Rights statement: This is an Accepted Manuscript of an article published by Taylor & Francis in The International Journal of Human Resource Management on 24/03/2019, available online: https://www.tandfonline.com/doi/abs/10.1080/09585192.2019.1579247
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Final published version
Research output: Contribution to Journal/Magazine › Journal article › peer-review
Research output: Contribution to Journal/Magazine › Journal article › peer-review
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TY - JOUR
T1 - The effect of protean careers on talent retention
T2 - examining the relationship between protean career orientation, organizational commitment, job satisfaction and intention to quit for talented workers
AU - Redundo, Raquel
AU - Sparrow, Paul Ronald
AU - Hernández-Lechuga, Gabriela
N1 - This is an Accepted Manuscript of an article published by Taylor & Francis in The International Journal of Human Resource Management on 24/03/2019, available online: https://www.tandfonline.com/doi/abs/10.1080/09585192.2019.1579247
PY - 2021/5/31
Y1 - 2021/5/31
N2 - To study the effect of protean careers on talent retention, operationalized as the intention to quit, this study explores two pathways between protean career orientation and intention to quit: a direct pathway, and an indirect pathway via organizational commitment and job satisfaction. The study draws upon a sample of 306 talented workers selected from 17 Spanish and Mexican multinational organizations. Protean orientation should be expected to be widespread among talented individuals which might represent a threat to those that seek to develop and retain highly valued employees. We found that highly protean talented individuals show higher organizational commitment and higher job satisfaction, but contrary to expectations do not show a higher intention to quit. The total effect of protean career orientation on intention to quit is shown to not be significant because the positive direct effects are neutralized by negative indirect effects. The results help complement current knowledge of protean careers and a better understanding of organizational attitudes in the protean career context will help practitioners to show the importance of avoiding stereotyping talented employees based on a protean orientation as they do not comprise an extra risk for the organization in terms of commitment and turnover intention.
AB - To study the effect of protean careers on talent retention, operationalized as the intention to quit, this study explores two pathways between protean career orientation and intention to quit: a direct pathway, and an indirect pathway via organizational commitment and job satisfaction. The study draws upon a sample of 306 talented workers selected from 17 Spanish and Mexican multinational organizations. Protean orientation should be expected to be widespread among talented individuals which might represent a threat to those that seek to develop and retain highly valued employees. We found that highly protean talented individuals show higher organizational commitment and higher job satisfaction, but contrary to expectations do not show a higher intention to quit. The total effect of protean career orientation on intention to quit is shown to not be significant because the positive direct effects are neutralized by negative indirect effects. The results help complement current knowledge of protean careers and a better understanding of organizational attitudes in the protean career context will help practitioners to show the importance of avoiding stereotyping talented employees based on a protean orientation as they do not comprise an extra risk for the organization in terms of commitment and turnover intention.
KW - protean career
KW - organizational commitment
KW - job satisfaction
KW - quit/turnover intention
KW - talent retention
U2 - 10.1080/09585192.2019.1579247
DO - 10.1080/09585192.2019.1579247
M3 - Journal article
VL - 32
SP - 2046
EP - 2069
JO - The International Journal of Human Resource Management
JF - The International Journal of Human Resource Management
SN - 0958-5192
IS - 9
ER -