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The purpose of this study is to investigate the relationships among abusive supervision, in-role behavior, career commitment and work–life balance.

The data were collected from 310 South Korean company employees using the survey method. To investigate the research hypotheses, structural equation modeling analysis was conducted.

This study found negative effects of abusive supervision on in-role behavior, career commitment and work–life balance. Career commitment and work–life balance has the positive influences on in-role behavior. These results support the research hypotheses.

Although this study empirically confirmed the negative effects of abusive supervision on employees’ attitudes toward their careers, lives and working behavior, the influence of cultural aspects was not considered. This study found mediating effects of work–life balance and career commitment.

This study points out that one leader with abusive supervision can negate all organizational efforts aimed at employees’ well-being because the influence of leaders on employees’ careers, lives and working behavior is very critical.

This paper provides a comprehensive understanding of the relationships between abusive supervision and other related variables from a human resource development perspective.

The purpose of this paper is to find the effects of boundaryless career, organizational commitment, and external support seeking on career satisfaction.

The data were collected from 271 South Korean financial company employees through the survey method. Descriptive analysis was conducted, followed by the correlation and multiple regression analyses.

The study results showed that organizational mobility preference has a negative effect on career satisfaction. The results also showed that boundaryless mindset and external support seeking have positive effects on career satisfaction.

This study showed theoretically that an individual’s specific career related behaviors and attitudes have a positive influence on career satisfaction.

Practically, this study results showed some suggestion for enhancing the employee’s career satisfaction by constructing a career support system.

This paper provides a better understanding of the influences of boundaryless career, organizational commitment, and external support seeking on career satisfaction with an HRD perspective.

This paper aims to investigate the relationship between the protean career and other variables, including organizational learning climate, individual calling work orientation, and demographic variables.

The research data were obtained from a sample consisting of 292 employees of two South Korean manufacturing companies in the private sector. To collect the research data, this study employed the web survey method.

The study results showed that two organizational learning climates – embedded system and system connection – and calling orientation had significant positive relationship with the protean career. Demographic variables did not relate significantly to the protean career.

This paper provides an empirical approach to related environmental and psychological variables influencing the protean career based on the literature review.

The results have implications for both researchers and practitioners in that the study examines the protean career as it relates to the organizational learning climate and provides suggestions for establishing strategies that foster employees' self‐directed career management attitudes.

This paper offers new and useful insight into the predictors of self‐directed career management by exploring variables related to the protean career.

The purpose of this paper is to empirically investigate the effects of subjective career success, organizational learning climate, and the calling work orientation on the protean career.

For this study employees of a Korean financial service company are encouraged to answer a web survey. To examine the hypotheses, structural equation modeling is used.

The results provide evidence of potential predictors of the protean career based on the empirical approach. Also, this study shows an integrative model for predictors of the protean career with the structural equation modeling method. All independent variables – subjective career success, the calling work orientation, and organizational learning climate – have a significant relationship with the protean career. Among the independent variables, the calling orientation has the strongest effect on the protean career.

The generalization of the results may be limited to the research population. Also, as results are based entirely on cross‐sectional self‐report data, the causality of the findings cannot be confirmed.

The importance of the protean career concept has increased in the modern career context, underscoring the individual's self‐direction of career management. This study uses empirical evidence to examine the psychological and environmental predictors of the protean career.

This study aims to develop a theoretical framework that specifies how corporate social responsibility (CSR) and ethical climate (ETHIC) affect pride in membership (PRIDE), and in turn, attitudinal responses (i.e. job satisfaction and turnover intention) among employees, solely focusing on dealers in the casino industry. In addition, the moderating role of customer orientation is examined for internally motivated enjoyment (ENJOY) and externally motivated needs (NEED).

This study uses a non-probability convenience-sampling method by distributing 400 individual questionnaires to respondents. A total of 358 responses are used for data analysis using exploratory and confirmatory factor analyses. Furthermore, this study tests the proposed hypotheses using structural equation modeling.

This study finds the effect of CSR on ETHIC and the effect of ETHIC on PRIDE along with the subsequent effect on attitudinal responses. Findings also reveal a significant moderating role of ENJOY (NEED) on the relationship between ETHIC (CSR) and PRIDE (PRIDE).

This study provides meaningful contributions to extant casino CSR literature, as well as opportunities for future research. The topic may be further explored from cross-cultural perspectives and adapt a methodology to enhance the generalizability and applicability of the findings.

This study attempts to explore the CSR effectiveness on casino dealers, in whom past empirical examination has found little interest. Moreover, according to the multi-experience model, this study investigates the relationships among CSR, ethical climate and pride in membership that have been rarely verified in the past literature. Finally, this study reveals a significant moderating role of ENJOY and NEED that has not been explored, particularly among casino dealers.

Julio Aramberri, Ph.D., is Professor of Tourism at Drexel University (Philadelphia, Pennsylvania, USA. Email: ja43@drexel.edu). Previously, he worked for the Spanish Tourist Office in different capacities including the CEO position (1987–1990). He has recently been appointed to be the dean of the School of Cultural Studies at Hoa Sen University, Ho Chi Minh City, Vietnam. His areas of research are marketing, consumer behavior, and the sociology of travel and tourism. He has also published in other areas such as political sociology, US life and culture, and global challenges.