EFFECT OF PROTEAN CAREER ATTITUDE ON ORGANIZATIONAL CITIZENSHIP BEHAVIOR: A STUDY OF SELECT ORGANIZATIONS IN INDIA

Abstract

The technological revolution coming on the wings of globalization has engineered changes in different walks of life in an undreamt-of manner, including jobs, careers, and organizations. The revolution has led to the demise of traditional careers (Ronn, 2010) and has ushered into a new era characterized by a protean career attitude (Rodrigues et al., 2021), beholding self-directedness and value-driven growth in one's career. The emphasis of employees today is to develop their career paths rather than relying upon the growth trajectory offered by their organization. Employees endeavor to empower themselves, by empowering the growth in their careers (Direnzo & Greenhaus, 2011). Today's employees derive satisfaction and benefits from their objectives (Weng & Mc. Elroy, 2012; Weng et al., 2010). Due to this, the change in the psychological contract between employers and employees becomes palpable. These changes have forced organizations to rethink the career management of their employees as the changes in psychological contracts have a significant impact on some crucial aspects like the commitment of employees toward their organization (De Vos & Cambré, 2017). Consequently, this has led to changes in job design, which means critical adjustments in many ways for the employees (Burke & NG, 2006). The radicalization in present employment conditions has led to a change in the relationship between employers and employees (Hall & Mirvis, 1995; Rousseu,1995). These changes, in turn, lead to a career driven by individuals and not by the organizations, a protean career (Hall, 2002).