ScholarWorks@숙명여자대학교

초록

This study investigated the influence of protean career attitude on subjective career success among permanent employees at domestic major companies. It also examined the moderating role of organization’s career development support (strategic system, operational system, growth opportunity, supervisor’s support) in the relationship between protean career attitude and subjective career success. The research addressed two key questions: (1) Does protean career attitude affect subjective career success? (2) Does perception of organization’s career development support moderate this relationship? A survey was conducted on 234 permanent employees with over three years of experience at an A Group affiliate. Data analysis included descriptive statistics, factor analysis, reliability testing, and correlation analysis using SPSS 21.0, along with structural equation modeling and moderating effect analysis using Ping’s Two-Stage Method with AMOS 21.0. The results revealed that self-directed career management positively influenced both career satisfaction and employment potential. Value-driven predispositions positively influenced career satisfaction but had no significant effect on employment potential. Additionally, the perception of career development support moderated the relationships between protean career attitude and subjective career success. Strategic systems moderated the effect between self-directed career management and career satisfaction, and operational systems influenced the relationship between value-driven predispositions and employment potential. Growth opportunities and supervisor support further strengthened these connections. The findings underscore the importance of enhancing organizational career development support to boost employees’ protean career attitude and subjective career success, fostering greater performance and engagement.

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