JOURNAL OF INFORMATICS.
EDUCATION AND MANAGEMENT (JIEM)
Vol 8 No 1 .
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ISSN: 2716-0696.
DOI: 10.
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SELF-DIRECTED CAREERS IN THE NEW WORLD OF WORK:
PROTEAN CAREER ORIENTATION AND CAREER SELF-EFFICACY
AS FOUNDATIONS FOR CAREER SUSTAINABILITY: A NARRATIVE
REVIEW
I Kadek Andika Budi Utama 1* .
Nuh Luh Sri Kasih 1 Article Info Article history:
Received January 21 , 2026 Revised January 26 , 2026 Accepted January 26 , 2026 Keywords:
protean career orientation.
career self-efficacy.
Universitas Mahasaraswati Denpasar
ABSTRACT
Changes in the world of work driven by digitalization, hybrid work, the gig economy, and organizational restructuring have made careers increasingly non-linear and require individuals to take a more active role in managing their career trajectories.
This narrative review synthesizes international literature from reputable journals to explain how Protean Career Orientation (PCO)-a self-directed and values-driven career orientationcontributes to career sustainability through enhanced career self-efficacy.
Drawing on sustainable career models that emphasize health, happiness, and productivity, as well as the social cognitive career theory framework, the article proposes that Protean Career Orientation strengthens individuals' confidence in making career decisions, acquiring new skills, and navigating change.
Career self-efficacy, in turn, promotes adaptive behaviors such as career self-management, lifelong learning or upskilling, networking and personal branding, and job crafting, which ultimately enhance employability, subjective career success, and well-being as indicators of career sustainability.
This review also highlights the importance of context .
areer shocks, work flexibilit.
and organizational support .
earning culture, coaching, access to trainin.
as triggers and amplifiers of these processes.
Finally, the article presents a conceptual model and narrative propositions that can serve as a basis for empirical research and as practical guidance for human resource development in the new world of work.
This is an open access article under the CC BY-SA license.
Corresponding Author:
I Kadek Andika Budi Utama | Universitas Mahasaraswati Denpasar Email: andikabudi@unmas.
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EDUCATION AND MANAGEMENT (JIEM) Vol 8 No 1 .
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ISSN: 2716-0696.
DOI: 10.
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INTRODUCTION
Over the past two decades, changes in work structures, marked by increased digitalization of work processes, the adoption of remote and hybrid work, the expansion of project- and platform-based work .
he gig econom.
, and organizational restructuring, have shifted the basic assumptions underlying traditional careers that were linear, stable, and reliant on organizational career paths.
Technological developments have also heightened perceived automation risk and reinforced the need for competency adaptation (Brougham & Haar, 2.
Contemporary career literature emphasizes that individuals now more frequently experience transitions across roles, organizations, and even professions.
careers are understood as a series of work experiences and other relevant life experiences, rather than merely hierarchical positions within a single organization (Sullivan & Baruch, 2.
Consequently, career sustainability depends not only on organizational policies but also on individuals' capacity to manage change, maintain competency relevance, and preserve well-being under conditions of work uncertainty.
This paradigm shift has made two psychological constructs increasingly central.
First.
Protean Career Orientation (PCO) describes a career orientation that positions individuals as the primary agents of career management .
elf-directe.
and uses personal values and meaning as a compass for decision making .
alues-drive.
(Hall, 2004.
Briscoe et al.
, 2.
Second, career self-efficacy refers to individuals' belief that they can make career decisions, learn new skills, cope with change, and navigate career opportunities.
Self-efficacy is an important cognitive mechanism influencing choices, persistence, and adaptive behavior in career development (Bandura, 1977.
Lent et al.
, 1.
Accordingly, examining the relationships among PCO, career self-efficacy, and career sustainability is relevant to understanding how workers can build resilient and meaningful careers in the new world of work.
This article aims to develop a narrative review of the roles of Protean Career Orientation (PCO) and career self-efficacy as foundations for career sustainability.
Specifically, the article .
elaborates the definitions and the development of the literature on PCO, career selfefficacy, and career sustainability.
synthesizes empirical evidence on the relationships among these constructs.
proposes psychological mechanisms and adaptive behaviors that bridge PCO and career sustainability.
formulates a conceptual model and narrative propositions to guide future research.
DISCUSSION
Theoretical Foundations: Protean Career Perspective.
Social Cognitive Career Theory, and the Sustainable Career Model The concept of the protean career marks a shift from "organization-managed" careers to "selfmanaged" careers.
Hall .
emphasized that protean careers are not determined by traditional psychological contracts .
oyalty and job securit.
but by individuals' ability to adapt and pursue psychological success .
, a sense of achievement defined subjectivel.
The self-directed dimension emphasizes autonomy and initiative in career planning and Journal homepage: http://w.
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EDUCATION AND MANAGEMENT (JIEM) Vol 8 No 1 .
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decision making, whereas the values-driven dimension emphasizes the consistency of career decisions with personal values and identity (Briscoe et al.
, 2.
As a cognitive mechanism linking career orientation to behavior.
Social Cognitive Career Theory (SCCT) positions self-efficacy as a central determinant of choices, goals, perseverance, and performance in career contexts.
SCCT emphasizes that beliefs about one's capabilities, together with outcome expectations and goals, influence exploratory behavior, decision making, and coping strategies in the face of barriers (Bandura, 1977.
Lent et al.
In the new world of work, career self-efficacy becomes psychological capital that enables individuals to take agentic roles when career paths are no longer clearly provided by Career sustainability can be understood through the sustainable career model, which stresses that sustainable careers must maintain a dynamic balance among indicators of health, happiness, and productivity over time and must account for the interaction between the individual and context (De Vos et al.
, 2.
In parallel, the sustainable employability approach emphasizes individuals' capability to achieve what they value through work, with supportive work contexts as a prerequisite .
an der Klink et al.
, 2.
Together, these perspectives highlight that career sustainability is not merely about "staying employed" but about simultaneously maintaining competency relevance, performance, and well-being.
Protean Career Orientation (PCO) Protean Career Orientation (PCO) refers to individuals' tendency to take responsibility for their careers and to make career decisions based on personal values and meaning.
Hall .
described the protean career as a "meta-career" that requires continual learning and adaptation to changes in work context.
Briscoe et al.
operationalized PCO through two primary dimensions: .
self-directed career management and .
values-driven career attitude.
modern organizational contexts, individuals with high PCO tend to be more proactive in exploring development opportunities, seeking feedback, and building strategies for both internal and external mobility.
Empirical studies show that PCO is associated with employability and other career outcomes through behavioral pathways.
For example.
Cortellazzo et al.
found that PCO relates to employability through specific behavioral antecedents and emphasized that protean orientation is linked to individuals' readiness to remain relevant in the labor market.
Longitudinal research also shows dynamics in which increases in PCO predict increases in career self-management behavior over time (Haenggli et , 2.
However.
PCO does not automatically translate into career success.
The relationship between PCO and various outcomes may depend on psychological resources .
self-efficac.
, structural opportunities, and organizational support.
Therefore, understanding the cognitive mechanisms that mediate the effects of PCO is important for building a strong theoretical argument.
Career Self-Efficacy Career self-efficacy reflects individuals' belief that they can perform tasks relevant to career management, such as making career decisions, evaluating alternatives, learning new skills, building networks, and adapting to changes in roles or competency demands.
According to Journal homepage: http://w.
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self-efficacy theory, perceived capability influences activity choices, perseverance, and reactions to obstacles (Bandura, 1.
In SCCT, self-efficacy is viewed as a core predictor of career behavior because it shapes individuals' goals and strategies when facing opportunities and constraints (Lent et al.
, 1.
The literature also suggests that PCO can strengthen career self-efficacy.
A self-directed orientation encourages individuals to build mastery experiences through exploratory actions .
, trying new roles, attending training, or taking crossfunctional project.
, while the values-driven dimension clarifies identity and evaluation standards, thereby increasing confidence in career choices.
Li et al.
found that PCO is positively associated with career decision self-efficacy and that this self-efficacy mechanism explains the relationship between PCO and career decidedness.
These findings support the argument that PCO fosters the belief "I can manage my career," which in turn guides adaptive Career Sustainability: From Employability to Well-Being Career sustainability can be defined as individuals' ability to maintain and develop their careers over the long term by balancing performance and productivity, well-being, and a sense of meaning or career satisfaction.
De Vos et al.
emphasized that sustainable careers are dynamic processes shaped over time by interactions among individuals, organizations, and broader contexts.
In addition, the concept of sustainable employability highlights that individuals are considered "sustainable" when they have the capability to achieve what they value through work and when the work context enables those achievements .
an der Klink et , 2.
From this lens, career sustainability encompasses both objective and subjective Objective outcomes may include performance, career mobility, and job continuity, whereas subjective outcomes include career satisfaction, work meaning, and healthy psychological functioning.
The new world of work makes the well-being dimension increasingly salient: careers that are "successful" but compromise health are at risk of being unsustainable in the long term.
Accordingly, a conceptual model that positions adaptive behaviors as pathways to a balance among health, happiness, and productivity becomes crucial (De Vos et al.
, 2.
Psychological Mechanisms and Adaptive Behaviors Protean Career Orientation (PCO) is expected to foster career sustainability not only through intentions or attitudes but through psychological mechanisms .
elf-efficac.
and concrete adaptive behaviors.
Career self-efficacy can increase individuals' likelihood of engaging in adaptive behaviors because it strengthens outcome expectations .
fforts are seen as likely to pay of.
and reduces perceived risk associated with change.
Several adaptive behaviors frequently discussed in contemporary career literature are described below.
Table 1 conceptually illustrates that PCO provides motivational drives .
gency and personal value.
that make individuals more willing to take responsibility for their career development.
Career self-efficacy then functions as a "driving engine" that translates this orientation into adaptive When these actions are enacted consistently, individuals are more likely to maintain employability, achieve subjective career success, and protect their well-being, which ultimately supports a sustainable career trajectory:
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Variable Definition and Key Indicators A 965 Why Triggered by PCO .
gency & value.
Role of Career SelfContribution to Efficacy Career Sustainability .
sychological Protean A self-directed and valuesCareer driven career orientation Orientation .
anaging one's career
(PCO)
independently and guided by values/meanin.
Indicators:
independent decision making, exploration, and searching for value congruence.
PCO emphasizes responsibility for their career direction and commitment to personal values, initiative for change .
ather than waiting for the organizatio.
PCO provides a Promotes "control framework" employability and that makes individuals subjective career more willing to try, success through learn, and face proactive and its effects meaningful career are often realized through higher career individuals sustain self-efficacy and non-linear careers.
adaptive readiness.
Hall, 2004.
Briscoe & Hall, 2006.
Briscoe.
Hall, & DeMuth.
Career self- Belief in one's capability to make career decisions, learn .
areer new skills, cope with change, selfand navigate opportunities.
efficacy / Indicators: confidence for exploration, decision making, and performance in career PCO provides .
eeling "in control of one's career") and .
rying roles/skill.
Self-efficacy increases Triggers adaptive outcome expectations behaviors that .
ffort is expected to maintain competency pay of.
, increases relevance, improve persistence, and career decisions, and reduces perceived protect well-being risk/threat when through a sense of facing transitions.
Bandura.
Lent.
Brown, & Hackett, 1994.
Lent & Hackett, 1987.
Karimi et al.
Journal homepage: http://w.
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php/jiem References JOURNAL OF INFORMATICS.
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which strengthen beliefs in Career Psychosocial resources for adaptability coping with developmental .
oncern, tasks, transitions, and career Indicators: concern curiosity, .
uture orientatio.
, control confidenc.
ense of contro.
, curiosity .
, and confidence .
elf-confidenc.
PCO facilitates concern and .
pportunity exploratio.
and control .
, adapt-abilities.
Self-efficacy primarily Supports sustained Savickas & strengthens the adaptation: smoother Porfeli, 2012.
confidence and control transitions, maintained Rudolph et al.
dimensions, making employability, and Karimi individuals more increased long-term et al.
, 2019.
ready to enact career opportunities.
adaptation plans .
ot merely intend the.
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Table 1 summarizes that Protean Career Orientation (PCO), as a self-directed and valuesdriven career orientation, encourages individuals to take control of their career direction through independent decisions, role/skill exploration, and the search for value congruence (Hall, 2004.
Briscoe & Hall, 2006.
Briscoe et al.
, 2.
This orientation does not stop at it operates through a key psychological mechanism: career self-efficacy, defined as the belief that individuals can make career decisions, learn new competencies, and cope with Self-efficacy strengthens the expectation that effort will lead to progress, increases persistence, and reduces perceived risk during transitions (Bandura, 1997.
Lent et al.
, 1994.
Karimi et al.
, 2.
Furthermore, self-efficacy reinforces adaptive behaviors/resources such as career adaptability .
oncern, control, curiosity, confidenc.
, so that individuals are more prepared to execute adaptation plans rather than merely intend to do so when facing career demands and shocks (Savickas & Porfeli, 2012.
Rudolph et al.
, 2.
When this sequence operates consistently, the ultimate outcome is career sustainability: employability is maintained, subjective career success increases .
atisfaction/meanin.
, and well-being is better protected across increasingly non-linear career trajectories.
Context and Antecedents in the New World of Work Although PCO and self-efficacy operate at the individual level, career development processes always unfold within context.
The sustainable career model emphasizes that careers are shaped by multiple stakeholders and conditions that change over time (De Vos et al.
, 2.
Two contextual categories particularly relevant in the new world of work are triggers and supports .
First, triggers such as career shocks .
, layoffs, restructuring, technological chang.
can force individuals to reflect on career choices and accelerate the need for adaptation.
At the same time, flexible work arrangements such as hybrid, remote, or project-based work increase autonomy while also increasing uncertainty, thereby heightening the need for self-directed career management.
The gig economy reinforces this logic because individuals often must manage a portfolio of projects, build reputations, and maintain work relationships across clients or organizations (Ashford et al.
, 2.
Second, organizational support can strengthen the impact of PCO and self-efficacy on adaptive behaviors.
A learning culture, coaching/mentoring, access to training, and opportunities for internal mobility can serve as resources that enable individuals to convert motivation into concrete action.
De Vos et al.
emphasized that career sustainability is a shared responsibility involving contributions from both individuals and organizations.
therefore, organizational interventions that support learning and development are highly Conceptual Model and Narrative Propositions Based on the literature synthesis, the proposed conceptual pathway can be summarized as New world of work context .
igitalization, hybrid work, gig work, career shocks, learning Journal homepage: http://w.
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Ie Protean Career Orientation (PCO) Ie Career self-efficacy Ie Adaptive behaviors Ie Career sustainability.
To clarify the argument and facilitate the development of empirical research, this narrative review formulates several propositions in the following table:
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Component/Proposition Relationship .
irection and Core Theoretical Rationale .
Key Mechanisms Indicators/Operationalization Conceptual model New world of work context Ie PCO Ie Career self-efficacy Ie Adaptive behaviors Ie Career Changes in work .
igitalization, flexibility, gig make careers less linear and increase demands for individual Agency and self-regulation .
nitiative, goal PCO: Protean career attitudes scale .
elf-directed.
PCO emphasizes self-directed management and values-driven decision making as adaptive responses to Strengthening beliefs through experiences and social support.
Transforming attitudes into through selfefficacy mechanisms and (SCCT).
Career selfefficacy .
elief in one's ability to Journal homepage: http://w.
id/index.
php/jiem Self-efficacy: career decision self-efficacy / occupational self-efficacy.
Adaptive behaviors: career self-management.
oncern, control, curiosity, confidenc.
and personal branding.
Sustainability: employability, career satisfaction and meaning, health and wellbeing, productivity and Outcome Implications .
areer Sustainable References (Hall, 2004.
Briscoe et , 2006.
Subjective Sullivan & career success Baruch.
Well-being Vos et al.
Adaptive Ashford et internal/external al.
, 2.
career mobility.
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develop skills, and make career orientation and Repeated adaptive actions .
earning, networking, job crafting, selfmanagemen.
success, and well-being.
Proposition High disruption and uncertainty conditions Ie PCO becomes more relevant for predicting .
In volatile .
areer shocks, gig work, career paths become less individuals need to rely on self- Adaptive coping with shocks:
rapid reskilling.
Proactive career .
eta-analytic Journal homepage: http://w.
id/index.
php/jiem Career shocks: unexpected events .
ayoffs, mergers, pandemic.
and their attributes .
alence, control, intensit.
Flexible/gig work contexts:
proportion of project work, job autonomy, income/role Test: interaction (PCO y shock Ability to and career mobility in open .
roject-base.
labor markets.
Reduces "career during shocks by accelerating (Sullivan & Baruch.
Ashford et , 2018.
Akkermans et al.
, 2018.
Akkermans et al.
, 2020.
Wiernik & Kostal.
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PCO helps individuals make sense of change, set a valuesbased compass, and seek becomes more salient when contracts are Journal homepage: http://w.
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php/jiem A 971 intensit.
or multi-group comparison .
table vs.
disruptive context.
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RESEARCH METHODOLOGY
This study uses a narrative review approach to develop a conceptual argument regarding the relationships among Protean Career Orientation, career self-efficacy, adaptive behaviors, and career sustainability.
A narrative review was chosen because it enables the integration of multiple streams of literature .
ocational behavior, career development, and human resource managemen.
and emphasizes the development of a conceptual framework relevant to the new world of work.
The literature search focused on reputable international articles published in journals indexed in major databases, using key terms such as "protean career orientation", "career self-efficacy", "career adaptability", "career self-management", "job crafting", "employability", and "sustainable careers".
Article selection considered relevance to the core constructs, clarity of theoretical/empirical contributions, and connections to modern work contexts .
, work flexibility, digitalization, or the gig econom.
The selected articles were then analyzed thematically to identify recurring patterns of relationships, mechanisms, contexts, and outcomes in the literature.
CONCLUSION
Contemporary career literature indicates that the new world of work increases the need for individuals to manage their careers independently.
This narrative review concludes that Protean Career Orientation (PCO) has the potential to serve as an important foundation for career sustainability because it promotes agency and value congruence, which in turn strengthen career self-efficacy.
Career self-efficacy functions as a key mechanism facilitating adaptive behaviors .
areer self-management, career adaptability, upskilling, networking/personal branding, and job craftin.
, enabling individuals to maintain employability, enhance career satisfaction, and protect well-being over the long term.
From a practical standpoint, organizations need to build a learning culture and career support systems that reinforce these processes as part of a shared responsibility for sustainable careers.
Future research may test the proposed propositions using longitudinal designs, consider the influence of career shocks, and explore digital mechanisms .
latform learning and online reputatio.
in managing protean careers.
REFERENCES