspectos de la Adicción al Trabajo, así como las implicaciones del fenómeno para el ámbito de los fenómenos de interacción trabajo-familia.

Is Protean Career Attitude Beneficial for Both Employees and Organizations? Investigating the Mediating Effects of Knowing Career Competencies.

The aim of this study was to investigate the direct and indirect effects of protean career attitude on subjective and objective career success representing personal outcomes and task performance reflecting an organizational outcome. Drawing on the intelligent career framework, three knowing career competencies, i.e., career insight (knowing why), networking (knowing whom), and career/job-related skills (knowing how), were hypothesized as mediators linking protean career attitude with its personal and organizational outcomes. Participants of the study were 241 faculty members and matched supervisors from five large public sector universities in Islamabad, Pakistan. Data were collected in two waves through a personally administered questionnaire and analyzed through covariance-based structural equation modeling (CB-SEM). Results showed that protean career attitude has direct positive impacts on subjective career success, objective career success, and task performance. Further, the mediating role of three knowing career competencies was partially supported. We contribute to the literature by proposing and testing a research model linking protean career attitude with its personal and organizational outcomes directly and indirectly through three ways of knowing. A number of practical implications along with future research directions are also discussed.

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

[This corrects the article DOI: 10.3389/fpsyg.2017.01556.].

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

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.

Expanding and Adapting the Protean Career Management Scale for University Students (PCMS-U).

Many changes in the socioeconomic scenario led to the emergence of different models of career guidance, among which the protean career stands out. This model works with the prospect of a career that is self-directed and aligned with personal values, with important propositions for both professionals and students entering the work market. In the Brazilian scenario, however, there is a lack of appropriate measures to evaluate protean aspects among college students without work experience. Thus, the present study aimed at adapting and validating the attitudes towards the Protean Career Scale to this population. The sample consisted of 902 students aging from 18 to 30 years old (M = 22.52; SD = 6.53) attending 34 different undergraduate courses. Exploratory and confirmatory analysis attested the two-dimensional nature of the scale structure. The reliability indexes were satisfactory: over .65. The correlation between the protean models and factors such as personality, values, and locus of control provided adequate evidence of the measure's predictive validity (p < .05).

Preditores da carreira proteana: um estudo com universitários / Predictors of protean career: a study with undergraduate students / Los predictores de la carrera proteana: un estudio con los estudiantes universitarios

Este estudo teve como objetivo a análise de preditores das dimensões proteanas de carreira (autogerenciamento e direcionamento para valores) entre universitários. Para tanto, foram consideradas variáveis sociodemográficas, personalidade e lócus de controle. Participaram da pesquisa, com referencial metodológico quantitativo, 525 alunos, com idades entre 18 e 30 anos. Os resultados indicaram aspectos de abertura, conscienciosidade e lócus de controle interno como preditores do autogerenciamento e socialização e abertura como preditores do direcionamento para valores. Alunos de humanas denotaram mais caraterísticas de direcionamento para valores quando comparados aos de exatas, não havendo diferenças significativas para o autogerenciamento. Os resultados apontam dados relevantes para orientação de carreira de universitários. Requer-se, contudo, novos estudos que investiguem outras variáveis na predição das dimensões proteanas.(AU)

This study aimed to analyze predictors of Protean career dimensions (self-management and values-driven) among university students. Therefore, socio-demographic variables, personality and locus of control were considered. With a quantitative methodological framework, this research had 525 participants who were students aged between 18 and 30 years old. The results indicated that aspects such as openness and conscientiousness and internal locus of control are predictors of self-management, while socialization and openness are predictors of values-driven. Humanities Sciences students denoted more characteristics of values-driven when compared to the Exact Sciences ones, with no significant differences for self-management. The results show relevant data for university career guidance. It requires, however, further studies to investigate other variables in the prediction of Protean dimensions.(AU)

Este estudio tuvo como objetivo analizar los predictores de las dimensiones Proteanas de carrera (auto-gestión y de dirección por valores) en estudiantes universitarios. Por lo tanto, se consideraron variables socio-demográficas, de personalidad y locus de control. En la encuesta con marco metodológico cuantitativo, participaron 525 estudiantes, con edades comprendidas entre los 18 y 30 años. Los resultados indicaron aspectos de la disponibilidad, la diligencia y el locus de control interno, como predictores de la autogestión, y la socialización y la disponibilidad como predictores de la dirección por valores. Los estudiantes de Humanidades apuntando más a características de dirección por valores, en comparación con los de las Ciencias Exactas, y sin diferencias significativas para la autogestión. Los resultados muestran datos relevantes para la orientación profesional universitaria. Sin embargo, se requieren más estudios para investigar otras variables en la predicción de las dimensiones proteanas.(AU)

Preditores da carreira proteana: um estudo com universitários / Predictors of protean career: a study with undergraduate students / Los predictores de la carrera proteana: un estudio con los estudiantes universitarios

Este estudo teve como objetivo a análise de preditores das dimensões proteanas de carreira (autogerenciamento e direcionamento para valores) entre universitários. Para tanto, foram consideradas variáveis sociodemográficas, personalidade e lócus de controle. Participaram da pesquisa, com referencial metodológico quantitativo, 525 alunos, com idades entre 18 e 30 anos. Os resultados indicaram aspectos de abertura, conscienciosidade e lócus de controle interno como preditores do autogerenciamento e socialização e abertura como preditores do direcionamento para valores. Alunos de humanas denotaram mais caraterísticas de direcionamento para valores quando comparados aos de exatas, não havendo diferenças significativas para o autogerenciamento. Os resultados apontam dados relevantes para orientação de carreira de universitários. Requer-se, contudo, novos estudos que investiguem outras variáveis na predição das dimensões proteanas.

This study aimed to analyze predictors of Protean career dimensions (self-management and values-driven) among university students. Therefore, socio-demographic variables, personality and locus of control were considered. With a quantitative methodological framework, this research had 525 participants who were students aged between 18 and 30 years old. The results indicated that aspects such as openness and conscientiousness and internal locus of control are predictors of self-management, while socialization and openness are predictors of values-driven. Humanities Sciences students denoted more characteristics of values-driven when compared to the Exact Sciences ones, with no significant differences for self-management. The results show relevant data for university career guidance. It requires, however, further studies to investigate other variables in the prediction of Protean dimensions.

Este estudio tuvo como objetivo analizar los predictores de las dimensiones Proteanas de carrera (auto-gestión y de dirección por valores) en estudiantes universitarios. Por lo tanto, se consideraron variables socio-demográficas, de personalidad y locus de control. En la encuesta con marco metodológico cuantitativo, participaron 525 estudiantes, con edades comprendidas entre los 18 y 30 años. Los resultados indicaron aspectos de la disponibilidad, la diligencia y el locus de control interno, como predictores de la autogestión, y la socialización y la disponibilidad como predictores de la dirección por valores. Los estudiantes de Humanidades apuntando más a características de dirección por valores, en comparación con los de las Ciencias Exactas, y sin diferencias significativas para la autogestión. Los resultados muestran datos relevantes para la orientación profesional universitaria. Sin embargo, se requieren más estudios para investigar otras variables en la predicción de las dimensiones proteanas.

Estilos reflexivos e atitudes de carreira proteana e sem fronteiras nas organizações contemporâneas brasileiras / Reflexive styles and protean and boundaryless career attitudes in contemporary brazilian organizations

Mudanças sociais e econômicas em organizações contemporâneas passaram a demandar profissionais capazes de refletir sobre as necessidades do mercado, e de gerenciar a própria carreira. Investigou-se as relações entre atitudes relacionadas à carreira proteana (autogerenciamento e direcionamento para valores pessoais), à carreiras sem fronteiras (mobilidade física e psicológica) e estilos reflexivos (autônomo, fraturado, metarreflexivo e comunicativo) de 247 profissionais brasileiros. Os principais resultados indicaram que: 1) as atitudes proteanas referem-se a decisões motivadas por valores pessoais; 2) as atitudes sem fronteiras indicam a crença na capacidade e a intenção de empreender mudanças; 3) a mobilidade psicológica e o autogerenciamento de carreira apresentaram correlação positiva e moderada com estilo reflexivo autônomo; 4) o autogerenciamento de carreira apresentou correlação negativa com o estilo reflexivo fraturado; 5) as médias de autogerenciamento, direcionamento para valores e mobilidade psicológica de profissionais de empresas privadas superaram as dos profissionais de empresas públicas; e 6) não houve diferenças de estilos reflexivos entre profissionais de empresa privada e pública. Concluiu-se que: o modo de refletir tem maior importância para as tomadas de decisão do que o conteúdo sobre o qual se reflete; as atitudes proteanas e sem fronteiras estão presentes entre profissionais brasileiros, e as organizações estão atentas a essas mudanças. A avaliação e a conscientização dos modos de reflexão podem constituir-se em recurso valioso para o desenvolvimento e retenção de talentos em tempos de alta competitividade e fortes anseios por bem-estar psicológico.(AU)

Social and economic changes in contemporary organizations require professionals to reflect on the needs of the market and to manage their own careers. We investigated the relationship between protean career attitudes (self-directedness and personal values orientation), boundaryless career attitudes (physical and psychological mobility), and reflexivity styles (autonomous, fractured, meta-reflexive, and communicative) of 247 Brazilian professionals. The main results indicate that: 1) protean attitudes relate to decisions motivated by personal values, 2) boundaryless attitudes indicate belief in the ability and an intention to undertake changes, 3) psychological mobility and self-directedness showed moderate positive correlations with autonomous-reflexivity 4) self-directedness was negatively correlated with fractured-reflexivity 5) professionals from private organizations had higher average self-directedness, values orientation, and psychological mobility than professionals from public organizations, 6) there were no differences in reflexivity styles between professionals from private and public organizations. We concluded that the mode of thinking of professionals is more important for decision making than the content on which they reflect. In addition, protean and boundaryless attitudes are present among Brazilian professionals, and the employing organizations are paying attention to these changes. The assessment and awareness of modes of reflection can constitute a valuable resource for developing and retaining talent in times of high professional competitiveness and heightened concern for psychological well-being.(AU)

Estilos reflexivos e atitudes de carreira proteana e sem fronteiras nas organizações contemporâneas brasileiras / Reflexive styles and protean and boundaryless career attitudes in contemporary brazilian organizations

Mudanças sociais e econômicas em organizações contemporâneas passaram a demandar profissionais capazes de refletir sobre as necessidades do mercado, e de gerenciar a própria carreira. Investigou-se as relações entre atitudes relacionadas à carreira proteana (autogerenciamento e direcionamento para valores pessoais), à carreiras sem fronteiras (mobilidade física e psicológica) e estilos reflexivos (autônomo, fraturado, metarreflexivo e comunicativo) de 247 profissionais brasileiros. Os principais resultados indicaram que: 1) as atitudes proteanas referem-se a decisões motivadas por valores pessoais; 2) as atitudes sem fronteiras indicam a crença na capacidade e a intenção de empreender mudanças; 3) a mobilidade psicológica e o autogerenciamento de carreira apresentaram correlação positiva e moderada com estilo reflexivo autônomo; 4) o autogerenciamento de carreira apresentou correlação negativa com o estilo reflexivo fraturado; 5) as médias de autogerenciamento, direcionamento para valores e mobilidade psicológica de profissionais de empresas privadas superaram as dos profissionais de empresas públicas; e 6) não houve diferenças de estilos reflexivos entre profissionais de empresa privada e pública. Concluiu-se que: o modo de refletir tem maior importância para as tomadas de decisão do que o conteúdo sobre o qual se reflete; as atitudes proteanas e sem fronteiras estão presentes entre profissionais brasileiros, e as organizações estão atentas a essas mudanças. A avaliação e a conscientização dos modos de reflexão podem constituir-se em recurso valioso para o desenvolvimento e retenção de talentos em tempos de alta competitividade e fortes anseios por bem-estar psicológico...

Social and economic changes in contemporary organizations require professionals to reflect on the needs of the market and to manage their own careers. We investigated the relationship between protean career attitudes (self-directedness and personal values orientation), boundaryless career attitudes (physical and psychological mobility), and reflexivity styles (autonomous, fractured, meta-reflexive, and communicative) of 247 Brazilian professionals. The main results indicate that: 1) protean attitudes relate to decisions motivated by personal values, 2) boundaryless attitudes indicate belief in the ability and an intention to undertake changes, 3) psychological mobility and self-directedness showed moderate positive correlations with autonomous-reflexivity 4) self-directedness was negatively correlated with fractured-reflexivity 5) professionals from private organizations had higher average self-directedness, values orientation, and psychological mobility than professionals from public organizations, 6) there were no differences in reflexivity styles between professionals from private and public organizations. We concluded that the mode of thinking of professionals is more important for decision making than the content on which they reflect. In addition, protean and boundaryless attitudes are present among Brazilian professionals, and the employing organizations are paying attention to these changes. The assessment and awareness of modes of reflection can constitute a valuable resource for developing and retaining talent in times of high professional competitiveness and heightened concern for psychological well-being...

Carreira proteana: revisão teórica e análise bibliométrica / Protean career: theoretical review and bibliometric analysis

Carreira Proteana é um conceito que representa uma nova configuração de carreira advinda das mudanças ocorridas no mercado de trabalho e que passaram a demandar novas formas de relacionamento entre empresa e empregados, bem como o planejamento do desenvolvimento dos profissionais. Assim sendo, este estudo objetiva realizar uma análise bibliométrica relacionada ao tema carreira proteana para melhor compreensão e conhecimento da evolução dos estudos no campo das ciências sociais, os centros de pesquisa, autores, entre outras informações relevantes para o planejamento de futuras pesquisas. A análise dos dados foi sustentada pelas abordagens de pesquisa quantitativa e qualitativa na bibliometria. Em termos qualitativos procurou-se analisar os assuntos das publicações levantadas e palavras frequentes que podem sugerir o direcionamento dos estudos publicados. Do ponto de vista quantitativo foram investigadas variáveis como número de publicações de artigos, autores, áreas temáticas, centros de pesquisa, anos das publicações, países, idiomas e citações que indicam a relevância das publicações para o desenvolvimento científico na área temática. O levantamento de artigos na base Web of Science resultou em 39 publicações relacionadas à carreira proteana, inseridos principalmente nas áreas de administração e psicologia aplicada, com predominância dos estudos e seus respectivos autores sediados nos Estados Unidos. A Universidade de Boston e o Journal of Vocational Behavior reúnem o maior número publicações. O ano de 2009 concentra maior número de publicações; sendo, no entanto, as publicações de 1995 e 2004 de Douglas T. Hall, o idealizador dessa nova abordagem de carreira, as que mais influenciaram as publicações recentes.(AU)

Protean Career is a concept that represents a new setting of orientation towards career arising from changes that took place in the labor market and that began came to demand new forms of relationships between company and employees, as well as in the planning of professional development planning. Therefore, the aim of this study aims atis a bibliometric analysis related to the protean career topic, protean career toward a better understanding and knowledge of the evolution of studies in the social sciences area, of research, institutions, authors, and other information relevant to the planning of future research. Data analysis was supported by the approaches of quantitative and qualitative research in bibliometrics. Qualitatively, we tried sought to analyze the issues raised and publications surveyed, for topics and frequent words that may might suggest the direction of the published studies. From the quantitative point of view, were investigated variables such as: number of source of publication numberss, authors, topic areas, research institutions, publications of the years, countriescountries, languages, and quotes that show the relevance of the publications to the scientific development in the subject area. The collectionsurvey of articles based oin the Web of Science database resulted in 39 publications related to the protean career, set primarily in the areas of management and applied psychology, with a predominance of studies and their authors based in the United States. The Boston University and the Journal of Vocational Behavior gather hold as manythe largest number of publications. The year 2009 focuses moreshows the highest concentration of publications, being, however,although the publications of from 1995 and 2004 by Douglas T. Hall, the creator of this new approach to career, are the most influential on recent publications.(AU)

Carreira proteana: revisão teórica e análise bibliométrica / Protean career: theoretical review and bibliometric analysis

Carreira Proteana é um conceito que representa uma nova configuração de carreira advinda das mudanças ocorridas no mercado de trabalho e que passaram a demandar novas formas de relacionamento entre empresa e empregados, bem como o planejamento do desenvolvimento dos profissionais. Assim sendo, este estudo objetiva realizar uma análise bibliométrica relacionada ao tema carreira proteana para melhor compreensão e conhecimento da evolução dos estudos no campo das ciências sociais, os centros de pesquisa, autores, entre outras informações relevantes para o planejamento de futuras pesquisas. A análise dos dados foi sustentada pelas abordagens de pesquisa quantitativa e qualitativa na bibliometria. Em termos qualitativos procurou-se analisar os assuntos das publicações levantadas e palavras frequentes que podem sugerir o direcionamento dos estudos publicados. Do ponto de vista quantitativo foram investigadas variáveis como número de publicações de artigos, autores, áreas temáticas, centros de pesquisa, anos das publicações, países, idiomas e citações que indicam a relevância das publicações para o desenvolvimento científico na área temática. O levantamento de artigos na base Web of Science resultou em 39 publicações relacionadas à carreira proteana, inseridos principalmente nas áreas de administração e psicologia aplicada, com predominância dos estudos e seus respectivos autores sediados nos Estados Unidos. A Universidade de Boston e o Journal of Vocational Behavior reúnem o maior número publicações. O ano de 2009 concentra maior número de publicações; sendo, no entanto, as publicações de 1995 e 2004 de Douglas T. Hall, o idealizador dessa nova abordagem de carreira, as que mais influenciaram as publicações recentes...

Protean Career is a concept that represents a new setting of orientation towards career arising from changes that took place in the labor market and that began came to demand new forms of relationships between company and employees, as well as in the planning of professional development planning. Therefore, the aim of this study aims atis a bibliometric analysis related to the protean career topic, protean career toward a better understanding and knowledge of the evolution of studies in the social sciences area, of research, institutions, authors, and other information relevant to the planning of future research. Data analysis was supported by the approaches of quantitative and qualitative research in bibliometrics. Qualitatively, we tried sought to analyze the issues raised and publications surveyed, for topics and frequent words that may might suggest the direction of the published studies. From the quantitative point of view, were investigated variables such as: number of source of publication numberss, authors, topic areas, research institutions, publications of the years, countriescountries, languages, and quotes that show the relevance of the publications to the scientific development in the subject area. The collectionsurvey of articles based oin the Web of Science database resulted in 39 publications related to the protean career, set primarily in the areas of management and applied psychology, with a predominance of studies and their authors based in the United States. The Boston University and the Journal of Vocational Behavior gather hold as manythe largest number of publications. The year 2009 focuses moreshows the highest concentration of publications, being, however,although the publications of from 1995 and 2004 by Douglas T. Hall, the creator of this new approach to career, are the most influential on recent publications...

Avaliação do autogerenciamento e do direcionamento de carreira: estrutura fatorial da escala de atitudes de carreira proteana / Self-directedness and values orientation in careers: factorial structure of the protean career attitudes scale

O conceito Carreira Proteana descreve um estilo de carreira em que o sucesso, subjetivamente avaliado, é alcançado através do comportamento vocacional autogerenciado e dirigido para valores individuais. A Protean Career Attitudes Scale (PCAS) avalia estas dimensões. O estudo explorou a estrutura fatorial de uma versão brasileira da PCAS. Participaram 446 profissionais de 15 estados brasileiros. A estrutura fatorial da versão final da PCAS com 11 itens confirmou as dimensões originais. Os índices de confiabilidade da escala geral e das subescalas de autogerenciamento de carreira e direcionamento para valores foram bons ou aceitáveis, com alfas respectivamente de 0,83, 0,85 e 0,73. Comparações entre grupos indicaram que homens tiveram médias maiores do que mulheres em autogerenciamento de carreira. Profissionais de empresas privadas tiveram médias mais altas tanto para autogerenciamento de carreira quanto para direcionamento para valores, comparados a servidores públicos. Sugerese a realização de novos estudos correlacionais e comparativos com a PCAS.

The concept of protean career describes a career style in which success is subjectively pondered, and can be achieved through a self-managed and values-oriented vocational behavior. The Protean Career Attitudes Scale (PCAS) aims to assess the self-management and the values orientation dimensions. The present study explored the factorial structure of a Brazilian version of PCAS. Participants were 446 professionals from 15 Brazilian states. The final version of PCAS was composed of 11 items, their factor structure confirming the hypothesized dimensions. Reliability indexes were good or acceptable for the general scale (.83), and for the career self-management (.85) and values orientation subscales (.73). Comparison between groups showed men with significantly higher selfmanagement than women. Moreover, private sector professionals had significantly higher levels of both selfmanagement and values orientation than government workers. Further comparative and correlational studies with contemporary career attitudes are encouraged.