The Longitudinal Relationship Between Protean Career Orientation and Job Satisfaction, Organizational Commitment, and Intention-to-Quit

Abstract

We surveyed 168 young adults (83% male; mean age = 24 years), who worked for a large electronics manufacturing company in Indonesia, on two occasions, six months apart, on measures of protean career orientation, job satisfaction, organizational commitment, and intention-to-quit, and tested the relationships between protean career orientation and the three outcome variables over time. We tested three cross-lagged models (standard causal, reverse causal, and reciprocal causal), and found support for the standard causal model. Higher levels of protean career orientation at T1 were associated with lower levels of organizational commitment and job satisfaction and higher levels of intention-to-quit at T2, after the effects of T1 were controlled. Results indicated poorer individual and organizational outcomes after six months for employees with higher levels of protean orientation.