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The effect of protean careers on talent retention: examining the relationship between protean career orientation, organizational commitment, job satisfaction and intention to quit for talented workers

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The effect of protean careers on talent retention: examining the relationship between protean career orientation, organizational commitment, job satisfaction and intention to quit for talented workers. / Redundo, Raquel; Sparrow, Paul Ronald; Hernández-Lechuga, Gabriela.
In: The International Journal of Human Resource Management, Vol. 32, No. 9, 31.05.2021, p. 2046-2069.

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Redundo R, Sparrow PR, Hernández-Lechuga G. The effect of protean careers on talent retention: examining the relationship between protean career orientation, organizational commitment, job satisfaction and intention to quit for talented workers. The International Journal of Human Resource Management. 2021 May 31;32(9):2046-2069. Epub 2019 Mar 24. doi: 10.1080/09585192.2019.1579247

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@article{c0d729fea9f3466c888632e9e30a6611,
title = "The effect of protean careers on talent retention: examining the relationship between protean career orientation, organizational commitment, job satisfaction and intention to quit for talented workers",
abstract = "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.",
keywords = "protean career, organizational commitment, job satisfaction, quit/turnover intention, talent retention",
author = "Raquel Redundo and Sparrow, {Paul Ronald} and Gabriela Hern{\'a}ndez-Lechuga",
note = "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",
year = "2021",
month = may,
day = "31",
doi = "10.1080/09585192.2019.1579247",
language = "English",
volume = "32",
pages = "2046--2069",
journal = "The International Journal of Human Resource Management",
issn = "0958-5192",
publisher = "Routledge",
number = "9",

}

RIS

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 -