The Influence of Protean Career Mindset on Employee Turnover Intention

Abstract

In this study, the relationship between employee’s protean career mindset (PCM) and job turnover intentions (TOI) is assessed in light of moderating effects by employee’s perceived learning goals orientation (LGO) and company’s perceived learning opportunities (CLO). We aim to conduct a research study that involves skilled employees from across a variety of industries including participants of diverse gender, race, and other demographic characteristics. A structured questionnaire adapted and validated for this study was used to ascertain the responses of the respondents. An online survey was used to collect the data from 313 respondents. The analysis was performed by using SPSS, and the reliability of the scales was checked by calculating the Cronbach’s alpha. Pearson correlation coefficient was determined to test the hypothesis and verify relationship between the constructs in explaining turnover intentions. A regression analysis was run to create 5 models to examine the beta coefficient and determine any effect and direction of existing relationship. ANOVA test of difference on means was run to check for type 1 errors and multicollinearity was also conducted to determine how well the entire question explains the outcome of turnover intentions. The major findings of the study suggested that there is a significant relationship between protean career mindset and turnover intentions supporting the main effect hypothesis (H1). Specifically, protean career mindset with high self-directedness, drives the employee to cope better with organization changes due to high self-esteem that results in low turnover intentions. There is no moderating effect of LGO or CLO, but it suggested a main effect of CLO on turnover intentions synonymous to company support.

Keywords: Protean career, employee turnover, learning goal orientation, perceived learning opportunities