프로티언 경력 관점에서 바라본 경력개발의 역설과 그 해결방안

The shift toward self-directed career management has established Protean Career Orientation (PCO)as a key construct. However, a paradox remains: while PCO benefits individuals, it may conflict with organizational effectiveness by facilitating turnover. This study empirically examines this duality, focusing on the inconsistent mediation of Boundaryless Career Attitude(BCA)in the relationship between PCO and organizational retention—specifically turnover intention and affective commitment. Furthermore, to address this paradox, we analyze how objective performance and organization satisfaction moderate the BCA–turnover intention link. These findings clarify whether self-directed career orientations consistently yield positive organizational outcomes and provide strategies for retaining high-performing talent. Analyzing 1,199 R&D professionals, the results show that while PCO enhances retention, BCA increases turnover risk. Specifically, BCA significantly mediated the PCO–turnover intention link but not affective commitment. Furthermore, objective performance strengthened the positive BCA–turnover intention relationship, whereas work environment satisfaction significantly attenuated it. These findings offer critical insights into balancing self-directed career management with the retention of high-performing core talent.