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Impact of Employees’ Protean Career Attitudes on Affective Commitment to organization (With special reference to financial sector in Sri Lanka)


With the emergence of new career theories, the present study attempted to provide insight upon the influence of protean career attitudes on an individual’s affective commitment to their employing organization. As to date, there have been fewer theoretical and empirical research findings related to this topic. Within the literature this topic was done by various researchers, however, there is a knowledge gap it does not vitally answer the question with respect to if protean career attitudes impact affective commitment. A quantitative method research design was used. The data collection method was done using self-administered questionnaires and distributed to 100 young employees by using a convenient sampling technique. Data analysis was performed using simple and multiple regression analysis. The findings of the study indicated that young employees with protean career attitudes have a positive impact on affective commitment. Results of regression analysis show self-directed career management and value-driven predispositions positively related to affective commitment. The findings of the study concluded that young employees with a protean career attitude are even emotionally attached to the organization. Further, the study recommended that it would be important for the employers to provide more varied experiences and development opportunities inside the organization are more committed affectively to their organizations, they control over their work environment.

Keywords: Affective commitment, Protean career attitudes, Self-directed career, Value-driven predispositions