The interplay of boundaryless and protean careers: Combinations and implications

The boundaryless and protean career concepts are compared in this article. It is suggested that the theories can be more finely delineated to produce more effective theory and research. The boundaryless career concept is profiled according to Sullivan and Arthur’s (this issue) categories of psychological and physical boundarylessness. The protean career concept is discussed based upon the degree of self-directed and values driven career orientations a career actor demonstrates. We join these respective boundaryless and protean delineations to produce eight likely career profiles based upon combinations of the boundaryless and protean career orientations. These eight profiles are examined in terms of challenges to career actors and those who assist them in their career development.     

Perceived benefits of using an Internet-based interactive career planning system

Making Better Career Decisions (MBCD) is an Internet-based interactive career planning system designed to help deliberating individuals. The present research examined the benefits of a dialogue with MBCD, by analyzing 712 users’ perceptions of its contribution to their career decision-making process, and locating variables associated with these perceptions. A pre-dialogue and a post-dialogue questionnaire were used to collect the users’ perceptions of its benefits and measure the change in the degree of decidedness. Perceived benefit was derived from participants’ ratings of the degree of progress they had made in their career decision-making process, whether they had learned about additional factors to be considered and their career-related preferences, as well as their ratings of the quality of the list of “promising” career alternatives presented to them during their dialogue with MBCD. This composite perceived benefit was found to be positively associated with the users’ decidedness at the completion of the dialogue with MBCD. Users’ satisfaction with the length and variety of their personal “promising alternatives” list was associated with a higher perceived benefit.     

Protean and boundaryless careers as metaphors

The terms “protean career” and “boundaryless career” are metaphors. This paper outlines the nature of metaphor and its use in contemporary social science, particularly in the study of careers. It identifies five characteristics of metaphors, which serve as a guide to analyzing and evaluating them. These are (1) literal and figurative meaning; (2) elaboration in theory; (3) external understanding; (4) relationship to other metaphors; and (5) accuracy and constructiveness. The protean and boundaryless career metaphors are examined in relation to each characteristic. Both concepts have developed in understanding outside their literal and figurative meaning. Both however appear functional in the current shifting careers environment. Suggestions are made for the further development of the concepts.     

Perspective et actualité de Pierre Janet sur les possessions et les extases mystiques

Pierre Janet (1859–1947), a professor of psychology at the collège de France (1901–1934) and the founder of the French Psychological Society in 1901, took interest in the psychology of religion very young and then all along his career. At age 15, a painful crisis of doubts changes him: he becomes atheistic and above all, gains a passion for the psychology of belief (Prévost, 1973). After his “aggregation” degree, he starts examining and curing people with mental diseases at the hospital in Le Havre. Within six years, his works would build the reference synthesis on the “dissociation of the personality”. But the dissociation process is tightly bounded to the properties of belief (L’automatisme psychologique, 1889). The presentation of his famous case “Achille” (1891–1898) possessed “by the devil” will stand for Janet as a textbook case about religious dissociation, and he will consider his successful treatment of this patient as a “modern exorcism” (Névroses et idées fixes, 1898). The famous mystic “Madeleine” who suffered from psychasthenia provided him the opportunity to precise the links between religious phenomena and the properties of belief. Madeleine's oscillations between torture, void and ecstasy, pertain to “tension” variations that directly impact her belief according to their stage – asseritive or reflected – on the Janetian hierarchy ( Janet, 1926–1928). In the second part of his life and career, where Janet takes time to think about his models and practice, he paints a large picture of the evolution of the “self” (L’Évolution psychologique de la personnalité, Janet, 1929) and extends his analysis to traditional cultures where the bounds of the self is more variable, the personality being able to include spirits within itself. The inclusion in the DSM III, of “dissociative troubles” in 1980, for its first atheoretic release, is visibly drawn upon Janet's English writings ( 0175, 0215 and 0070). Following this introduction, a great body of international studies took Janet's modelization and results into consideration (except in France). In 1994, the DSM-IV also adds the dissociative transe disorder category (DTD), which includes religious possession by demons or spirits: this leads to the development of international studies on the psychology of religion within a transcultural frame. After being forgotten for years, the experimental results of Pierre Janet currently undergo an important excavation thanks to recent psychological research, and prove their relevance to contribute to contemporary debates.     

Protean and boundaryless careers: A study on potential motivators

This paper conceptually links hypothesized scales of the Motivation Questionnaire (SHL (1992). Motivation questionnaire: Manual and users’ guide. Thames Ditton: SHL) to the underlying dimensions of the protean (values-driven and self-directedness) and boundaryless career (physical and psychological mobility) attitudes. Results of regression-analyses (N = 13,000) confirmed most of the hypotheses in terms of the influence of gender, age, education, and managerial experience on motivators linked to the underlying dimensions. A cluster analysis that was conducted to explore how many profiles can be observed when matching work motives to the protean and boundaryless careers, resulted in four motivational groups (Protean career architects, Trapped/lost, Hired/hired hand, and Curious/wanderer). The clusters are discussed in light of the current career literature and provide empirical support for the latest theorizing about the protean and boundaryless career models. Managerial implications and directions for future research are offered.     

Protean attitude and career success: The mediating role of self-management

A protean career attitude is considered as an important determinant of career success in the contemporary career era. In this article we test a model in which we specify the relationships between protean career attitude, career self-management behaviors, career insight, and career success outcomes (career satisfaction and perceived employability). A survey was conducted among a sample of 289 employees. The results support the idea that a protean career attitude is a significant antecedent of career success and that this relationship is fully mediated by the development of career insight. The implications of these findings for understanding the process through which career attitude affects individuals’ career success are discussed.     

Inclusion in a superordinate category, in-group prototypicality, and attitudes towards out-groups

We hypothesized that group members’ attitudes towards an out-group are negatively related to the in-group’s perceived relative prototypicality for a superordinate category, but only if both the in-group and out-group are included in this superordinate category. In Experiment 1 (N=40), Germans’ attitudes towards Poles were negatively correlated with the relative prototypicality of Germans when “Europe” (including Poles), but not when “West-Europe” (excluding Poles), was the superordinate category. In Experiment 2 (N=63), female single parents’ attitudes about the competence of single parents to raise children depended on the in-group’s relative prototypicality for “single parents” (including fathers), but not on their relative similarity to “mothers” (excluding fathers). Both experiments showed that inclusion in a superordinate category had a more negative influence on attitudes towards the out-group when relative in-group prototypicality is high rather than low.     

Career decision making: The limits of rationality and the abundance of non-conscious processes

The terms of work have changed, with multiple transitions now characterizing the arc of a typical career. This article examines an ongoing shift in the area of vocational decision making, as it moves from a place where “it’s all about the match” to one closer to “it’s all about adapting to change”. We review literatures on judgment and decision making, 2-system models of decisional thought, the neuroanatomy of decision making, and the role of non-conscious processes in decision making. Acknowledging the limits of rationality, and the abundance of non-conscious processes in decision making, obliges us to act in ways that mitigate the inherent difficulties to which those processes make us vulnerable. We conclude that both rational and intuitive processes seem dialectically intertwined in effective decision making, and we offer a trilateral model of career decision making that includes rational and intuitive mechanisms, both of which are funded and kept in check by occupational engagement.     

Family and career path characteristics as predictors of women’s objective and subjective career success: Integrating traditional and protean career explanations

This study examined the effects of family and career path characteristics on objective and subjective career success among 916 employed mothers. Among family variables, age at first childbirth was positively related and career priority favoring the husband was negatively related to both income and subjective career success; number of children was negatively related and years elapsed since first childbirth was positively related to income only. Among career path variables, career gaps, interorganizational mobility and proportion of one’s career spent in part-time work were negatively related to income; career gaps were negatively related to subjective career success. Income was positively related to subjective career success. Results suggest that integration of traditional and protean career perspectives helps to explain women’s career success.     

The effect of client attachment style and counselor functioning on career exploration

This longitudinal research investigated the interactive effect of social attachment style and perceived-counselor behavior on exploratory behavior exhibited by clients during and after career counseling. Results from 96 clients in career counseling indicated that social confidence and comfort, and the perception that the counselor had created social comfort and personal security, enhanced the range and effectiveness of career exploration by the client. The counselor’s functioning as a “secure base” moderated the association between clients’ avoidance and anxiety attachment style and their career exploration. Specifically, when the clients who were high in social avoidance or in social anxiety perceived-counselors as providing an atmosphere in which they feel secure, they engaged in career exploration far more than similar clients who did not perceive their counselor as a secure base.     

What makes a hypothetical construct “hypothetical”? Tracing the origins and uses of the ‘hypothetical construct’ concept in psychological science

The “hypothetical construct” has been an important concept in philosophy of science for the past half century. References to the concept date as far back as 1943 (Loomba, 1943). Inconsistencies in the use of the term and the related ‘intervening variable’ concept prompted MacCorquodale and Meehl (1948) to distinguish the two concepts and propose conventions for their employment in psychological discourse. They recommended that ‘hypothetical construct’ designates theoretical concepts that “refer to processes or entities that are not directly observed” and, thus, fail to meet the requirements of intervening variables (p. 104). It is interesting to speculate what makes a hypothetical construct “hypothetical.” The motivation for attaching “hypothetical” to constructs is not always immediately apparent. The aim of this paper is to trace the origins of the expression ‘hypothetical construct’, delineate its employment in psychology, and explore the ontological and epistemological presuppositions that underlie conceptions of hypothetical constructs.     

Can career self-directedness be improved through counseling?

We examine the learnability, antecedents and outcomes of career self-directedness using a longitudinal dataset of Flemish career counseling clients. The results show that the career counseling clients improved their career self-directedness during the counseling and that this improvement lasted for at least 6 months. Furthermore, we found career self-directedness to be explained in a significant way by self-awareness and adaptability, two competences identified by Hall [Hall, D. T. (1996). Protean careers in the 21st century. Academy of Management Executive, 10(4), 8-16; Hall, D. T. (2004). The protean career: A quarter-century journey. Journal of Vocational Behavior, 65(1), 1-13] as crucial for steering one’s career. Also, career self-directedness related positively to training participation, job mobility and career satisfaction. The main implications of our findings for the protean career and the career counseling literature are discussed.     

The effect of career interventions designed to increase self-knowledge on the self-concepts of adolescents

This paper reports a study that used a quasi-experimental design to examine if a career intervention designed to increase self-knowledge enabled self-discovery or self-construction, determined by the structure of the personality inventory used. This study, situated within the theoretical model of Markus’s research in self-schemata (1977), used instruments that measured the Big Five personality factors. Results showed that after only one exercise designed to increase self-knowledge, high school students in the experimental group elaborated “self-schemata” that encompassed the five dimensions corresponding to the structure of the instrument used. Findings suggested that the self-knowledge tool constituted a sort of structured “looking glass” in which young people saw themselves reflected according to the dimensions in the inventory used.     

When what you say about others says something about you: Language abstraction and inferences about describers’ attitudes and goals

According to the linguistic category model ( [Semin and Fiedler, 1988] and [Semin and Fiedler, 1991]), a person’s behavior can be described at varying levels of abstraction from concrete (e.g., “Lisa slaps Ann”) to abstract (e.g., “Lisa is aggressive”). Research has shown that language abstraction conveys information about the person whose behavior is described (Wigboldus, Semin, & Spears, 2000). However to date, little research has examined the information that language abstraction may convey about describers themselves. In this paper, we report three experiments demonstrating that describers who use relatively abstract language to describe others’ behaviors are perceived to have biased attitudes and motives compared with those describers who use more concrete language.     

Applying Chaos Theory to Careers: Attraction and attractors

This article presents the Chaos Theory of Careers with particular reference to the concepts of “attraction” and “attractors”. Attractors are defined in terms of characteristic trajectories, feedback mechanisms, end states, ordered boundedness, reality visions and equilibrium and fluctuation. The identified types of attractors (point, pendulum, torus and strange) and their relevance to career development are described. The attractor concept is then applied to major barriers in career development and life transition by a consideration of closed and open systems thinking. It is contended that ultimately the context of human experience is an open system and that career development difficulties arise when closed systems thinking is used in an open systems reality. The practical counseling applications and counseling research evidence using attractors are briefly reviewed. The additional potential contributions of the Chaos Theory of Careers to the career development field are also outlined.     

Hypocrites or maligned cooperative participants? Experimenter induced normative conflict in zero-sum situations

The failure to recognize the influence of two distinct forms of moral norms can lead to the misattribution of moral behavior to egoistic motives. This is illustrated in the research of Batson and his colleagues (e.g., Batson, Kobrynowicz, Dinnerstein, Kampf, & Wilson, 1997). They reported the appearance of moral failure and hypocrisy motivation in several experiments employing essentially the same “zero-sum” experimental situation. They cited as evidence the discrepancy between participants’ apparently self-serving private acts and their subsequent public ratings of the morality of what they had done as well as their recognition of the “most” moral way to behave. The research reported here supported an alternative explanation that located the experimenter’s implicit and explicit instructions as the source of the discrepancy between the participants’ private acts and their public ratings. The findings confirmed the hypothesis that Batson and his colleagues had not merely made moral norms “salient”. They had actually presented their participants with contradictory “demands”: explicitly inviting them to meet the norm of justified self-interest in private but then give public lip-service to the experimenter’s instructions as to a supererogatory way to behave. When either of the demands was removed, the “hypocrisy” no longer occurred.     

Coping with an insecure employment environment: The differing roles of protean and boundaryless career orientations

In this paper, we utilize a sample of working adults (N = 362) in the context of the recent economic recession to explore the coping mechanisms associated with different career attitudes and their subsequent impact on important individual work outcomes. Results of structural equation modeling (SEM) demonstrated that boundaryless mindset and self-directed protean career attitudes were differentially correlated with external support seeking, active coping, and identity awareness, which in turn were differentially correlated with individual work outcomes of job search behavior, performance, career success, and psychological well-being. Evidence for both full and partial mediation within the model tested is presented, as well as the potential implications of these findings and suggested avenues for future research.     

Ten years of career success in relation to individual and situational variables from the employee development literature

Individual, situational, and socio-demographic variables from the employee development literature were combined with theory and research on career success in a ten-year study of 289 workers from across many jobs and industries in the workforce. Support for employee development by one's employer ten years prior and a trend of increasing/accumulating support contributed to career success, providing the first long-term confirmation of the value to careers from support for development by employers. Proactive personality had unique effects on success not accounted for by a broad array of other variables, strengthening conclusions from prior research about the predictive value of proactive personality which were based on data not controlling for these variables. Finally, achievement goal orientation influenced success in a unique way via “profile effects:” Goal orientation dimensions interacted to predict success, suggesting simple linear effects (e.g. being more learning-oriented) may be inadequate in explaining career success. Implications for future research and practice are discussed.     

Chinese children's evaluations of white lies: weighing the consequences for recipients

This research examined how Chinese children make moral judgments about lie telling and truth telling when facing a “white lie” or “politeness” dilemma in which telling a blunt truth is likely to hurt the feelings of another. We examined the possibility that the judgments of participants (7-11 years of age, N = 240) would differ as a function of the social context in which communication takes place. The expected social consequences were manipulated systematically in two studies. In Study 1, participants rated truth telling more negatively and rated lie telling more positively in a public situation where telling a blunt truth is especially likely to have negative social consequences. In Study 2, participants rated truth telling more positively and rated lie telling more negatively in a situation where accurate information is likely to be helpful for the recipient to achieve future success. Both studies showed that with increased age, children’s evaluations became significantly influenced by the social context, with the strongest effects being seen among the 11-year-olds. These results suggest that Chinese children learn to take anticipated social consequences into account when making moral judgments about the appropriateness of telling a blunt truth versus lying to protect the feelings of another.