Relevant bibliographies by topics / Boundaryless career

Academic literature on the topic 'Boundaryless career'

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Published: 4 June 2021
Last updated: 26 January 2023

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Journal articles on the topic "Boundaryless career"

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Abessolo, Marc, Andreas Hirschi, and Jérôme Rossier. "Work values underlying protean and boundaryless career orientations." Career Development International 22, no. 3 (June 12, 2017): 241–59. http://dx.doi.org/10.1108/cdi-10-2016-0167.

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Purpose The purpose of this paper is to investigate the relation among work values and protean and boundaryless career orientations. Design/methodology/approach A sample of 238 employees aged 16 to 65 years from the French-speaking region of Switzerland completed two different work values scales as well as protean and boundaryless career attitudes scales. To assess the relationships among these constructs, correlations, multiple regression, and exploratory factorial analysis techniques were used. Findings Results suggested that protean and boundaryless career orientations were significantly positively related to intrinsic, social, and status work values. A boundaryless-organizational mobility orientation was significantly negatively associated with extrinsic/material work values. Research limitations/implications Results have important implications for understanding which work values are typically endorsed by people with a protean or a boundaryless career orientation. Originality/value The present study contributes to the understanding of protean and boundaryless careers by clarifying the relationships among these career orientations and work values.
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Sommerlund, Julie, and Sami Boutaiba. "Borders of “the boundaryless career”." Journal of Organizational Change Management 20, no. 4 (July 10, 2007): 525–38. http://dx.doi.org/10.1108/09534810710760063.

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PurposeThe paper aims to examine the notion of the boundaryless career, arguing that the notion is problematic, and that simultaneous co‐existence of different types of careers makes both “new” and “old” types of careers possible.Design/methodology/approachThe approach is twofold: a theoretical argument, and a qualitative ethnographic study, involving observations and interviews.FindingsThe theoretical argument questions the underlying premise and promise of the notion of the boundaryless career, namely that modern careers amount to a higher level of personal freedom. This empirical study will serve to illustrate the co‐constitutive nature of different career stories.Research limitations/implicationsThe research is qualitative and thereby limited in the following way: it serves to give a deep understanding of the phenomena at hand, but is not easily generalizable. However, the methodology can inspire scholars to explore the findings observed in this paper.Practical implicationsThe idealization of the boundaryless career is problematic, as it poses problems to those concerned with the career. A more flexible ideal of careers would be preferable to researchers and organisational actors alike.Originality/valueThe paper gives a practical and empirical input to a debate that has been largely conceptual or generalized.
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Karakus, Filiz. "A retrospective view from traditional to boundaryless career and career success." International Journal of Research in Business and Social Science (2147- 4478) 10, no. 3 (May 1, 2021): 65–81. http://dx.doi.org/10.20525/ijrbs.v10i3.1131.

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An increasingly dynamic career context has changed the nature of careers and led to the emergence of more autonomous and self-directed boundaryless careers. The common idea in different forms of boundaryless careers is mobility. Psychologically and physically mobile individuals start to manage their own careers in terms of their personal pursuits. In such a career environment, the nature of career success has also changed. The importance of subjective career success has been emphasized more than objective career success because only individuals themselves can meaningfully define and assess their career success with reference to their own self-defined standards, needs, and values in such an unstable environment. With the transmission of career responsibility to the individuals, the need to develop career competencies as knowing why competencies, knowing whom competencies, and knowing how competencies emerge in order to survive and become successful. This study reviews career concept and the new perspectives as a boundaryless career within a constantly changing environment which makes it impossible to become successful unless gaining new competencies and survival methods and the new perspectives on career success with a growing increase in subjective career success instead of objective career success
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Widianti, Emma. "KARIR LINTAS BATAS ORGANISASIONAL DAN KECOCOKAN KARIR (BOUNDARYLESS CAREER AND CAREER FIT)." Jurnal Bisnis dan Kewirausahaan 12, no. 2 (October 1, 2019): 1–16. http://dx.doi.org/10.31001/jbk.v12i2.1017.

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The purpose of this paper is to give a bridge in understanding the relationship between boundaryless careers and organizational or individual outcomes. Career fit is assumed to have closer relationship with boundaryless career before we can further explain those outcomes. This relationship is explained by using organizational and individual perspectives both externally and internally in four types of boundaryless careers (i.e., internal psychological, internal enacted, external psychological, and external enacted), and by considering individual characteristics (i.e.,knowledge worker and non-knowledge worker). Two propositions are offered, first, knowledge worker is more suitable (has career fit) with organizational career process focusing on external boundaries, second, non-knowledge worker is more fit with organizational career process focusing on internal boundaries. Both internal and external orientation will require HR to have relevant practices and policies to support those fit.
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Övgü Çakmak-Otluoğlu, K. "A cluster analysis of protean and boundaryless career orientations: Relationships with career competencies." Australian Journal of Career Development 27, no. 3 (September 24, 2018): 127–36. http://dx.doi.org/10.1177/1038416217743024.

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Previous research on protean and boundaryless careers has been variable centred, testing the outcomes of the dimensions of protean and boundaryless careers separately. Following the career typology of Briscoe and Hall (2006), this study aimed to explore the combined effect of protean (self-directedness and values orientation) and boundaryless (psychological and physical mobility) career dimensions on various career competencies, including identity awareness, adaptability, career planning, proactive job search behaviour, and external networking behaviour. Using cluster analysis with a sample of 285 professionals and mid-level managers, five of the eight career profiles in Briscoe and Hall’s (2006) typology emerged: protean career architect, hired gun, solid citizen, the wanderer, and trapped/lost. Results showed that the most positive career competencies were associated with protean career architect. Additionally, it was found that higher levels of self-directed career management and psychological and physical mobility were not sufficient to enhance identity awareness when the values-driven orientation was lower.
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B. Arthur, Michael. "The boundaryless career at 20: where do we stand, and where can we go?" Career Development International 19, no. 6 (October 7, 2014): 627–40. http://dx.doi.org/10.1108/cdi-05-2014-0068.

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Purpose – The purpose of this paper is to reflect on a broad body of work that responds to the boundaryless career concept, first introduced in 1993, and to anticipate new theory-building and research. Design/methodology/approach – Covers the origination of the concept, its meaning and definition, the underlying influence of an earlier group of careers scholars from Massachusetts Institute of Technology (MIT), and the importance of an interdisciplinary perspective. Findings – Identifies three categories of activity – involving internal debates, fresh theoretical contributions, and new collaborative opportunities – that have occurred citing boundaryless career scholarship. Research limitations/implications – Suggests how scholars can build on the legacy of both organizational and boundaryless careers research in their future work. Originality/value – Links between foundational MIT work on careers, boundaryless careers and current debates to suggests future research directions.
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E. Okurame, David, and Rhoda Fabunmi. "Protean and boundaryless careers." Career Development International 19, no. 1 (February 4, 2014): 73–100. http://dx.doi.org/10.1108/cdi-03-2013-0033.

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Purpose – The study aims to explore the role of mentoring and the moderating effects of gender on protean and boundaryless career orientations in the African albeit Nigerian cultural context. Design/methodology/approach – Data were collected from 250 Nigerian nurses through a questionnaire. Findings – Mentoring support predicted protean career dimensions but was non-significant for boundaryless career dimensions. Gender directly accounted for a significant percentage of the variance in physical mobility in favor of women but did not predict self-directed, value-driven and psychological mobility career attitudes. Gender significantly moderated the relationship between mentoring and new career dimensions except physical mobility. Research limitations/implications – The male sample was limited and data from a single professional group/organization in Nigeria may not typify organizations in general. This calls for caution in generalizing findings. Practical implications – Proactive career management and value-driven attitudes can be fostered by ensuring quality mentor support. The peculiar direct and moderating effects of gender on protean and boundaryless careers deserve particular attention. Originality/value – The absence of African perspectives on new career directions in most reference journals limits the global scope of comparative studies. The present study provides information on the under-researched role of mentoring and gender in modern career models from Africa, and makes useful theoretical contributions to new career perspectives, especially in the context of how relationships among study variables may differ across national cultural contexts.
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Stauffer, Sarah D., Marc Abessolo, Gregory Zecca, and Jérôme Rossier. "French-Language Translation and Validation of the Protean and Boundaryless Career Attitudes Scales: Relationships to Proactive Personality, Career Adaptability, and Career Satisfaction." Journal of Career Assessment 27, no. 2 (January 18, 2018): 337–57. http://dx.doi.org/10.1177/1069072717748962.

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In this research, we validated the French-language version of the Protean and Boundaryless Career Attitudes Scales and then investigated relationships among protean and boundaryless career orientations, proactive personality, career adaptability, and career satisfaction. Study 1 results demonstrated acceptable psychometric proprieties for the scales using an innovative translation ( N = 49) and verification ( N = 228) method. Study 2 answered how and to what extent protean and boundaryless career orientations are related to career satisfaction in a convenient and heterogeneous sample of employees ( N = 234) in the French-speaking part of Switzerland. Correlational, regression analysis, and structural equation modeling techniques were used to test the hypotheses. Career adaptability mediated the positive relationship between protean and boundaryless career orientations and career satisfaction. These findings highlight the explanatory utility of career adaptability in relationships of protean and boundaryless career orientations to career satisfaction. Future research and career counseling implications also are discussed.
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Bridgstock, Ruth. "Australian Artists, Starving and Well-Nourished: What Can we Learn from the Prototypical Protean Career?" Australian Journal of Career Development 14, no. 3 (October 2005): 40–47. http://dx.doi.org/10.1177/103841620501400307.

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Recent literature documents the demise of traditional linear careers and the rise of protean, boundaryless, or portfolio careers, typified by do-it-yourself career management and finding security in ongoing employability rather than ongoing employment. This article identifies key attributes of the ‘new career’, arguing that individuals with careers in the well-established fields of fine and performing arts often fit into the ‘new careerist’ model. Employment/career data for professional fine artists, performing artists and musicians in Australia is presented to support this claim. A discussion of the meta-competencies and career-life management skills essential to navigate the boundaryless work world is presented, with specific reference to Australian artists, and recommendations for future research.
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Enache, Mihaela, Jose M. Sallan, Pep Simo, and Vicenc Fernandez. "Examining the impact of protean and boundaryless career attitudes upon subjective career success." Journal of Management & Organization 17, no. 4 (July 2011): 459–73. http://dx.doi.org/10.1017/s1833367200001395.

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AbstractThis research is aimed at analyzing the relationship between the underlying dimensions of boundaryless (boundaryless mindset and organizational mobility preference) and protean (self-directed and values-driven) career attitudes and subjective career success, within today's complex and dynamic organizational context in which careers are unfolding. Drawing on a sample of 150 Spanish professionals from the Catalonia region, which enabled hypotheses testing by means of hierarchical regression analysis, the research results suggest that self-direction in managing one's career and vocational development is instrumental in achieving subjective career success. Organizational mobility preference was found to be negatively associated with individuals' perceptions of the success achieved in their careers. Furthermore, the study suggests some future research lines that could draw more light upon the hypothesized relationships.
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Dissertations / Theses on the topic "Boundaryless career"

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Peterson, Jonathan Darryl. "Career Anchor Associations and the Boundaryless Career : a comparative Analysis between France and the United States." Thesis, Aix-Marseille, 2012. http://www.theses.fr/2012AIXM1037.

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Le concept de carrière, autrefois considéré comme étant un chemin linéaire au sein d'une même entreprise dont les perspectives d'évolution étaient tenues pour acquis, semble aujourd'hui évoluer vers de nouveaux concepts de carrière. La rhétorique organisationnelle depuis la fin des années 1980 a progressivement évolué a d'un concept d'emploi long terme et permanent vers une nécessité claire de prise de responsabilité individuelle en vue d'assurer sa propre progression et son propre développement de carrière (Bolton & Gold, 1994; Baruch, 2006). En outre, les différences générationnelles et les avancées technologiques ont considérablement modifié l'environnement et le marché du travail, facilitant ainsi les échanges au-delà des frontières géographiques et introduisant la nécessité de gérer les différences culturelles (Crepeau et al., 2006). Nous analysons deux concepts de carrière afin de comprendre la vision contemporaine de carrière : en premier lieu, nous avons utilisé la théorie d'ancres de carrière développée par Schein (1978) qui a donné lieu à une compréhension plus large des différences individuelles ainsi que de la culture organisationnelle selon une perspective interdisciplinaire. Schein a défendu le point de vue que l'individu développe un « concept de soi » associé à sa carrière, qui devient une ancre stabilisant et influençant ses décisions liées à sa carrière. Dans une nouvelle conceptualisation de cette analyse, Feldman & Bolino (1996) défendent le point de vue que les ancres de carrière ont des associations les unes avec les autres. Ils proposent un modèle de compatibilité ou d'opposition basé sur le concept des huit ancres de carrière de Schein
Careers that were once conceptualized as life-long linear paths with frequent upward mobility within one organization have increasingly given way to new models of how careers unfold. The organizational rhetoric since the late 1980's has progressively changed from offering long-term and life-long employment, to clear messages concerning the imperative of individual career responsibility for one's progression and development (Bolton & Gold, 1994; Baruch, 2006). In addition, generational differences and technological advances have greatly changed the face of the work place, easily allowing the crossing of borders and the necessity to deal with cultural differences (Crepeau et. al., 2006). To understand how contemporary workers navigate in their careers, we mobilized two main career concepts. First, we used the theory of career anchors developed Schein (1978), which gave rise to wider understanding of both individual differences and organizational culture from an interdisciplinary perspective. Schein postulated that individuals develop a career “self-concept” which becomes an “anchor”, stabilizing and directing individual career decision-making. A re-conceptualization of his work by Feldman & Bolino (1996) postulated that career anchors could be associated with each other, proposing a model of compatibility or opposition in the relationships between the eight career anchors of Schein. Second, we used the boundaryless career concept, which suggested a change from the traditional career ideal of one single employer for the entirety of one's professional life (Arthur & Rousseau, 1996; Sullivan & Arthur, 2006)
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McCarthy, Patrick Bernard, and n/a. "The boundaryless career is there a disparity between theory, practice and worker desire in relation to older workers?" Swinburne University of Technology, 2007. http://adt.lib.swin.edu.au./public/adt-VSWT20070621.132034.

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This thesis examines the capacity and desire of older workers to provide discretionary effort and skilled contributions in what some researchers consider to be the predominant form of new career, the 'boundaryless career'. Features of the 'boundaryless career' include multiple employers, and the demise of the organisational loyalty that was embodied within the image of the 'company man'. The research is justified by the fall in Australia's fertility rates and the simultaneous ageing of Australia's population. In combination, these are predicted to produce significant shortfalls in skilled labour, which experts believe will require organisations to better manage and utilise its older workers. The case study and pattern matching methodology involved interviews with forty volunteer older workers who worked in the headquarters of Australia Post, which enjoys a formidable local and international reputation. 'Career plateau' was a term used by many to describe their perception of their current career position and prospects. Their descriptions of their work situation and their ambitions, at work and in retirement, were analysed for patterns which were then compared with literature on career plateaus, motivation and job design, and the 'boundaryless career'. This analysis was overlaid onto a foundation of contemporary management practice with regard to older workers, current business environments and issues, and views on the skill sets needed for the future. This foundation emerged from a review of academic literature, business and government reports and from an ongoing review of the Australian Financial Review over the six years of the study. Contributions to theory and practice are claimed in the parent theories of career plateau, and older worker motivation; together with the focus theory of boundaryless careers. Although there are legitimate organisational constraints on optimising the older worker contribution, older workers do not contribute to capacity, and organisations do little to optimise their contribution. Joint organisational and individual worker attention to skills maintenance and career management over an entire working life will likely be 'boundaryless' for both organisations and the older workforce.
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Gubler, Martin. "Protean and boundaryless career orientations - an empirical study of IT professionals in Europe." Thesis, Loughborough University, 2011. https://dspace.lboro.ac.uk/2134/8938.

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One of the key themes in current career research is the debate regarding the prevalence of so-called 'new' careers and the assumed decline of 'old', organizationally driven careers. Yet, new career concepts characterized by increasing mobility, boundary crossing and self-directedness often suffer from a rather vague conceptualization, as well as from a lack of empirical evidence, especially outside the US cultural context from where most of these models originate. This study critically examines, conceptually refines, and empirically applies two frequently quoted new career models, namely the protean career and the boundaryless career. In addition, the two concepts are linked with career success, career anchors and career management three other relevant areas in career research. These themes are explored in a large empirical study in the context of the Information Technology (IT) industry in Europe. Careers of IT professionals have often been considered as prototypical for new careers. Hence, this study makes it possible to examine empirically the two American career concepts in a European context. It further addresses relevant topics for IT organizations in Europe, where many employers struggle to attract new talent whilst retaining and developing their existing workforce. The study applies a mixed-method approach, combining quantitative and qualitative, cross-sectional and longitudinal elements. Whilst it predominantly focuses on individuals and their careers, the study also takes into account more general perspectives, namely the organizational, industrial/professional and economic/societal levels, in order to provide a more encompassing view of individual careers. The findings suggest that the protean and the boundaryless career concepts are helpful tools to examine and understand individual careers. Based on the two concepts, three clusters of individuals with different career orientations are identified. These clusters differ significantly with regard to a wide range of characteristics. Yet, the results also show that both concepts require further conceptual clarification and that they cannot provide an all-encompassing perspective on career orientations. By taking career success, career anchors and career management tools into account, several additional aspects of individual careers are revealed. Also, the results demonstrate that only by looking at the complex interplay of various levels of analysis can individuals and their careers be understood more holistically. Finally, the study contributes to a better understanding of IT professionals and their careers and it provides a variety of practical implications which can support IT organizations in Europe in creating a more attractive, motivating work environment for their workforces.
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Mansah-Owusu, Grace. "Is the boundaryless career applicable to all? : an investigation of black knowledge intensive workers in the UK." Thesis, Brunel University, 2013. http://bura.brunel.ac.uk/handle/2438/7698.

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This study explores protean and boundaryless career attitudes in a sample of black British knowledge intensive workers. Changes in the organisational climate to more flexible project based working have affected the way in which careers develop. It has been reported that employees need to possess certain skills to help them succeed in the modern employment climate (Arthur and Rousseau 1996). The main research theory that has attempted to explain such career changes and the acquisition of specialist skills include the boundaryless career which includes both intelligent and protean career competencies (Greenhaus et al 2004). The purpose of the current study is to investigate the extent to which black African and black Caribbean workers careers are boundaryless and to investigate the nature and type of career boundaries and barriers faced. The current research addresses some of the criticisms of boundaryless career research highlighted by Sullivan et al (1998, 1999, 2009). These criticisms include an apparent exaggeration of the pervasiveness of boundaryless and protean careers and a lack of research investigating the applicability of these career theories to professional, minority group members. Thirty two knowledge workers were interviewed to understand the nature and type of career boundaries faced. A quantitative questionnaire developed by Briscoe et al (2006) was also used to investigate the extent to which black knowledge workers are protean and boundaryless in their career outlook. The findings from the interviews highlight education and family as career enablers as they help participants navigate potential career barriers. The lack of career mentors, racial discrimination and inadequate career advice at an early age were perceived as career boundaries. Results also point to a perceptual difference between career boundaries and barriers which researchers such as Sullivan et al (2004) saught to clarify. The findings suggest that career boundaries are more flexible and less permeable and career barriers are more rigid and difficult to overcome. Briscoe et al (2006) boundaryless and protean scales and were completed by 187 participants. It was found that management consultants, those aged 41-50 and those with higher levels of education were found to be the most boundaryless. The main theoretical contribution is that “attached boundaryless” is displayed. Attached boundarylessness occurred as participants preferred the security of remaining in an organisation, but enjoyed being self directed and boundaryless within their organisations by working collaboratively.
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Alston, Linda-Anne. "Career management strategies of part-time lecturers in Humanities." Diss., University of Pretoria, 2010. http://hdl.handle.net/2263/24768.

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There is a global trend towards using part-time lecturers to reduce unit labour costs and raise institutional efficiency. At the same time there is pressure on academics to develop their skills in an academic career path. The use of part-time lecturers is a recognised phenomenon at the University of Pretoria. This study set out to determine how part-time academics in Humanities manage and sustain their careers. The conceptual framework for this study juxtaposes key aspects of the part-time academic career with features of the traditional career model on the one hand, and those of the boundaryless and protean career on the other. This study was undertaken as a quantitative survey designed for self-completion. The aim was to describe trends in the data provided about the sample. It was found that the boundaryless and protean career models have relevance in describing the careers of part-time academics in Humanities. These lecturers measure career success by accumulated knowledge, a developed skills portfolio as well as psychologically meaningful work leading to an inner feeling of achievement. They respond to the tenuous nature of their employment situation by working across organisational boundaries and developing networks of career contacts, so as to sustain a career. Aspects that are not conducive to a part-time academic career such as early career stage, experience of positional insecurity and lack of inclusion into the collegium were identified. Those aspects that support a part-time academic career are flexibility and work-family balance. Recommendations for improvements at individual and institutional level were drawn from current literature and relevant research findings. These include the need for institutional planning, inclusion of part-time lecturers into the collegium, investment in the part-time human resource and consideration of improved contractual arrangements. Part-time lecturers need to invest in their transferable skills and maintain a career network as part of a planned strategy for obtaining their career objectives. They may need to function in boundaryless fashion in multiple positions. The significant priority accorded by respondents to the accumulation of knowledge and the development of skills may hold a key to a mutually beneficial work relationship between the institution and these part-time lecturers.
Dissertation (MEd)--University of Pretoria, 2010.
Education Management and Policy Studies
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Van, den Bergh Riana. "The facilitative role of cultural intelligence in the adjustment and career development of self-initiated expatriate women." Thesis, University of Pretoria, 2014. http://hdl.handle.net/2263/39925.

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The study aimed to extend knowledge of women’s self-initiated expatriation. Self-initiated expatriates (SIEs) take responsibility for their own careers, and such expatriation is often advocated as an alternative, boundaryless career option for women. However, little has previously been published about the experiences of SIE women or the role of Cultural Intelligence (CQ) in the cross-cultural adjustment of SIE women. The research focused on the following questions:  What linkages can be identified between the individual adjustment factors and processes perceived and experienced by SIE women?  What insights can be gained about CQ as a facilitator of the adjustment of SIE women? An Interactive Qualitative Analysis (IQA) approach was used in the research. Two IQA focus groups were hosted in the Netherlands in April and June 2010. A total of 12 SIE women participated in Focus Group 1, and nine SIE women participated in Focus Group 2. The Systems Influence Diagrams (SIDs) representing the realities of the two groups were compared and were subsequently integrated into a combined new conceptual model represented by a final combined SID. The metaphor of Alice in Wonderland’s journey of choice and chance was used to describe the final combined SID, which starts with the decision to expatriate and ends with personal/professional development. The main outcomes are the following: Contribution to knowledge – The study expands on the existing adjustment knowledge about SIE women, illustrating the facilitative role of CQ in the adjustment of SIE women. Experiential learning processes related to CQ were highlighted, and a new conceptual model for understanding the role of CQ in career development was proposed. In addition, key dilemmas faced by SIE women during the adjustment process were identified. Contribution to professional practice – The study provides new insights to international HR departments and policy-makers into the challenges SIE women face, together with possible themes for supporting them through training, coaching, mentoring and adjustments to recruitment practices. Contribution to paradigms of inquiry – No studies applying the IQA as a process to the exploration of expatriate adjustment have previously been published. This study explored the use of IQA as a methodological approach in this context.
Thesis (PhD)--University of Pretoria, 2014.
gm2014
Human Resource Management
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Tieppo, Carlos Eduardo S. "Carreiras sem fronteiras na medicina: um estudo com profissionais que cursaram residência médica." Pontifícia Universidade Católica de São Paulo, 2010. https://tede2.pucsp.br/handle/handle/958.

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Made available in DSpace on 2016-04-25T16:44:14Z (GMT). No. of bitstreams: 1 Carlos Eduardo S Tieppo.pdf: 2067293 bytes, checksum: 14717d74f219e6960bfd665be46cf02b (MD5) Previous issue date: 2010-11-18
Coordenação de Aperfeiçoamento de Pessoal de Nível Superior
In recent decades, changes in labor relations, caused by a new social paradigm have led to the emergence of new career models. Nowadays, the old psychological contract marked by the promise of a long-term job can no longer be held. In this new scenario, people are urged to take responsibility for their own career and new approaches of personal development are, therefore, arising. Among them, the approach of Boundaryless Careers takes into account factors of flexibility and independence between the organization and the individual and also considers aspects of personal fulfillment. Such concept has been used in this piece of work to investigate the personal management of one s career by physicians who have been enrolled in medical specialization through residency training program; and the general goal of this study was the identification of the manifestation of Boundaryless Careers in the management of the medical career, recognizing the values that guide professional decisions in this professional category. The methodological approach adopted in this study was quantitative, presented through a survey conceived for professionals who have acquired a degree of medical specialization at a teaching hospital in the City of São Paulo and have concluded their undergraduate degree at most 10 years ago. The assumption of this study s basic hypothesis that the Boundaryless Career Model explains the Model of the Medical Career in Brazil was accepted. The results that lead to this acceptance show that the values and competences that such individuals apply to build their careers are expressed in the following patterns: strong identity with the sense of work; constant learning; low degree of dependence of an organization and psychological success. Besides this identification with forms of manifestation of Boundaryless Careers, the fact that such professionals, when achieving progress in their careers, start to show characteristics of protean careers. Despite this identification, the results have not allowed the complete establishment of a pattern for all physicians. Therefore, the findings show that Boundaryless Careers can t be generalized or even explain the totality of today s careers; however, it helps the comprehension of a significant part of professionals that make use of it to build and manage their careers
Nas últimas décadas, transformações nas relações de trabalho, ocasionadas por um novo paradigma social, propiciaram o surgimento de novos modelos de carreira. Atualmente, o antigo contrato psicológico caracterizado pela promessa de emprego de longo prazo não se sustenta. Nesse novo cenário, as pessoas são chamadas a assumir a responsabilidade da própria carreira. Surgem, então, novas abordagens de desenvolvimento profissional, entre elas, a das carreiras sem fronteiras, que consideram fatores de flexibilidade e independência entre indivíduo e organização e que, além disso, incorporam aspectos de realização pessoal. Tal conceito foi utilizado nesse trabalho para a investigação da gestão pessoal da carreira por médicos que cursaram especialidade médica através de residência. Como objetivo geral do estudo, buscou-se identificar a manifestação das carreiras sem fronteiras na gestão da carreira médica, identificando os valores que norteiam as decisões profissionais dessa categoria profissional. O procedimento metodológico adotado no estudo foi o quantitativo, apresentado através de questionário do tipo survey para profissionais que possuíssem especialidade médica cursada num hospital-escola da cidade de São Paulo e com até dez anos de formação acadêmica da graduação. A suposição da hipótese básica desse estudo de que O Modelo de Carreiras sem Fronteiras explica o Modelo de Carreira Médica no Brasil foi aceita. Os resultados, que levam a essa aceitação, mostram que os valores e competências que tais indivíduos empregam para construir suas carreiras são manifestados da seguinte forma: forte identidade com o sentido do trabalho; aprendizado constante; baixa dependência de uma organização e sucesso psicológico. Além da identificação dessas formas de manifestação das carreiras sem fronteiras, foi constatado que, ao evoluir na carreira, tais profissionais passam a apresentar também características das carreiras proteanas. Apesar da identificação dessas formas de manifestação das carreiras sem fronteiras e das carreiras proteanas no grupo estudado, os resultados não permitiram estabelecer por completo um padrão para todos os profissionais de Medicina. Constata-se, então, que o modelo das carreiras sem fronteiras não pode ser generalizado, nem mesmo explicar a totalidade das carreiras atuais, entretanto, ajuda a compreender uma significativa parte dos profissionais que fazem uso dele para construir e gerir suas carreiras
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Lidström, Johan, and Jenni Laiho. "Self-Initiated Expatriates - Disloyal Adventurers or Misunderstood Heroes?" Thesis, Umeå universitet, Företagsekonomi, 2014. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-91033.

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China is growing as an economic power leading to more and more foreign organizations taking the opportunity of its future potential and hence opening up their subsidies there. Companies nowadays, have several options when it comes to what type of workforce they should recruit. Self-Initiated Expatriates (SIEs) are a growing group in the international workforce who goes to work in another country on their own initiative as compared to the traditional expatriates that are sent by companies. Our literature research indicated that SIEs are perceived as a group of people who lack organizational commitment and tend to switch jobs often, which makes organizations reluctant to employ and invest in them.Inspired by this, we have a performed a study, which investigated SIEs’ experiences in China. The purpose of the study was to develop recommendations for organizations on how to better leverage SIEs as human resource. To fulfill the purpose of our thesis, we conducted a qualitative study, where we interviewed ten Westerners who currently had a job or previously had been employed in China. Our empirical findings revealed that SIEs perceive themselves as developing better cross-cultural skills and improving their language proficiency more than traditional expatriates as well as being much cheaper to employ. They do however need challenges, freedom and career development possibilities in order to stay satisfied. The failure to provide these from the company side results in them quitting their job or if the costs of quitting are too high, they stay on but performing only what they absolutely have to. As for the existing definitions, we found that a definition that only includes individuals with clear plans of return is not suitable since some SIEs have a “for now” mindset and only considering SIEs who intend to leave in the near future might lead to an overrepresentation of “failed” SIEs in the population. A more suitable definition should allow for less definite plans for staying in the host country.
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Mortara, Felipe. "Âncoras de carreiras de jornalistas que atuam em grandes grupos de comunicação impressa: o caso do Estadão." Pontifícia Universidade Católica de São Paulo, 2015. https://tede2.pucsp.br/handle/handle/1126.

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Made available in DSpace on 2016-04-25T16:44:42Z (GMT). No. of bitstreams: 1 Felipe Mortara.pdf: 1577312 bytes, checksum: a45214fcca0b1b655553c191377c93ca (MD5) Previous issue date: 2015-03-19
This research project identified relationships between career anchors and the activities of journalists that work in a large printing media company in Brazil. Through the analysis of a case study with 56 journalists from Grupo Estado editorial office, the survey focused on how the journalists perform and adapt their careers in an increasingly transforming scenario, under the influence of new technologies and media convergence. Life style and autonomy and independence were the prevalent carrer anchors found among editors and reporters. It was observed that not only reporters with this profile have better chances to become editors but the latter will have preference for hiring reporters with similar career anchors. Also, at least within this case study, to verify elements that include journalists within boundaryless and protean careers were observed
Nesta pesquisa foram identificadas relações entre as âncoras de carreira e as atividades dos jornalistas que atuam dentro de uma grande empresa de comunicação impressa. Por meio de pesquisa descritiva de estudo de caso com 56 jornalistas que atuam na redação do Grupo Estado, procurou-se elucidar de que forma o contexto em transformação em que estes jornalistas atuam, sob influência das novas tecnologias e da convergência dos meios, interfere em sua carreira. As âncoras de carreira mais encontradas foram as de estilo de vida e autonomia e independência, sendo esta última com maior incidência tanto em editores como em repórteres. Constatou-se que tanto repórteres com esta âncora têm mais chance de tornarem-se editores quanto que editores têm mais propensão a contratar repórteres com esta âncora. Foi possível também observar elementos que, ao menos dentro deste estudo de caso, incluem os jornalistas dentro das carreiras sem fronteiras e das carreiras proteanas
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Venter, Johanna Maria. "The relationship between psychological career resources and engagement at a South African software and services organisation." Diss., University of Pretoria, 2012. http://hdl.handle.net/2263/24017.

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One of the challenges imposed by the 21st century is to retain talented staff by keeping employees engaged in their work. Engagement in itself is a complex construct, which still requires much clarification. One of the gaps in the literature is the link between engagement and the competencies required by individuals to craft a career in the 21st century. These competencies are referred to as psychological career resources (Coetzee, 2008). This study was conducted in a medium-sized South African software and services organisation using a random sample of 111 consultants. The primary objective of the study was to investigate the relationship between psychological career resources (career preferences, career values, career enablers, career drivers and career harmonisers) and engagement (dedication, vigour and absorption). The second and third objectives were to find whether there were any significant differences between individuals who differed as to gender, age, marital status, occupational field, occupational level and department in which employed with regard to engagement and psychological career resources. A further objective was to establish the dominant psychological career resources and engagement constructs of the consultants in the sample. The data was collected using the 9-item U-WES (Utrecht Work Engagement Scale) and the PCRI (Psychological Career Resources Inventory). The study found that behavioural adaptability and self-esteem have a significant impact on vigour and dedication, while behavioural adaptability also has a significant impact on absorption. This study could contribute meaningful information to the field of well-being and career development, allowing professionals to assist individuals in developing career competencies that contribute to engagement and ultimately to well-being.
Dissertation (MCom)--University of Pretoria, 2012.
Human Resource Management
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Books on the topic "Boundaryless career"

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Boundaryless careers and occupational wellbeing. Houndmills, Basingstoke, Hampshire: Palgrave Macmillan, 2011.

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Cortini, Michela, Giancarlo Tanucci, and Estelle Morin, eds. Boundaryless Careers and Occupational Wellbeing. Basingstoke: Palgrave Macmillan, 2010. http://dx.doi.org/10.1057/9780230281851.

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Inkson, Kerr. The Boundaryless Career. Edited by Susan Cartwright and Cary L. Cooper. Oxford University Press, 2009. http://dx.doi.org/10.1093/oxfordhb/9780199234738.003.0023.

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The boundaryless career type provides a model of career development that appears to have some advantages over traditional occupational or organizational models. In a changing environment, it encourages mobility, flexibility, the development of knowledge and networks, and the taking of responsibility for one's own career. The boundaryless career also resonates effectively with the temporary organization structures and “knowledge workers” becoming characteristic of the new century. It appears a particularly appropriate way of understanding careers in industries, such as film production and software development, that are based on temporary projects rather than permanent structures, but these industries may be merely extreme examples of a wider loosening and crossing of boundaries in the world of work. The organizational career is dead or dying, and boundaryless careers are representative not just of a creative elite of workers, but of the mainstream.
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Morin, E., G. Tanucci, and M. Cortini. Boundaryless Careers and Occupational Wellbeing. Palgrave Macmillan, 2010.

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Morin, E., G. Tanucci, and M. Cortini. Boundaryless Careers and Occupational Wellbeing. Palgrave Macmillan Limited, 2010.

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Rousseau, Denise M., and Michael B. Arthur. Boundaryless Career: A New Employment Principle for a New Organizational Era. Oxford University Press, 1996.

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(Editor), Michael B. Arthur, and Denise M. Rousseau (Editor), eds. The Boundaryless Career: A New Employment Principle for a New Organizational Era. Oxford University Press, USA, 2001.

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1945-, Arthur Michael B., and Rousseau Denise M, eds. The boundaryless career: A new employment principle for a new organizational era. New York: Oxford University Press, 1996.

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(Editor), Michael B. Arthur, and Denise M. Rousseau (Editor), eds. The Boundaryless Career: A New Employment Principle for a New Organizational Era. Oxford University Press, USA, 1996.

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Tholen, Gerbrand. Graduates’ Careers. Oxford University Press, 2017. http://dx.doi.org/10.1093/oso/9780198744481.003.0008.

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This chapter examines the notion of graduate careers. By examining the career of graduate workers in the four occupations, it argues that university education does not tend to be the direct driving force within the careers of graduates. There is nothing intrinsic about the graduate labour force that warrants set career paths. Characterizations such as the ‘boundaryless career’ can be associated with some graduate workers but it would be hard to associate the concept with graduate work or graduate occupations that graduates perform. Boundaries still shape graduate careers. There also exists great heterogeneity between and within occupations in terms of security and predictability.
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Book chapters on the topic "Boundaryless career"

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Birdie, Arvind K., and Vandana Madhavkumar. "Protean Career and Boundaryless Careers: The Career Orientation of Generation Y." In Employees and Employers in Service Organizations, 3–21. Toronto ; New Jersey : Apple Academic Press, [2017] | Series: 21st century business management: Apple Academic Press, 2017. http://dx.doi.org/10.1201/9781315365855-1.

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Sullivan, Sherry E. "Self-direction in the boundaryless career era." In Developing self in work and career: Concepts, cases, and contexts., 123–40. Washington: American Psychological Association, 2011. http://dx.doi.org/10.1037/12348-008.

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Heisig, Ulrich. "Vom „Organization Man“ zur „Boundaryless Career“ in der Wissensarbeit." In Wandel der Governance der Erwerbsarbeit, 315–35. Wiesbaden: Springer Fachmedien Wiesbaden, 2014. http://dx.doi.org/10.1007/978-3-658-01238-0_13.

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Chan, Kim-Yin, Jeffrey C. Kennedy, and Regena Ramaya. "Entrepreneurship-Professionalism-Leadership as Dimensions of Career Space: Career Agency in the Macro Context of Boundaryless Careers." In Entrepreneurship–Professionalism–Leadership, 3–13. Singapore: Springer Singapore, 2020. http://dx.doi.org/10.1007/978-981-15-3121-7_1.

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Thatchenkery, Tojo, and Param Srikantia. "Philip Mirvis: Fusing Radical Humanism and Organizational Spirituality in a Boundaryless Career." In The Palgrave Handbook of Organizational Change Thinkers, 1–18. Cham: Springer International Publishing, 2017. http://dx.doi.org/10.1007/978-3-319-49820-1_48-1.

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Thatchenkery, Tojo, and Param Srikantia. "Philip Mirvis: Fusing Radical Humanism and Organizational Spirituality in a Boundaryless Career." In The Palgrave Handbook of Organizational Change Thinkers, 903–20. Cham: Springer International Publishing, 2017. http://dx.doi.org/10.1007/978-3-319-52878-6_48.

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Donald, William, Yehuda Baruch, and Melanie Ashleigh. "Boundaryless and Protean Career Orientation: A Multitude of Pathways to Graduate Employability." In Graduate Employability in Context, 129–50. London: Palgrave Macmillan UK, 2016. http://dx.doi.org/10.1057/978-1-137-57168-7_6.

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Thatchenkery, Tojo, and Param Srikantia. "Mirvis, Philip: Fusing Radical Humanism and Organizational Spirituality in a Boundaryless Career." In The Palgrave Handbook of Organizational Change Thinkers, 1125–42. Cham: Springer International Publishing, 2021. http://dx.doi.org/10.1007/978-3-030-38324-4_48.

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Thatchenkery, Tojo, and Param Srikantia. "Mirvis, Philip: Fusing Radical Humanism and Organizational Spirituality in a Boundaryless Career." In The Palgrave Handbook of Organizational Change Thinkers, 1–18. Cham: Springer International Publishing, 2020. http://dx.doi.org/10.1007/978-3-319-49820-1_48-2.

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Chan, Kim-Yin, Regena Ramaya, and Moon-Ho Ringo Ho. "NTU Career Aspiration System: Providing “Boundaryless” Career Development and Feedback to University Students for Employability in the 21st Century." In Entrepreneurship–Professionalism–Leadership, 227–49. Singapore: Springer Singapore, 2020. http://dx.doi.org/10.1007/978-981-15-3121-7_12.

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Conference papers on the topic "Boundaryless career"

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Prommegger, Barbara, Daniyal Arshad, and Helmut Krcmar. "Understanding Boundaryless IT Professionals: An Investigation of Personal Characteristics, Career Mobility, and Career Success." In SIGMIS-CPR '21: 2021 Computers and People Research Conference. New York, NY, USA: ACM, 2021. http://dx.doi.org/10.1145/3458026.3462162.

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Liu, Zhiguo, and Guanghui Chen. "Theory of boundaryless career and employability training in higher education." In 2013 Conference on Education Technology and Management Science. Paris, France: Atlantis Press, 2013. http://dx.doi.org/10.2991/icetms.2013.11.

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Xu, Yunfei, Han Wang, Yong Zhang, and Yan Chang. "Psychological Contract Management Strategy of Knowledge Workers in Boundaryless Career Era." In 2021 International Conference on Enterprise Management and Economic Development (ICEMED 2021). Paris, France: Atlantis Press, 2021. http://dx.doi.org/10.2991/aebmr.k.210601.068.

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Amalia, Karina, and Eka Gatari. "The Relationship between Extraversion and Boundaryless Career Attitudes on Millennial Employees." In Universitas Indonesia International Psychology Symposium for Undergraduate Research (UIPSUR 2017). Paris, France: Atlantis Press, 2018. http://dx.doi.org/10.2991/uipsur-17.2018.22.

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Guo, Wen-chen, Shuang Niu, and Ning Yang. "Study on the Correlation between Employability and Career Success of Knowledge Workers - Based on the Boundaryless Careers." In 2009 International Conference on Management and Service Science (MASS). IEEE, 2009. http://dx.doi.org/10.1109/icmss.2009.5302921.

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Zhao, Bin, Xin-Jian Li, and Wei-Xin Yu. "Notice of Retraction: Professional Management: The Future of Knowledge Worker Boundaryless Career Management." In 2007 3rd International Conference on Wireless Communications, Networking, and Mobile Computing - WiCOM '07. IEEE, 2007. http://dx.doi.org/10.1109/wicom.2007.1108.

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Ito, Kumiko, and Takehiro Inohara. "Model of sense-making process for leaders' organizational resocialization: Based on case study of executive leaders in boundaryless career." In 2014 11th International Conference on Service Systems and Service Management (ICSSSM). IEEE, 2014. http://dx.doi.org/10.1109/icsssm.2014.6943396.

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Tan, Yali. "A Study on Evolution Model and Promote Strategy for the Employability of Knowledge Workers in the Context of Boundaryless Career." In 2010 International Conference on E-Business and E-Government (ICEE). IEEE, 2010. http://dx.doi.org/10.1109/icee.2010.902.

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