Discussion Papers In Economics
And Business

Exploring The Predictors and Mechanism of Protean Career Orientationin Eastern Context: The Effect of Yin-Yang Values, Career Adaptability,
and Traditional Gender Role Beliefs

Zhuo Zhang, Jie Li and Tomoki Sekiguchi

Discussion Paper 22-07

November 2022

Graduate School of Economics
Osaka University, Toyonaka, Osaka 560-0043, JAPANExploring The Predictors and Mechanism of Protean Career Orientation in Eastern
Context: The Effect of Yin-Yang Values, Career Adaptability, and Traditional Gender Role
Beliefs
Zhuo Zhang†, Jie Li††, Tomoki Sekiguchi
Abstract
Due to increasing change and uncertainty in the contemporary work environment, a growing
body of literature recognizes that it is crucial for individuals to develop protean career
management. Despite the many benefits that protean career orientation can offer to individualcareer development and organizational results, few empirical studies focus on the predictors andthe formation mechanism of protean career orientation, especially in the Eastern context. By
introducing an Eastern personal value deriving from Chinese Yin-Yang philosophy and drawing
on career construction theory, this study examined the relationship between Yin-Yang values,
career adaptability, gender role beliefs, and protean career orientation. Based on a sample of 433
full-time employees in mainland China and Japan, the results of this study showed that both YinYang values and career adaptability predict protean career orientation. Meanwhile, Yin-Yangvalues also influence protean career orientation via career adaptability. Furthermore, the two-way
interaction demonstrates the moderating effect of gender role beliefs on the relationship between
career adaptability and protean career orientation. The relationship is more potent when
individuals embrace less traditional gender role beliefs than those with solid traditional beliefs.
Our findings in this study imply that Eastern cultural factors, including traditional cultural values,
may impact the formation mechanism of protean career orientation, suggesting a further
discussion and examination from an indigenous perspective.
JEL classification: M1M12M14
Keywords: Career adaptability, Protean career orientation, Yin-Yang values, Gender role beliefs,
Indigenous study†Corresponding author, Graduate School of Economics, Osaka University, 1-7, Machikaneyama, Toyonaka, Osaka, 560-0043,
Japan. Email address: u746255i@ecs.osaka-u.ac.jp††
International Business School Suzhou, Xi'an Jiaotong-Liverpool University, 8 Chongwen Road, Suzhou Industrial Park,
Suzhou, 215123, China†††
Graduate School of Management, Kyoto University, Yoshida Honmachi, Sakyo-ku, Kyoto-shi Kyoto 606-8501, JapanIntroduction
Due to the rapid changes in society, economy, and technology, there is increasing uncertainty andinstability in today’s labor market and work environment (Yeung & Yang, 2020). Accordingly,
many organizations have abstained from traditional employment relationships and humanresource practices. In contrast, alternative work arrangement, such as regular employment, has
become more prevalent worldwide (Katz & Krueger, 2017). Therefore, instead of the traditional
career management form driven by organizations, in the contemporary workplace, employees
must take charge of their careers more proactively and independently (Hall, 2004; Li et al., 2021).
Protean career orientation is an attitude toward one’s career involving a values-driven orientationand self-directed career management (Briscoe et al., 2006). The values-driven orientationemphasizes that individuals’ intrinsic and personal meaningful values serve as a guide for careerdevelopment, while the self-directed career orientation refers to the employees, not theorganizations, taking responsibility for their own careers (Hall et al., 2018; Briscoe et al., 2012).
Since protean career orientation provides both guidance and motivation for career development,
employees with higher protean career orientation are more likely to engage in proactive career
behavior, obtain higher self-efficacy, and experience subjective career success (Herrmann et al.,2015; Chui et al., 2022; Direnzo et al., 2015). Moreover, employees’ protean career orientation
could benefit their organizations by promoting their job performance, self-management behavior,and psychological well-being (Briscoe et al., 2012, Haenggli et al., 2021).
Despite its positive effects on both the employees and organizations, there is little empirical study
focus on the antecedents of protean career orientation, which result in our acknowledgment of
how to trigger protean career orientation being limited (Hall et al., 2018). Few previous research
has suggested that several variables, such as personality traits, educational and managerial
experiences, and personal values, may shape employees' protean career orientation (Rastgar et al.,2014; Segers et al., 2008; Sargent & Domberger, 2007). Hence, this study aims to explore theantecedents that can predict protean career orientation. One previous study has proven thatseveral Hofstede cultural dimensions (Hofstede, 1984), such as masculinity/ femininity, power
distance, and individualism/ collectivism, may be positively related to protean career orientation(Segers et al., 2008). Nevertheless, in this study, we propose a value deriving from traditional
Eastern philosophy, namely Yin-Yang values, may help shape career attitudes toward uncertainty

and paradox in one's career path, as it is with the nature of dynamic and holistic (Fang, 2012; Li,2016).
Furthermore, drawing on the career construction theory, this study also aims to investigate
whether and how career adaptability can trigger employees' attitudes and mediate between YinYang values and protean career orientation. In addition, as gender has a significant connection tocareer attitudes and individuals' career behavior, we also explore the impact of gender-related
factors on protean career orientation. To date, most of these studies have been conducted in a
Western context, considering that the cultural environment may influence protean career
orientation, scholars also highlighted the importance of testing relationships between protean
career orientations and other variables in non-Western cultural context (Gubler et al., 2014;
Supeli & Creed, 2016). Therefore, the objective of this study was to investigate the above
relationship in an Eastern context.
We test our hypotheses with a sample of 433 working adults from various industries,
organizations, and occupations in Mainland China and Japan. By doing that, this study
contributes to the literature in the following ways. First, we develop a theoretical model toexplore the relationship between Yin-Yang values, career adaptability, and protean career
orientation. Since previous mainly focus on the outcomes of protean career orientation rather than
the antecedents, this study advances our understanding of predicting individuals’ protean career
attitudes. Second, as we described above, most of the current studies are conducted in a nonWestern perspective and context; by introducing the Yin-Yang values, this study provides new
insights into indigenous career studies rooted in the Eastern context. Third, this study also offers
practical implications to individuals and organizations for predicting and stimulating career
attitudes.
Theoretical backgroundYin-Yang values
Yin-Yang is an indigenous Chinese philosophy that embodies the thinking of harmony (Chin &Liu, 2015). In Chinese, yin refers to black and darkness, while yang represents white andbrightness. Compared to the prevalent epistemology systems in the West, like Aristotle’s“either/or” and Hegel’s “both/or” philosophy systems, Yin-Yang philosophy advances a“either/and” logic. It posits that two opposite elements, yin, and yang, are partially conflicting

and partially complementary to each other, so it helps people from East Asia understand andmanage complexity and uncertainty by embracing and balancing them rather than reducing andsubstituting them (Li, 2016). More specifically, Yin-Yang philosophy involves three core tenets
as holistic reflect that phenomenon or entity cannot be complete unless it has two opposite
elements. In other words, every element is interrelated and interdependent with its opposite. It
suggests that individuals should recognize the opposite elements in their interconnections and coexistence (Li, 1998). Dynamic refers to the thinking of transitional balancing, which means the
opposite elements may transform into each other under certain conditions. It advocates thateverything in the universe is not immutable and static but changing and constantly
evolving. Dialectical or Paradoxical posits that the opposite sub-elements exist in one unity,
partially conflicting and partially complementary (Fang, 2012; Li, 2016). The dialectical content
helps individuals focus on the opposite elements equally and avoids simple polarizing (Peng etal., 2016).
Deriving from Yin-Yang philosophy, Yin-Yang values enable individuals to be more dialectical
about the contradictions and difficulties they experience in career development by allowing themto simultaneously obtain resources from the opposite elements and behaviors more flexibly (Jiang
et al., 2021). Moreover, as Yin-Yang philosophy focuses on changing and developing, Yin-Yangvalues may stimulate individuals’ attitudes and behaviors, preparing for possible uncertainty andproblems in the future, such as developing new skills, keeping open to change, learning, andaccumulating resources (Lee & Reade, 2018; Smith & Lewis, 2012). Therefore, individuals witha high level of Yin-Yang perspective are likely to adhere to intrinsic values in the changing
environment and steer their careers rather than rely on the organizations. Therefore, we propose
as following:
Hypothesis 1: Yin-Yang values are positively related to protean career orientation.
Career construction theory and career adaptability
Advancing Super's vocation development theory, career construction theory (CCT), is a theory
that views career from social construction and contextual perspective (Savickas, 2005). It
proposes that individuals construct their careers accompanying the process of self-construction,in which individuals also make meaning of their careers (Savickas, 2005, 2013). According to
CCT, individuals' development and growth are driven by adaptation to the environment,ultimately leading to integration between person and environment (Savickas & Porfeli, 2012). In
contemporary society and the global economy, the social and organizational environment ischanging, fluid, and full of uncertainty. Aiming at a person-environment fit, individuals must
promote flexibility and adaptability to prepare for possibilities and cope with various challenges
and transitions (Savickas, 2013).
Career adaptability is a psychosocial resource for coping with current and anticipated vocational
development, occupational transitions, and work traumas, both predictable and unpredictable(Savickas, 1997, 2013). As a self-regulation resource, career adaptability describes anindividual’s ability and readiness to adapt to the environment, which requires autonomy, selfdirection, and proactive behavior (Gubler et al., 2014). Career construction theory presents career
adaptability as a multi-dimensional and hierarchical construct with four dimensions: concern,
control, curiosity, and confidence (Savickas & Porfeli, 2012). In line with CCT (Savickas, 2013),
concern refers to the concern about the future of one’s own career. In other words, it represents afuture orientation that concentrates on continuity and change. Control means individuals feel andbelieve they are responsible for their career development. Curiosity describes the individuals’
desires to explore possible selves and roles, which may promote learning behaviors. Confidencemeans the individuals’ feelings of self-efficacy and beliefs in achieving their career goals.
Previous studies have demonstrated that a broad range of variables can induce career adaptability,
including personal traits (i.e., a future work self, Guan et al., 2014) and contextual factors (i.e.,learning environment and social support, Tian & Fan, 2014). Ye (2015) demonstrated that workvalues might positively predict career adaptability because extrinsic work values may motivate
individuals to achieve their material career goals by adapting to the work environment. In
comparison, intrinsic work values may promote confidence, skill, and acknowledgment. As noted
above, given that the Yin-Yang values are associated with an individual's attitude and ability tocope with the changes and the future, individuals with a high level of Yin-Yang values are likely
to be concerned about changing environment and open to development. Accordingly, they may
also have a more robust readiness to develop resources, be ready for anticipated difficulties, build
their career development confidence, and make challenges more manageable. Therefore, in thisstudy, we propose as following:
Hypothesis 2: Yin-Yang values are positively related to career adaptability.

On the other hand, previous studies supposed that adaptability, as one of the meta-competencies,
may equip employees with more protean career orientation by enhancing learning behaviors(Hall, 2004, 2018; Lo Presti, 2009). Although Cortellazzo and colleagues (2020) provided
empirical evidence for the predicting effect of these two meta-competencies in their recent study,
they also called for research based on a sample of working individuals from different countries
instead of students from a single society. Likewise, the current studies have shown that thecultural environment may influence the results of protean career orientation studies. For instance,
the predicted effects of protean career orientation on job satisfaction are contrary between
Western and non-Western cultures (Supeli & Creed, 2016; Redundo et al., 2021). Therefore, thisstudy will provide empirical evidence for meta-competencies' effect on protean attitudes
orientation in the Eastern context.
Hypothesis 3: Career adaptability are positively related to protean career orientation.
The mediating effect of career adaptability
In addition, Yin-Yang values present individuals’ awareness and beliefs of paradox, change, anddifficulties. Individuals with a high level of Yin-Yang values are more likely to realize the natureof change and development, which drives them to prepare for the future. As a result, they may
develop career adaptability more proactively than others. Further, career adaptability facilitates aperson’s continuous learning and embracing more flexibility in an uncertain and complex
environment. It ultimately enhances their positive attitudes toward being in charge of their own
careers (Water et al., 2015). Therefore, we also propose:
Hypothesis 4: Career adaptability mediate the relationship between Yin-Yang values and protean
career orientation.
The moderating effect of gender-role beliefs
Eagly’s (1987) social role theory suggests that males and females have been assigned distinctsocial roles due to the social division of labor. People’s perceptions of social roles in a society
induce sex differences in attitudes and behaviors between males and females, in turn leading todifferences in individuals’ career choices and progress in managerial positions (Olsson &Martiny, 2018; Kossek et al., 2017). More specifically, females are expected to be friendly,
unselfish, and place the needs of others above their own, while males are expected to bemasterful, assertive, competitive, and play a dominant role (Eagly & Crowley, 1986; Eagly &Wood, 2012). Consequently, females are considered suitable for so-called female-typed jobs,
such as child-care workers and nurses. On the other hand, males are considered to have a better
fit for male-typed jobs like engineering and management (Eagly & Karau, 2002; Clarke &Arnold, 2018).
In other words, in a specific context, individuals with strong traditional gender role beliefs are
more likely to accept the gender role assigned to them by society, culture, and other people. They
tend to plan their career development according to these roles. On the contrary, individuals withless traditional gender role beliefs may tend to show more openness to career choices. According
to the Conservation of Resources Theory, individuals strive to retain, protect, and build resourcesthat they consider helpful and valuable (Hobfoll, 1989). Hence, individuals with less traditional
gender role beliefs are more inclined to preserve psychological resources and apply them to theircareer development.
Hypothesis 5: Gender role belief will moderate the relationship between career adaptability andprotean career orientation such that the relationship is stronger when traditional gender role belief
is low rather than high.

Insert Figure 1 About Here

Methods
Sample and Procedures
The data used in this study were collected as part of a survey of individuals' careers in China andJapan. All the participants were full-time employees at the time of the survey. Our participantsfrom China were mainly drawn from the eastern part of the mainland, and all the participantsfrom Japan were based in Kanto and Kansai areas, which are major metropolitan areas in bothcountries. We collected the data at two points in time over two weeks. The data from China werecollected by using a free online survey website, while the online survey company collected thedata from Japan.
Demography variables, Yin-Yang values, and gender role beliefs were measured at Time 1, and632 returned usable responses. In the second survey, career adaptability and protean career
orientation were measured, and 433 returned usable responses, for a response rate of 68.5%.


Most of our participants were married (58.20%). There was almost no difference in the genderratio of respondents (male, 48.27; female, 51.73%). Moreover, 42.56% of the participants were in
their 30s, 40.18% were in their 40s, 15.94% were in their 20s, and 0.92%were in their 50s. Mostof them have a bachelor's degree (81.76%). The majority (91.45%) have worked for four years
and above.
Measures
The original scales were constructed and validated in English. As Breslin et al. (1973) suggested,
the first author first translated the scales into Chinese and Japanese; then, two volunteers with an
educational background in English and Business back-translated them into English. Finally, toconfirm that the translated scales are readily understood, we also invited two native speakers ofChinese and Japanese to check the revised questionnaires. Some wording was adjusted to ensure
clarity. All the items were rated on a 5-point Likert-type scale from 1 (strongly disagree) to 5
(strongly agree).
Yin-Yang Values
We adopted the 16-item scale from Jiang et al. (2021) to measure participants’ Yin-Yang values.
As the original scale were constructed for texting the effect of managers’ cognition onorganizational strategies, we have adjusted the presentation of the questionnaire to make themmore appropriate for exploring personal career development. Sample items included “people
should always be ready for change,” “people should give more consideration to interactions
between family needs and career development,” and “About my career path, I think I should
simultaneously focus on both the current situation and future trends in the organization and theindustry.”. The Cronbach’s alpha coefficient was .87.
Career Adaptability
Career adaptability was measured by the 24-item scale developed by Savickas and Porfeli (2012).
The validation of this scale has been examined in Chinese context (Hou et al., 2012).A sample
item is “thinking about what my future will be like.” The Cronbach’s alpha coefficient was .92.
Protean Career Orientation
We assessed participants’ protean career orientation using the 14-item scale adapted from Briscoe
et al. (2006). A sample item from the scale is “I am in charge of my own career.” The Cronbach’s
alpha coefficient was .81 for the self-directed sub-scale, and .79 for the values-driven sub-scale.

Gender Role Beliefs
We measured participants’ beliefs of gender role using a gender related sub-scale from Park et al.
(2005). The origin scale was developed to assess individuals’ Confucian ethics, so that it is more
appropriate and efficient to estimate individuals’ gender role beliefs in Eastern context. A sample
is “It is desirable if men should work outside the home, women inside.” The Cronbach’s alphacoefficient was .80.
Control Variables
Following the previous studies, we controlled several variables in regression analysis. The
control variables mainly concern participants’ demographics, including age, gender, occupation,and organizational tenure.
Results
Correlation Analysis and Descriptive Statistics
Table 1 shows the descriptive statistics and correlation analysis in this study. In support of ourhypotheses, Yin-Yang values is positively associated with career adaptability (r = .74; p < .01)
and protean career orientation (r = .74; p < .01). In addition, career adaptability are positively
associated with protean career orientation (r = .83; p < .01). All these results lend initial supportfor Hypotheses 1-3.
Insert Table 1 About Here

Measurement Model
To test the discriminate validity of variables in this study, before examining our hypotheses, we
performed a confirmatory factor analysis (CFA) using the package “lavaan” (Rosseel, 2022). The
proposed four-factor baseline model offers a good fit to the data, χ 2(1494) = 4001.28, p < .001;
CFI= .91, IFI= .91, RMSEA= .06. Therefore, the variables in this study displayed as expected
and showed discriminant validity.
Hypotheses Testing
To test our Hypotheses, we conducted hierarchical regression analyses. First, we centered thepredictors to reduce multicollinearity, and include the control variables. The results are shown in
Table 2.

Insert Table 2 About Here

Model 1 and step 1 in Model 2 in Table 2 indicate that after controlling the age, gender,
occupation, and organizational tenure, Yin-Yang values is positively related to career adaptability(β = .63; p < .001) and protean career orientation (β = .57; p < .001), supporting Hypotheses 1
and 2. In addition, step 2 in Model 2 presents that career adaptability is positively related toprotean career orientation (β = .70; p < .001), supporting Hypothesis 3.
Moreover, this study predicts the mediating effect of career adaptability between Yin-Yangvalues and protean career orientation. The results of step 3 in Model 2 indicate a significant andpositive mediating effect of career adaptability. Although when we put the predictor and mediatorin the model simultaneously, both of them are remain significant, the predicting effect of YinYang become weaker. Hence, a partial mediation was found, and Hypotheses 4 was supported.
Hypothesis 5 predicated the individuals’ gender role beliefs would moderate the relationshipbetween career adaptability and protean career orientation. The results in Table 3 show asignificant moderating effect of gender role beliefs (ΔR = .003; ΔF =4.79; p < .05). A graphicalillustration of the interaction is shown in Figure 2, that the relationship is stronger when theindividuals are less traditional in gender role. Therefore, Hypothesis 5 was also supported.
Insert Table 3 About Here
Insert Figure 2 About Here
Discussion
The present study aimed to explore how Yin-Yang values influence individuals’ protean career
orientation and career adaptability. Our finding established that individuals’ belief towardchanges and the opposite is a critical predictor of protean career attitudes, which is vital in thecontemporary work environment. We also found that the relationship between Yin-Yang values
and protean career orientation is partially mediated by career adaptability. Moreover, therelationship between career adaptability and protean career orientation is more substantial when
individuals do not adhere to traditional gender beliefs.
Theoretical ContributionsFindings from this study contribute to the literature in the following ways. First, few previous
studies have focused on predictors of protean career orientation, which leads to an insufficientunderstanding of how protean career orientation is developed (Steiner et al., 2019). In response toHall’s (2018) call, we investigate the predicting effect of individuals’ Yin-Yang values and career
adaptability in East Asia. More specifically, in this study, we examined the direct and indirect
paths that Yin-Yang may affect protean careers. It is in line with the findings of Sargent andDomberger (2007), which revealed that personal values play an essential role in protean career
orientation development. Meanwhile, although numerous previous studies proposed theconnection between career adaptability and protean career orientation, only a few examined it ina Western context (Cortellazzo et al., 2020). Our study provides empirical evidence that career
adaptability act as a predictor of protean career orientation in the Eastern context. In sum, thisstudy extends our understanding of protean career orientation's antecedents and the formation
mechanism.
Second, prior studies focused predominantly on how Yin-Yang values and perspective influence
leadership or management behavior (Lin et al., 2018; Liu & An, 2021). In this study, we extend it
to the career literature by demonstrating the predicting effect of Yin-Yang values on career
adaptability and protean career orientation. Hence, this study also enriches our acknowledgmentof Yin-Yang values’ effect on career management. In addition, to our knowledge, there is noprevious study exploring the relationship between Eastern values and protean career orientation,
especially in empirical studies. Therefore, this study is among the first to bridge this theoretical
gap and suggests that studies focusing on Asian societies should pay more attention to thepersonal psychology of Asian people from an indigenous perspective and attempt to explore its
philosophical origins.
Third, we also demonstrate the two-way interaction between career adaptability and traditional
gender role beliefs. This finding suggests that individuals who are less traditional in gender role
beliefs may develop protean career orientation more easily because they are less likely to beconstrained by gender roles in their career decision-making (Steegh et al., 2019). Therefore, thisstudy also highlights the effect of gender role beliefs on individuals' career progress rather thangender itself.
Practical implicationsThis study's findings also have several practical implications for individuals, organizations, andeducators. First, individuals should be aware that their beliefs about gender and the paradox
perspective may affect their career attitudes and, in turn, influence their career outcomes.
Individuals with low Yin-Yang values are less likely to develop career-related psychologicalresources and benefit from flexible career attitudes. This finding suggests that disadvantaged
employees should try to foster their paradoxical mindset during socialization. Also, they candevelop career adaptability through other ways to compensate for this weakness. For instance,
individuals can attempt to inspire career calling or seek more social support from others(Johnston, 2018). In like manner, individuals who embrace strong gender beliefs should pay
attention to its negative effect on their careers.
Moreover, organizations must understand the factors that impact employees' protean careers.
Supported human resource practices should be provided, especially for those disadvantaged
employees. For example, organizations and managers can provide mentoring and training topromote employees' protean career attitudes (Hall et al., 2018). Also, organizations can include
this value in their recruitment assessment items to select the candidates they want.
In addition, since individuals' gender role beliefs are shaped by their experiences in childhood
and adolescence in both family, and school contexts (McHale, 2003), educators, including
teachers and parents, should help children build a gender equality consciousness. Also, previous
studies show that the educator's implicit gender beliefs may influence the educational practices
and the children's gender role beliefs (Warin & Adriany, 2017); educators should also pay
attention to their implicit influences on children's gender beliefs.
Limitations and Future Research
As with all such studies, there are some limitations in this study that offer opportunities forfurther research. First, although our data were collected at multiple time points, this study was
conducted as a cross-sectional study, which may cause a limitation in making the causal
inference. Therefore, longitudinal studies are recommended to determine the causal relationshipbetween our variables.
Another potential limitation of this study is the measurement. Some of the scales used in thisstudy are well-used, except for measuring Yin-Yang values and gender role beliefs. Further work
is required to examine these scales' reliability and validity further. Finally, our sample involvesdata from two East Asian countries; given the cultural similarities between these two countries,
we did not compare the results across the nation. However, several prior studies have revealed thedifferences in mindset and management styles within East Asian countries (Tao et al., 2016; Kimet al., 2007). Hence, We encourage additional studies to explore the differences or nuances
whiten Eastern culture.




































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 Figure 1. Hypothesized model.
Note. Solid lines represent the direct effect of independent variables and dotted lines represent the interacting effect.



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Figure 2. Interaction of career adaptability and traditional gender role beliefs on protean career orientation.

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