The Study of Relationship between Protean Career Attitude and Job Decision Effectiveness: The Mediating Effect of Proactive Career Behavior and Vocational Self-concept Crystallization

• Main Authors: Hui-Lin Chih, 池慧琳
• Other Authors: Szu-Ta Wu
• Format: Others
• Language: zh-TW
• Published: 2011
• Online Access: http://ndltd.ncl.edu.tw/handle/25058660889068551100

碩士 === 國立高雄應用科技大學 === 人力資源發展系 === 99 === The study aims at investigating the relationship between protean career attitude and job decision effectiveness, and the mediating effect of proactive career behavior as well as vocational self-concept crystallization. The study sample were employees in Taiwan. A total of 600 questionnaires were distributed, 457 valid surveys were returned, the returning rate is 76.17%. By using descriptive statistics, Pearson, hierarchical regression, and path analysis, the findings of this study are summarized as following: 1.Employees in Taiwan have active protean career attitude and proactive career behavior to career management, the degree of vocational self-concept crystallization is above the average, and their job decision effectiveness are good. 2.Taiwan employees’ protean career attitude, job decision effectiveness, proactive career behavior as well as vocational self-concept crystallization are positive related to each other, especially the relation between vocational self-concept crystallization and job decision effectiveness is stronger. 3.Protean career attitude, proactive career behavior and vocational self-concept crystallization can predict job decision effectiveness, especially the vocational self-concept crystallization. 4.Proactive career behavior and vocational self-concept crystallization have partially mediating effect in the relationship between protean career attitude and job decision effectiveness, especially the vocational self-concept crystallization. 5.The path analysis model of the relationships among protean career attitude, proactive career behavior and job decision effectiveness, as well as protean career attitude, vocational self-concept crystallization and job decision effectiveness have good fit. Promoting by proactive career behavior and vocational self-concept crystallization, employees could forward job decision effectiveness through protean career attitude. According to the findings above, the researcher provides suggestions such as creating diversity opportunities of job/ career development, holding regular consultation, clarifying personal value, taking proactive networking behavior actively, a ratio of equality sampling, and investigating other factors that influence job decision effectiveness, for organizations, employees and future research.