Contemporary Career Orientations and Career Self-Management: A Review and Integration
Hirschi, A. & Koen J. (2021). Contemporary Career Orientations and Career Self-Management: A Review and Integration. Journal of Vocational Behavior. https://doi.org/10.1016/j.jvb.2020.103505
Abstract
Successful career development requires increased career self-management and contemporary career orientations accordingly stress the importance of being self-directed, values-driven, and flexible. This paper provides an overview of key perspectives on contemporary career orientations in relation to career self-management (CSM), as well as a systematic review of these two streams of literatures. With a focus on highly influential classic and recent papers as well as on all papers published in the Journal of Vocational Behavior on these topics, we aim to integrate the literatures on career orientations and CSM and advance future research. To this purpose, we present an integrative framework of career self-regulation which views CSM as a dynamic process consisting of goal setting and development, information seeking, planning and execution of behaviors, and monitoring and feedback processing. This process is influenced by, and subsequently affects, individual career orientations. We finish the paper by providing several directions for future research in terms of examining more dynamic and self-regulatory processes, unpacking the role of context, integrating the larger proactivity literature, applying a work-nonwork perspective, and developing and testing interventions.
Keywords: career orientations; career self-management; self-regulation; protean career; boundaryless career; proactive career behavior
Predictors of a Protean Career Orientation and Vocational Training Enrollment in the Post-School Transition
Steiner, R. S., Hirschi, A., & Wang, M. (2019). Predictors of a protean career orientation and vocational training enrollment in the post-school transition. Journal of Vocational Behavior, 112, 216-228. https://doi.org/10.1016/j.jvb.2019.03.002
Abstract
The post-school transition is a critical transition for adolescents and understanding when and how it results in beneficial outcomes is a pressing issue. We integrate career construction theory and social cognitive career theory and investigate a sequential model of predictors and outcomes at various stages in the post-school transition process. We focus on a protean career orientation as an important subjective transition outcome and whether adolescents continue with high school or vocational education and training (VET) as an important objective transition outcome. We propose that personal and contextual socio-cognitive factors during school (i.e., occupational self-efficacy beliefs and perceived career barriers) relate to the transition outcomes indirectly through their effects on vocational identity clarity. We tested our hypotheses among a sample of 819 Swiss adolescents, based on a time- lagged study with three waves over a period of three years. Results of structural equation modeling showed that occupational self-efficacy beliefs positively, and perceived career barriers negatively related to vocational identity clarity. A clear vocational identity in turn predicted a higher probability of VET enrollment compared to high school enrollment after school. Unexpectedly, a clearer vocational identity related to a weaker protean career orientation. Implications for post-school transition research and the protean career literature are discussed.
Work values underlying protean and boundaryless career orientations
Abessolo, M., Hirschi, A., & Rossier J. (2017). Work values underlying protean and boundaryless career orientations. Career Development International, 22(3), 241-259. doi: 10.1108/CDI-10-2016-0167
Abstract
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.
Keywords: Work values, Protean careers, Boundaryless careers, Career orientations, Employees
The Fourth Industrial Revolution: Issues and Implications for Career Research and Practice
Hirschi, A. (2018). The Fourth Industrial Revolution: Issues and Implications for Career Research and Practice. Career Development Quarterly, 66, 192-204. doi:10.1002/cdq.12142
Abstract
The accelerating digitization and automation of work, known as the fourth industrial revolution, will have an enormous impact on individuals’ career experiences. Yet the academic literature in vocational psychology and careers research has been remarkably silent on this trend so far. This paper summarizes some of the most important issues of the fourth industrial revolution a they pertain to career development. It then critically reviews how current models and frameworks of career development are suitable for addressing these emerging issues. Opportunities for future career development research and practice are outlined.
Protean career orientation, vocational identity, and self-efficacy: An empirical clarification of their relationship
Hirschi, A., Jaensch, V., & Herrmann, A. (2017) Protean career orientation, vocational identity, and self-efficacy: An empirical clarification of their relationship. European Journal of Work and Organizational Psychology, 26(2), 208-220.doi: 10.1080/1359432X.2016.1242481.
Abstract
There is a large interest in how people can be more protean in their career development, exhibiting a self-directed striving for personally valued career outcomes. However, existing research on the protean career needs to better address issues of antecedents and outcomes as well as unique effects of a protean career orientation (PCO). We present two studies investigating how PCO is related to vocational identity clarity and occupational self-efficacy. Study 1 reports a one-year, three-wave cross-lagged study among 563 university students and established that PCO preceded changes in identity and self-efficacy – but not the other way around. A six-month longitudinal study of 202 employees, Study 2 showed that identity clarity and self-efficacy mediated the effects of PCO on career satisfaction and proactive career behaviors. PCO only possessed incremental predictive validity regarding proactive career behaviors. However, we could not confirm specific direct or mediated effects of PCO on job satisfaction. These results imply that PCO is closely related to vocational identity clarity and self-efficacy because it enhances these career attitudes. Moreover, identity and self-efficacy mediate some but not all of the effects of PCO on important career outcomes.
Keywords: protean career orientation; vocational identity; occupational self-efficacy; job satisfaction; career satisfaction; proactive career behaviors
The protean career orientation as predictor of career outcomes: Evaluation of incremental validity and mediation effects
Herrmann, A., Hirschi, A., & Baruch, Y. (2015). The protean career orientation as predictor of career outcomes: Evaluation of incremental validity and mediation effects. Journal of Vocational Behavior, 88,205-214, doi:10.1016/j.jvb.2015.03.008
Abstract
A protean career orientation is assumed to be beneficial for career development but researchers have only recently started to empirically evaluate the concept. Conducting two studies based on three independent samples of university students and working professionals in Germany, we address issues of concurrent validity, predictive incremental validity and mechanisms linking the protean orientation to career outcomes. The first study showed that in a sample of 104 Ger man employees different measures of the protean career orientation all correlated highly, but not identically, to a range of work and career attitudes. Using bootstrapping analysis, a second study with a six-month prospective examination among 419 German university students and a cross-sectional analysis among 526 German employees showed that a protean career orientation predicts proactive career behaviors and career satisfaction beyond a proactive disposition and core self-evaluations, respectively. Moreover, the protean career orientation was a significant mediator of these two personality constructs on both career outcomes. Cumulatively, the studies enrich our understanding of how and when a protean career orientation is related to important career outcomes.
The positive effects of a protean career attitude for self-initiated expatriates: Cultural adjustment as a mediator
Cao, L., Hirschi, A., & Deller, J. (2013). The positive effects of a protean career attitude for self-initiated expatriates: Cultural adjustment as a mediator. Career Development International, 18(1), 56-77. doi:10.1108/136204313113059537
Abstract
Purpose– The authors sought to explain why and how protean career attitude might influence self-initiated expatriates’ (SIEs) experiences positively. A mediation model of cultural adjustment was proposed and empirically evaluated.
Design/methodology/approach– Data from 132 SIEs in Germany containing measures of protean career attitude, cultural adjustment, career satisfaction, life satisfaction, and intention to stay in the host country were analysed using path analysis with a bootstrap method.
Findings– Empirical results provide support for the authors’ proposed model: the positive relations between protean career attitude and the three expatriation outcomes (career satisfaction, life satisfaction and intention to stay in the host country) were mediated by positive cross-cultural adjustment of SIEs.
Research limitations/implications– All data were cross-sectional from a single source. The sample size was small and included a large portion of Chinese participants. The study should be replicated with samples in other destination countries, and longitudinal research is suggested.
Practical implications– By fostering both a protean career attitude in skilled SIE employees and their cultural adjustment, corporations and receiving countries could be able to retain this international workforce better in times of talent shortage.
Originality/value– This study contributes to the scarce research on the conceptual relatedness of protean career attitude and SIEs, as well as to acknowledging the cultural diversity of the SIE population.
Keywords: Self-initiated expatriation, Protean career, Cultural adjustment, Career satisfaction, Intention to stay, International mobility, Cultural distance, Expatriates
Self-initiated expatriates and their career success
Cao, L., Hirschi, A., & Deller, J. (2012). Self-initiated expatriates and their career success. Journal of Management Development, 31(2), 159-172. doi:10.1108/02621711211199494
Abstract
Purpose– This paper aims to provide conceptual clarity by distinguishing self-initiated expatriates (SIEs) from company-assigned expatriates (AEs), and skilled migrants; most importantly, it introduces an overarching conceptual framework based on career capital theory to explain SIEs’ career success.
Design/methodology/approach– This conceptual framework is based on a review of the relevant literature on SIE, expatriation, career studies, cross-cultural studies, migration, and other related areas.
Findings– Protean career attitude, career networks, and cultural intelligence are identified as three major types of career capital influencing SIEs career success positively; the predicting relationships between these are mediated by cultural adjustment in the host country. Cultural distance acts as the moderator, which highlights the influence of macro-contextual factors on SIEs’ career development.
Research limitations/implications– The current paper applied career capital theory and did not integrate the impact of family and labour market situation on SIEs’ career development. Further research should test the proposed framework empirically, and integrate the impact of family- and career-related factors into a holistic approach.
Practical implications– When constructing international talent acquisition and retention strategies, organizations and receiving countries should understand the different career development needs and provide SIEswith opportunities to increase career capital during expatriation. Furthermore, the current framework suggests how to adjust to the host country in order to meet career development goals.
Originality/value– The multi-level and sequential framework adds value by identifying specific types of career capital for SIEs and providing a conceptual underpinning for explaining how they interact and foster SIEs’ caree