JournalsKart submission@journalskart.com 8882640642, 011-43101010
Register Login
33th Edition of DTR Apr 2020 – Sep 2020
DIAS Technology Review |Articles

A Study of Engagement, Protean Career Orientation and Turnover Intentions of Faculty Teaching In Professional and Technical Institutions

Dr. Khushboo Raina
Assistant Professor Delhi Institute of Advanced Studies, Delhi, India
View PDF 33th Edition of DTR Apr 2020 – Sep 2020 10.65301/dias.2020.17.1.7 ↗
Dr. Khushboo Raina . (2020). A Study of Engagement, Protean Career Orientation and Turnover Intentions of Faculty Teaching In Professional and Technical Institutions. DIAS Technology Review, 17(1), 72-78.
Published by
Article outline
Article info

Abstract

The current wave of globalization has changed the way in which organizations tend to operate.

There is a huge consensus that it has led to the development and an inter connected business place; but a huge  pressure of performance and competition has also been imposed on these organizations (Green et al., 2017). They  have to adapt to the organizational changes as well as changes pertaining to economical, technological and social  aspects (Sisodia et al., 2007). The upcoming employee base has to bridge between these changes and requirements.  Thus, organizations are in need of the employees who are willing to go beyond not only in terms of hard work but also 
ready to engage in approach which depicts learning, speed, resiliency and adapatability. A better engaged workforce  can be achieved through the development of such an environment wherein positive emotions (involvement and  pride) are promoted leading to better performances and well being of employees. Therefore, employees who have  protean orientation will be able to survive better.

References

  1. i. AISHE (2018). All India Survey on Higher Education. Retrieved from http://mhrd.gov.in/sites/upload_files/mhrd/files/New%20AISHE%202017-18%20Launch_Final.pdf
  2. ii. Ajzen, I. (1985). From intentions to actions: A theory of planned behavior. In K. Kuhl and J. Beckman (Eds.), Action control: From cognition to behavior (pp. 11–39). Heidelberg: Springer
  3. iii. Bakker, A. B., & Demerouti, E. (2008). Towards a model of work engagement. Career Development International, 13, pp. 209–223
  4. iv. Barman, A., and Ray, B. (2011). Faculty engagement in higher educational institution: a proposed model. Romanian Journal for Multidimensional Education, Vol. 3 No. 6, pp. 7–17
  5. v. Baruch, Y. (2014). The development and validation of a measure for protean career orientation. The International Journal of Human Resource Management, 25(19), pp. 2702–2723
  6. vi. Briscoe, J. P., & Hall, D. T. (2006). The interplay of boundaryless and protean careers: Combinations and implications. Journal of Vocational Behavior, 69, pp. 4–18
  7. vii. Briscoe, J. P., and Hall, D. T. (2002). The protean orientation: Creating the adaptable workforce necessary for accessibility and speed. Paper presented at the Academy of Management, Denver
  8. viii. Byrne, B. M. (2001). Structural equation modeling with AMOS, EQS, and LISREL. International Journal of Testing, 1(1), 55–86
  9. ix. Collis, J., & Hussey, R. (2013). Business research: A practical guide for undergraduate and postgraduate students. Macmillan
  10. x. Cronbach, L. J. (1951). Coefficient alpha and the internal structure of tests. Psychometrika, 16(3), 297–334
  11. xi. DeFillippi, R. J., & Arthur, M. B. (1996). Boundaryless contexts and careers. In The boundaryless career. Oxford University Press
  12. xii. De Vos, A., & Segers, J. (2013). Self-directed career attitude and retirement intentions. Career Development International, 18(2), pp. 155–172
  13. xiii. Fishbein, M., & Ajzen, I. (1975). Belief, attitude, intention and behavior. Addison-Wesley
  14. xiv. Fredericks, A. J., & Dossette, D. L. (1983). Attitude Behavior Relations. In Lattin et al. (2015), Analyzing Multivariate Data
  15. xv. Gallup Organization (2006). Engaged employees inspire company innovation. Retrieved from http://businessjournal.gallup.com
  16. xvi. Green, P. I., Finkel, E. J., Fitzsimons, G. M., & Gino, F. (2017). The energizing nature of work engagement. Research in Organizational Behavior, 37, pp. 1–18
  17. xvii. Hair, J., Black, W., Babin, B., Anderson, R. (2010). Multivariate Data Analysis. Prentice-Hall
  18. xviii. Hall, D. T. (1976). Careers in organizations. Scott Foresman
  19. xix. Kahn, W. A. (1990). Psychological conditions of personal engagement and disengagement at work. Academy of Management Journal, 33, pp. 692–724
  20. xx. Lacy, J. C. (2009). Employee engagement: development of a three-dimensional model. Doctoral dissertation
  21. xxi. Livingston, J. (2011). Defining and measuring faculty engagement. PhD thesis
  22. xxii. Maslach, C., & Leiter, M. (1997). The Truth About Burnout. Jossey-Bass
  23. xxiii. OECD (n.d.). Review of quality teaching in higher education. Retrieved from https://www.oecd.org
  24. xxiv. Pawar, V. A. (2014). Employee Engagement: An Empirical Study of Teacher’s Engagement. PhD Dissertation
  25. xxv. Pritchard, K. (2008). Employee engagement in UK public sector. Development and Learning in Organizations, 22(6), pp. 15–17
  26. xxvi. Ramadevi, V. (2009). Employee engagement is a two-way street. HRM International Digest, 17(2), pp. 3–4
  27. xxvii. Robinson, D., Perryman, S., & Hayday, S. (2004). The Drivers of Employee Engagement. Institute for Employment Studies
  28. xxviii. Sisodia, R. S., Wolfe, D. B., & Sheth, J. N. (2007). Firms of Endearment. Wharton
  29. xxix. Supeli, A., & Creed, P. A. (2016). Protean career orientation and job satisfaction. Journal of Career Development, 43(1), pp. 66–80
  30. xxx. West, L. S. (2007). Employee-superior conflict and voluntary turnover. University of North Texas
Citation copied to clipboard