Developing an Integrated Conceptual Model and Measurement for Protean Career

Abstract

Over the years, many studies have investigated individual and organizational factors that facilitate career success because career attitude and behavior have changed dramatically in Human Resource Development (HRD) field. To Understand the related career concept in the modern, we need to point out that the ‘Protean Career’. Because ‘Protean Career’ is more specifically identify value-driven (one’s own values) and self-directed behavior to define subjective career success. Through the comprehensive and integrated literature review, most of Protean career attitude was measured by scale of Briscoe & Hall(2006). However the protean career concept has received in the career literature, empirical research is still in its early stages. It is important to comprehensively manage the cognition, attitude, and behavior of the protean career. Therefore, from these problematic standpoints, the primary purposes of this article are developing a theoretically integrated protean career model through an integrated literature review approach. As the research results, from the theoretical perspective, protean career should be composed of three major domains including Protean Career Cognition(PCC), Protean Career Orientation(PCO), and Protean Career Behavior(PCB). Furthermore, three major domain involves six sub-factors that PCC(identity, adaptability), PCO(self-directed, value-driven), and PCB(coping with change, reflective behavior). Research limitations and further research recommendations were provided following practical and theoretical research implications of the research.