Protean Career Orientation and Work Outcomes: An Action Theory and Social Exchange Theory Perspective

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dc.contributor.advisorSpitzmueller, Christiane
dc.contributor.committeeMemberSteinberg, Lynne
dc.contributor.committeeMemberHoff, Kevin A.
dc.creatorBabalola, Olusegun
dc.date.accessioned2021-08-04T01:55:10Z
dc.date.available2021-08-04T01:55:10Z
dc.date.createdAugust 2020
dc.date.issued2020-08
dc.date.submittedAugust 2020
dc.date.updated2021-08-04T01:55:12Z
dc.description.abstractCareer scholars have concluded that both employees and organizations need to embrace modern career attitudes aligned with the changing nature of work, such as the Protean Career Orientation (PCO). PCO emphasizes continuous learning, autonomy, and self-directed behaviors and has been linked to both subjective and objective career success. However, findings have been somewhat equivocal indicating the need to explore potential conditional and/or contingent factors that could explain some of these ambiguities. In this study, I address these needs by employing action regulation theory to examine the mediating effect of feedback orientation on the relationship between PCO and career success outcomes. I also examine the potential boundary conditions imposed by perceived supervisor support and perceived organizational support on these relationships using social exchange theory. Utilizing a sample of 298 tenured and tenure-track faculty members across 24 US Tier-1 public universities, I found that PCO exhibits strong positive relationships with objective outcomes, namely cumulative productivity and salary. In addition, there is evidence of an indirect effect of feedback orientation as well as boundary effects of perceived organization and supervisor support in the relationship between PCO and subjective outcomes (work engagement and job satisfaction). These findings highlight the utility of a protean orientation both for employees and organizations. Theoretical and practical implications are discussed.
dc.description.departmentPsychology, Department of
dc.format.digitalOriginborn digital
dc.format.mimetypeapplication/pdf
dc.identifier.urihttps://hdl.handle.net/10657/7966
dc.language.isoeng
dc.rightsThe author of this work is the copyright owner. UH Libraries and the Texas Digital Library have their permission to store and provide access to this work. Further transmission, reproduction, or presentation of this work is prohibited except with permission of the author(s).
dc.subjectProtean Career Orientation
dc.subjectFeedback Orientation
dc.subjectCareer Self-Management
dc.subjectAction Theory
dc.subjectSocial Exchange Theory
dc.subjectPerceived Organizational Support
dc.subjectPerceived Supervisor Support
dc.titleProtean Career Orientation and Work Outcomes: An Action Theory and Social Exchange Theory Perspective
dc.type.dcmiText
dc.type.genreThesis
thesis.degree.collegeCollege of Liberal Arts and Social Sciences
thesis.degree.departmentPsychology, Department of
thesis.degree.disciplinePsychology, Industrial and Organizational
thesis.degree.grantorUniversity of Houston
thesis.degree.levelMasters
thesis.degree.nameMaster of Arts

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