• Journal of Convergence for Information Technology
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• v.11 no.12
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• pp.70-79
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• 2021

The purpose of this study is as follows: First, this study investigates the effect of the supervisor's coaching leadership on the employee's protean career attitude. Second, we examine the effect of a protean career attitude on career satisfaction. Finally, we examine the mediating effect of protean career attitude on the relationship between supervisor's coaching leadership and career satisfaction. As a result of analyzing the data of 329 employees from pharmaceutical companies, the positive influence of coaching leadership on the protean career attitude was significant. The positive effect of the protean career attitude on career satisfaction was significant. The mediating effect of the protean career attitude on the relationship between coaching leadership and career satisfaction was significant. The findings of this study provide an understanding regarding the concept of career development, which has recently changed from an organization-centered to an individual-centered perspective. Also, this study has theoretical and practical implications for the field of human resource development in that it suggests the type of leadership as an antecedent of protean career attitudes.

• Management & Information Systems Review
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• v.35 no.2
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• pp.13-26
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• 2016

The career management concept is changing rapidly in the career management field in recent years. It becomes very difficult to have a lifetime employment within the same firm. As there is career-interruption that is pervasive phenomenon in the career management area, many academics and practitioners have been interested in it. The purpose of this study was to examine the influence of career-interruptions as the effective career strategy of the self-directed career development on career strategy(career-interruptions frequency, career opportunities searching and career success (workers' wages). To test the effects of the self-directed career management, data were divided into two groups including self-directed career management group (n=210) and general career management group (n=191) based on whether career-interruptions are voluntary or not. The results showed that the self-directed career development attitude and career success were significantly different depending on worker's self-directed career management and general career management group.

• Journal of the Korean Applied Science and Technology
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• v.36 no.1
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• pp.279-298
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• 2019

Many empirical studies are conducted in regards to protean career or boundaryless career. The concept and the notion of protean career and boundaryless career has extended so far. Yet, the gap in the literature exists. Previous literature focused on the relationship among protean career, boundaryless career, and subjective career success, but examined little about the influence of protean career and boundaryless career on positive career attitude or future learning readiness. Therefore, this study explores the moderating effect of supporting policy of career development among protean career orientation, boundaryless career, positive career attitude, and future learning readiness. There was moderating effect of supporting policy of career development among the relationships of protean career orientation and future learning readiness; the relationships of boundaryless career and future learning readiness. The moderating effect of supporting policy of career development implies that the intention of career development in self-directed way and learning are related. In addition, The role of HRD/HRM department which takes initiatives in career development can affect the learning readiness for future among workers.