THE EFFECT OF THE LEARNING ORGANIZATION, CAREER-ENHANCING STRATEGY, AND WORK ORIENTATION ON THE PROTEAN CAREER: A QUANTITATIVE STUDY OF WORKPLACE LEARNING AND PERFORMANCE PRACTITIONERS IN A KOREAN FINANCIAL COMPANY
Workforce Education and Development
Doctor of Philosophy
Date of Defense:
April 25, 2008
William J Rothwell, Committee Chair/Co-Chair Judith Ann Kolb, Committee Member Cynthia Pellock, Committee Member Edgar Paul Yoder, Committee Member
Protean Career Career Development Learning Organization Career-enhancing Strategy Work Orientation Workplace Learning and Performance
The main purpose of this study is to investigate the influence of the learning organization, career-enhancing strategy, and work orientation on the individual¡¯s protean career. The research question to be answered in this study is ¡®to what extent do the learning organization, career-enhancing strategy, and work orientation directly and indirectly predict the individual¡¯s protean career?¡¯ For investigating this research question, eight hypotheses were proposed.
In the conceptual framework of this study, the learning organization, career-enhancing strategy, and work orientation are used as predictors for the individual's protean career. The protean career serves as the dependent variable in this study. Through the literature review, the relationships between the protean career variable and other predictors including learning organization, career-enhancing strategy, and work orientation were discussed.
This study utilized the quantitative data analysis method for investigating the hypotheses, and the data collection was conducted through a web survey. The data was collected from WLP practitioners in a Korean financial company. The final cases used in this study were 244 employees in a South Korean financial company.
The path analyses results indicated that the learning organization dimensions had no significant direct effects on the protean career. Unlike this result, almost all the dimensions had significant indirect effects on the protean career. Creating opportunity strategy had a significant positive effect on self-directed career management, and the seeking career guidance strategy had significant and positive effects on the value-driven predisposition. Also, the results found that calling orientation had a direct significant influence only on self-directed career management.