This study investigates the impact of protean career orientation on employability with the mediating role of proactive career behaviors in knowledge-based companies of Lorestan province. In terms of purpose, the present study is an applied descriptive-exploratory research.. The statistical population of the research is employee of knowledge-based companies of Lorestan province with 156 persons. A total number method has been used for sampling. In order to measure the variables of the research, Briscoe et al’s protean career orientation questionnaire (2006), De Vos and Soens’s employability (2008) and the proactive career behaviors of Chughtai's (2019) have been used. The reliability of the questionnaires was confirmed by Cronbach's alpha and for data analysis, structural equation modeling and PLS software were used. The results show that protean career orientation both directly and through proactive career behaviors increases the employability in knowledge-based companies in Lorestan province.The results show that protean career orientation both directly and through proactive career behaviors increases the employability in knowledge-based companies in Lorestan province.

This research has studied the relationship of career with job power and organizational commitment in 245 male and female personnel of research and development units of industrial companies. Career orientation was measured by Schein’s Career Anchors Inventory-Short Form. To measure organizational commitment and job power، Balfour and Wechsler’s Organizational Commitment Scale and Nixon’s Job Power Scale were applied، respectively. The results showed that the highest means were related to job security، lifestyle and service orientations. Considering the relationships among variables، job power showed significant relationships with managerial، pure challenge and entrepreneurship orientations. Correlations among different types of organizational commitments and job power were significant. In all career orientations there were significant differences between males and females. Females had higher means in job security، lifestyle and service orientations. Based on the research findings، it has been suggested that a dual career planning may be considered for both sexes from the early stage of employment. Therefore from the beginning، a dual planning from technical and managerial careers point is considered for each individual employee in the organization.

Career Orientations or career choices, can be affected by internal and external factors. External factors are the environmental conditions the reward and the final achievements of selecting a career choice are dependent on. Internal factors refer to the needs, beliefs and competencies of an individual that can be related to his/her job. The result of exploratory factor analysis of Schein's career anchor inventory supported the 8 factor structure of career anchors with one change. Then, the internal antecedents of managerial and technical orientations of 200 Iranian programmers were identified using multiple regression analysis. In addition, perception of people about the compensation system as an external factor has been found to affect the above relationships, as a moderating factor. The results revealed significant relationships between technical anchor and technical orientation, challenge, general management, entrepreneurship and job security anchors and managerial orientation.

This study investigates different types of career orientation of a sample of Iranian software engineers and antecedents of these orientations. A qualitative study was conducted in seven Iranian small to large sized companies, where forty-nine software engineers were interviewed. Using the thematic analysis technique, technical, managerial, entrepreneurial, project based, and hybrid orientations were identified. For some orientations, several sub-orientations were also identified. In addition, the results propose some antecedents of career orientation, mainly based on engineer needs, competencies and values, which may be moderated by some external factors, including organizational and national level phenomena.

The purpose of this study was to analyze the effect of varied career orientation on employability of doctoral students at Lorestan University. Based on the type of data collection, this research was a descriptive-survey. The statistical population of the study consisted of all 400 doctoral students at Lorestan University. Using a stratified sampling method, 200 questionnaires were distributed among them. The data analysis algorithm was used by partial least squares method, which included the evaluation of structural model fitness and measurement models to measure the relationships between the research variables. The appropriate fitness for both parts of the data algorithm indicated the desirability of questionnaires and structure at the level of indicators and questions used. The results of the research showed that the varied career orientation had a positive impact on planning career, as well as the positive effect of planning career orientation on the career capitals (human, social, and psychological). Despite the confirmation of the positive impact of social and psychological capital on the employability of individuals, the impact of human capital on employability was not endorsed, and finally social capital was recognized as the most important career capital for promoting employability.

The purpose of this study was to examine the female-headed household empowerment based on social-cognitive career counseling and its impact on promoting their career self-efficacy and future orientation (time perspective, anticipation of future consequences, planning ahead). This quasi-experimental research had a pretest-posttest control group follow-up design. The statistical population of the study was comprised of female-headed households in Karaj supported by Imam Khomeini’s Relief Foundation. Forty female-headed households were selected through random simple sampling method and were assigned to experimental and control groups. The instruments included the Career Decision Self-Efficacy scale (CDSES, Taylor & Betz, 1983) and the Future Orientation Scale (Steinberg et al., 2009). The experimental group went through a ten-session course on social-cognitive career counseling and the control group did not receive any intervention.  At the end of the intervention, career self-efficacy and future orientation were measured during posttest and follow-up phases and the data were analyzed via repeated measures ANOVA. Results indicated that the level of career self-efficacy and the future orientation of the participants in the empowerment training course was significantly higher than that of the control group (P<0.01). These changes were also observed in the follow-up stage. Accordingly, it is suggested that empowerment based on social-cognitive career counseling be used as an optimal psycho-educational package for promoting career self-efficacy and future orientation among female-headed households.

Today's knowledge-based management without borders, with a focus on learning and creative organizations, carries new and different messages to managers and employees in managing their career path, and Career development can affect employee motivation and organizational performance. Therefore, the present study aimed to investigate the mediating role of motivational orientation in the relationship between personality dimensions and borderless Careers. The present study was applied in terms of purpose, in terms of approach and nature of causal research, in terms of descriptive-survey data collection method and in terms of quantitative data type. The statistical population of the study included all employees of the University of Isfahan that 212 people were selected by available sampling method for the research. The research instruments included Button et al.'s questionnaire, Brisco et al.'s questionnaire and five neo-factors. Factor analysis and structural equation modeling were used to analyze the research data. Findings showed that personality had significant direct effect on career path without borders and motivational orientation. In addition, motivational orientation had a significant direct effect on the career path without borders and personality had a significant indirect effect on the career path without borders through motivational orientation. Thus, personality dimensions mediated motivational orientation and play an important role in borderless Careers.

Protean career orientation is a type of career path has emerged in the transition from the traditional to the contemporary world. This orientation has provided the basis for the formation of flexible personalities, known as the two main features of 'self-management' and ' value-driven. The influence t of culture on the characteristics of individuals with protean orientations in different societies has been underestimated. On the other hand, in respect of the conceptual and functional affinities of protean career orientations and the entrepreneurship, it is needed to determine the conceptual distinctions between these two paths. The purpose of this study was to provide the answers for the below questions. Question 1: What are the characteristics of people with protean career orientation in Iran and question 2: What is the difference between the concept of protean career path and the concept of entrepreneurship?

To answer the first question, the characteristics of individuals with the protean career path were evaluated using the qualitative approach and the grounded theory analysis method.

Three main features and eleven sub-features were obtained for individuals with protean occupational orientation; two of them were consistent with those mentioned in protean career path theory.

The results of this study indicate that the specific characteristics of the Iranian society have led to the emergence of special abilities in people with protean career path. The results of a comparative investigation between entrepreneurs and people with protean career orientations also show that, despite the similarities between them, there are fundamental differences in the level of conceptual paradigm and behavioral strategies between the protean career path and entrepreneurship.

Protean career orientation is a type of career path has emerged in the transition from the traditional to the contemporary world. This orientation has provided the basis for the formation of flexible personalities, known as the two main features of 'self-management' and ' value-driven. The influence t of culture on the characteristics of individuals with protean orientations in different societies has been underestimated. On the other hand, in respect of the conceptual and functional affinities of protean career orientations and the entrepreneurship, it is needed to determine the conceptual distinctions between these two paths. The purpose of this study was to provide the answers for the below questions. Question 1: What are the characteristics of people with protean career orientation in Iran and question 2: What is the difference between the concept of protean career path and the concept of entrepreneurship?

To answer the first question, the characteristics of individuals with the protean career path were evaluated using the qualitative approach and the grounded theory analysis method.

Three main features and eleven sub-features were obtained for individuals with protean occupational orientation; two of them were consistent with those mentioned in protean career path theory.

The results of this study indicate that the specific characteristics of the Iranian society have led to the emergence of special abilities in people with protean career path. The results of a comparative investigation between entrepreneurs and people with protean career orientations also show that, despite the similarities between them, there are fundamental differences in the level of conceptual paradigm and behavioral strategies between the protean career path and entrepreneurship.

The purpose of this study was to examine the predictors of career adaptability among nurses. Research method was correlation and multiple regressions. Population of this study included all of Nurses in Tehran Hospitals (50000 persons) that according to Krejcie & Morgan's table and cluster Random sampling, which are proportional to volume, 320 of them were selected as sample volume. Research tools includes career adaptability questionnaire, Generalized Self-Efficacy Scale (GSES), Goal orientation scale, Percieved Social Support questionnaire and Life Orientation Test- Reviseved which was analyzed by regression after distribution and collection. Results indicated that three component of Motivational System theory include self-efficacy, goal orientation and optimism could predict career adaptability. Based on the findings of this study, we can be design interventions aimed to increasing adaptability of nurses and equipped them the resources to make the best way to adapt their working conditions by improving the motivational factors (such as selfefficacy, goal orientation and optimism).