Protean career orientation and career shock due to the pandemic:HRD's role in supporting intersectional identity work

摘要

The COVID-19 pandemic has prompted significant changes in the way we think about our work and career to the extent that it can be classified as a career shock (Akkermans, Richardson, and Kraimer forthcoming). A career shock can be defined as 'a disruptive and extraordinary event that is, at least to some degree, caused by factors outside the focal individual's control and that triggers a deliberate thought process concerning one's career' (Akkermans, Seibert, and Mol 2018, 4). The pandemic has been a highly disruptive incident for everyone across the globe due to schools and business closures, sudden transition to remote working, and social distancing guidelines put forth by governments and public health officials. In the wake of this disruption, many organizations have wrestled with determining how to best support their employees to cope with this unprecedented level of change. While it is evident that employees and organizations need to build resilience to cope with this level of disruption (Li, Ghosh, and Nachmias 2020), human resource development (HRD) professionals are still sorting out the 'how' to build resilience. One way to sort out that 'how' could be to turn to the literature on protean career orientation (PCO).