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Human Resource Portals and the Protean Career: A Three-Factor Model

Copyright © 2005. 22 pages.
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DOI: 10.4018/978-1-59140-435-4.ch006
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MLA

Beugre, Constant D. "Human Resource Portals and the Protean Career: A Three-Factor Model." e-Human Resources Management: Managing Knowledge People. IGI Global, 2005. 122-143. Web. 20 Oct. 2014. doi:10.4018/978-1-59140-435-4.ch006

APA

Beugre, C. D. (2005). Human Resource Portals and the Protean Career: A Three-Factor Model. In T. Torres-Coronas, & M. Arias-Oliva (Eds.) e-Human Resources Management: Managing Knowledge People (pp. 122-143). Hershey, PA: Idea Group Publishing. doi:10.4018/978-1-59140-435-4.ch006

Chicago

Beugre, Constant D. "Human Resource Portals and the Protean Career: A Three-Factor Model." In e-Human Resources Management: Managing Knowledge People, ed. Teresa Torres-Coronas and Mario Arias-Oliva, 122-143 (2005), accessed October 20, 2014. doi:10.4018/978-1-59140-435-4.ch006

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Abstract

This chapter discusses the role of human resource portals in the management of the protean career. A protean career is a career that is frequently changing due to both changes in the person’s interests, abilities, and values, and changes in the work environment. The chapter develops a three-factor model, which contends that three types of variables (individual attributes, characteristics of the human resource portals, and organizational factors) influence the effective use of Web-based human resource services. The model also argues that the effective use of Web-based human resource services plays an important role in the management of the protean career since employees act as free agents, responsible for their own career advancement opportunities. The three-factor model has implications for research and practice for both employees and employers.
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Complete Chapter List

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