Journal articles: 'Boundaryless career attitude'

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Nikandrou, Irene, and Eleanna Galanaki. "Boundaryless Career and Career Outcomes: The Mediating Role of Individual Career Management Behaviours." Zagreb International Review of Economics and Business 19, s1 (December 1, 2016): 71–98. http://dx.doi.org/10.1515/zireb-2016-0014.

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Abstract The main objective of this paper is to study individuals’ attitude towards mobility both psychological and physical and the behavioural paths that people may use to experience career success. In a structural equation model, we consider boundaryless career attitudes and the mediating role of career management behaviours to career outcomes. Psychological mobility appears to be a better predictor of career satisfaction and career advancement than physical mobility. All career strategies have a positive effect on career advancement, except for extended work involvement. Relationships oriented career strategies are not linked with career satisfaction. Physically mobile people adopt to a lesser extent relationship- oriented career strategies. Our results showed that people with a psychological mobility attitude are more likely to achieve career satisfaction through remaining flexible in their career. This knowledge is very important for practitioners and managers working with psychologically mobile personnel, as it underlines the need for employers to provide opportunities for training, skill development and challenging work. The study adds to the existing literature in that it provides empirical evidence regarding the career behavioural paths individuals with a boundaryless career attitude may use when they expect to advance their careers. Our findings help us understand better the psychological mobility attitude which has been examined less in the literature.

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Wei, Gim Chien. "The Boundaryless Career Attitude and Organisational Commitment among Public Accountants in Penang, Malaysia." Journal of Social and Development Sciences 3, no. 9 (September 15, 2012): 304–12. http://dx.doi.org/10.22610/jsds.v3i9.714.

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This paper aims to study the impact of boundaryless career attitude (organisational mobility preference and boundaryless mindset) on organisational commitment (affective commitment, continuance commitment, and normative commitment). Specifically, we predicted that employees who demonstrate a high boundaryless career attitude would be less committed to their employers. A sample of 132 public accountants was drawn from 15 accounting firms in Penang. A three-stage sampling was used in this study started with cluster sampling, followed by systematic sampling, and finally convenience sampling. Multiple regression analysis was used in the study and the results shown that organisational mobility preference was significantly negatively related to affective commitment, continuance commitment, and normative commitment. It also revealed that boundaryless mindset was significantly negatively related only to continuance commitment. Theoretically, the findings mainly supported the findings by Briscoe and Finkelstein (2009). Practically, the findings implied that practitioners of accounting firms should implement policies to cater to the needs of the boundaryless career actors by providing career relevant skills, training, meaningful jobs, and opportunities for secondment. In conclusion, this research revealed the growing importance of the boundaryless career attitude in affecting organisational commitment among public accountants in Penang, Malaysia.

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Lo Presti, Alessandro, Amelia Manuti, and Jon P. Briscoe. "Organizational citizenship behaviors in the era of changing employment patterns." Career Development International 24, no. 2 (May 7, 2019): 127–45. http://dx.doi.org/10.1108/cdi-05-2018-0137.

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Purpose The increasing flexibility and discontinuity of labor relations have been associated with the development of new forms of psychological contracts as well as the development of more self-directed and mobile career attitudes. The purpose of this paper is to examine the relationship between the forms of psychological contract and protean/boundaryless career attitudes on the one hand and organizational citizenship behaviors (OCB) on the other. Design/methodology/approach In total, 458 employees of three large Italian organizations were sampled through a self-report questionnaire. Zero-order correlations were carried out to examine the associations between study variables while dominance analysis, along with multiple linear regression, was used for evaluating their unique contribution with respect to OCB. Findings OCB were positively predicted by relational and balanced psychological contracts, protean career attitude and boundaryless mindset. Practical implications Organizations must pay particular attention to the content of the psychological contract and the career attitudes of their employees because they influence their willingness to carry out OCB. Originality/value The results add new evidence to the careers literature in terms of boundary conditions with regard to the effects of protean and boundaryless career attitudes as well as different forms of psychological contracts.

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Ozturk, Uygar, and Elvan Yildirim. "Attitudes Towards New Career Approaches among Working Students: A Comparative Analysis with Non-Student Employees." Marketing and Management of Innovations 15, no. 1 (2024): 41–55. http://dx.doi.org/10.21272/mmi.2024.1-04.

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This research sought to explore the new career approaches of employed students. A comparative analysis was conducted with nonstudent employees to comprehensively grasp the novel career attitudes of working students. The neoliberal era has profoundly reshaped various disciplines, including economics, human resource management, and employment structures. Among these changes, career management has undergone a significant transformation. Conventional organisational careers have been supplanted by new approaches such as boundaryless, protean, subjective career success and kaleidoscope careers. These emerging career paradigms align with the emergence of novel forms of employment. Moreover, in an increasingly liberalised world, the rising costs of education and the growing prevalence of paid education are prompting students to enter the workforce while continuing their studies. The proliferation of companies offering part-time employment, such as private employment agencies, corresponds to an increase in students seeking part-time work. In other words, supply and demand within the part-time labour market intersect more robustly. Furthermore, working students gain valuable experience while employed, shaping the future supply of the labour market. Our research aims to assess the suitability of new career approaches for future workers and contributes to unravelling their complexities. The study also investigates whether employees are students and whether this affects their career approaches. To analyse this research, boundaryless career attitude and professional career attitude scales were utilised as assessment tools. These new career approaches represent innovation in careers. The research dataset comprised responses from 521 working students and 374 nonstudent employees, all of whom were actively employed in Istanbul, the most populous city in Turkey and home to many universities. The data analysis employed a quantitative research methodology using descriptive statistics, factor analysis, correlation analysis, and independent t tests. The findings revealed that working students exhibited significantly greater boundaryless career orientation, organisational mobility, boundaryless mindset, and value-driven career attitudes than did their nonstudent counterparts. The outcomes of this study will make a valuable contribution to the existing body of literature concerning employed students. Furthermore, the findings are anticipated to provide valuable insights into formulating and implementing human resources policies within organisations that engage in student employment practices. By shedding light on the experiences, challenges, and potential areas for improvement in this context, this research aims to inform and enhance the effectiveness of human resource strategies tailored toward working students.

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김대영, 김만수, and LEEMINYOUNG. "Protean Career Attitude & Boundaryless Career Attitude: Validation and Correlation Meta Analysis." Korean Journal of Human Resource Development Quarterly 21, no. 4 (November 2019): 87–114. http://dx.doi.org/10.18211/kjhrdq.2019.21.4.004.

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Agustina, Tri Siwi, and Ivan Rizky Muhammad. "Proactive Personality, Career Success, dan Career Adaptability pada Karyawan PT Kereta Api Indonesia Daop 8 Surabaya." Business and Finance Journal 4, no. 1 (March 21, 2019): 1–14. http://dx.doi.org/10.33086/bfj.v4i1.1090.

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Proactive personality is an important factor in a boundaryless career. The reason is, in the boundaryless career period, the work environment becomes uncertain and the challenges in a career are increasingly complex. Therefore, there is a need for an adaptive attitude in running a career. Proactive personality is seen as a form of career adaptability. This study analyzes the rela- tionship between proactive personality, career adaptability and career success (subjective and ob- jective). Samples from this study are 41 people from employees of PT KAI DAOP 8 Surabaya which is included in the State-Owned Enterprises (BUMN). The respondents’ data were analyzed using Partial Least Square (PLS) using the SmartPLS 3.0 program. The results of this study indicate that when proactive personalities increase, career adaptability and subjective career success will in- crease too. While the other results of this study are when proactive personality increases, it does not significantly influence objective career success. Similarly, increasing career adaptability does not significantly influence objective career success.

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O'Shea, Deirdre, Sinead Monaghan, and Timothy D. Ritchie. "Early career attitudes and satisfaction during recession." Journal of Managerial Psychology 29, no. 3 (March 14, 2014): 226–45. http://dx.doi.org/10.1108/jmp-02-2013-0061.

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Purpose – The purpose of this paper is to examine the role of protean and boundaryless career attitudes in early career employees during a time of economic recession in Ireland, specifically regarding their relationship to work characteristics, job satisfaction and career satisfaction. Design/methodology/approach – Using a quantitative design, data were obtained from a variety of Irish organizations. Employees in the trial career stage (aged between 18 and 29) responded to questions pertaining to their career attitudes, perceived work context and satisfaction. Findings – Skill variety was related to higher job satisfaction for those with a strong organizational mobility preference, and skill specialization was related to lower job satisfaction for those with a weak organizational mobility preference. Autonomy and skill specialization were positively related to career satisfaction for those who held a strong self-directed career attitude. Research limitations/implications – For researchers, this study contributes to our understanding of the boundary conditions of the work design-satisfaction relationship, and provides further insights into how these findings extend to career satisfaction. Practical implications – For managers, they demonstrate the importance of considering career attitudes when considering the relationship between job design and satisfaction during recessionary times. Originality/value – The research extends past findings on careers attitudes during times of recession, and provides insights into psychological and contextual variables that contribute to satisfaction during such economic periods.

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Choi, Mi Mi, Hyun Joo Min, and Hee Jung Cha. "The Effects of Career Identity and Career Resilience on Employment Service Workers on Boundaryless Career Attitude." Journal of Career Education Research 33, no. 3 (September 30, 2020): 159–90. http://dx.doi.org/10.32341/jcer.2020.09.33.3.159.

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Kim, Hey-yeon, Moon-hwan Oh, and Ji-hwan Park. "The effect of protean career attitude and boundaryless career attitude on career success: The mediating effect of self-directed learning." Korean Review of Corporation Management 14, no. 1 (February 28, 2023): 181–207. http://dx.doi.org/10.20434/kricm.2023.02.14.1.181.

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Won, YongJae, and Jinkook Tak. "The effect of Organizational change on job stress." Korean Journal of Industrial and Organizational Psychology 30, no. 4 (November 30, 2017): 563–87. http://dx.doi.org/10.24230/kjiop.v30i4.563-587.

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The purpose of this study was to examine the relationships among organizational change, job stress, and job insecurity. Specifically, this study investigated the influence of organizational change on job insecurity and job stress that was partially mediated by job insecurity. In addition, this study examined moderating effect of boundaryless career attitude on the relationship between job insecurity and job stress. Data was collected from 317 Korean employees who were working in various organization via online survey, and 287 data was used for analysis without unreliable responses. The findings are as follows: First, there were positive relationship among organizational change, job stress, and job insecurity. Second, the results of structural equaition analysis showed strong support for the proposed model, and the result of bootstrapping analysis supported that the effect of organizational change on job stress is partially mediated by the job insecurity. Third, the results of hierarchial analysis showed that there was no moderating effect of boundaryless career attitude on the relationship between job insecurity and job stress. Finally, implications and limitations of this study with the direction for future research were discussed.

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Santos, Gina Gaio, Ana Paula Ferreira, and José Carlos Pinho. "Career attitudes and employability: analysis of mediation via career strategies." Employee Relations: The International Journal 42, no. 2 (November 20, 2019): 417–36. http://dx.doi.org/10.1108/er-09-2018-0249.

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Purpose The purpose of this paper is to evaluate the impact of career attitudes (traditional career vs boundaryless career) on perceived employability (internal vs external employability). In addition, the authors examine whether career self-management strategies act as mediators of these relationships. Due to high unemployment rates in the last two decades, it is important to assess the extent to which young graduates’ career attitudes affect perceived internal and external employability, along with the role of career self-management strategies as an employability enhancement tool. Design/methodology/approach As part of a cross-sectional research design, the authors administered a survey questionnaire to a sample of 131 graduates (i.e. master’s students) with at least one year of work experience. The empirical data were analyzed with partial least squares structural equation modeling, which combines confirmatory factor analysis, multiple linear regression and path analysis. Findings The results reveal that there is a positive and significant impact (direct effect) of a traditional career attitude (TCA) on internal employability, while there is no significant negative impact of a TCA on external employability. Additionally, the results show that there is a negative impact (direct effect) of a boundaryless career attitude (BCA) on internal employability, while no significant positive impact is found of a BCA on external employability. This study also confirms the mediation effect (full mediation) of career positioning strategies on the BCA-external employability relationship, and a partial mediation of career influence strategies on the TCA-internal employability relationship. Research limitations/implications Limitations of this study relate to the sample size and the use of a convenience sampling technique. Hence, some caution is needed regarding results’ generalization. In addition, this research uses a cross-sectional design, thus the authors cannot assess longitudinal causal relationships between variables. Future research should be replicated with different types of respondents and in different cultural contexts. Practical implications The results suggest that organizations would benefit more from employees that hold a TCA than those that hold a BCA, especially if they are interested in fostering the internal employability of their workforce. At the individual level, the results identify optimal career self-management strategies (internal vs external employability) for young graduates. Originality/value This study offers new empirical evidence of the predictive value of perceived internal vs external employability and the mediating role of career self-management strategies in explaining employability. Young graduates perceive a TCA as more advantageous than a BCA for both internal and external employability. This is an unexpected but interesting finding, since the bulk of the literature on contemporary career attitudes overemphasizes the advantages of a BCA, while disregarding potential disadvantages for both individuals and organizations.

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Baluku, Martin Mabunda, Dorothee Löser, Kathleen Otto, and Steffen Erik Schummer. "Career mobility in young professionals." Journal of Global Mobility 6, no. 1 (March 12, 2018): 102–22. http://dx.doi.org/10.1108/jgm-10-2017-0041.

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Purpose The purpose of this paper is to examine the role of protean-related traits and attitudes in the development of international mobility (expatriation) and entrepreneurial intentions among early career professionals. Career mobility is of increasing relevance to achieving career success in the era of protean and boundaryless careers, and in the present day highly globalized labor market. International mobility provides opportunities for work in organizations (corporate expatriation) as well as in entrepreneurship (expat entrepreneurship). Design/methodology/approach This paper reports two studies examining the role of “protean career personality,” conceptualized as consisting of personal initiative and flexibility on entrepreneurial and expatriation intention, looking at career orientation attitude as the mediating mechanism. In study 1, the impact of personal initiative and flexibility on the two career mobility paths is explored using a sample of 442 German undergraduate students. Study 2 replicates these relationships among a sample of 100 early career professionals who graduated with a diploma in psychology. Findings Results indicate that for the sample of undergraduate students, flexibility and career orientation were positively related to expatriation intention. However, the mediation path was non-significant. On the other hand, personal initiative and career orientation were essential for entrepreneurial intentions, with a significant mediation path. For the early career professionals in contrast, only flexibility turned out to be resourceful for both expatriation and entrepreneurial intentions. Practical implications Suggestions for supporting early career professionals to develop interest in working abroad or in entrepreneurship are provided. Particularly, the results indicate that protean traits affect mobility intentions differently. To strengthen intentions for expatriation work, attention should be paid enhancing the ability for staying flexible when it comes to career choices. This applies to both undergraduate students and early career professionals. However, a strong career orientation is also essential to the development of expatriation intention among current students. On the other hand, enhancing proactivity could strengthen entrepreneurial intention among undergraduate students. Originality/value This study applies protean-related traits and attitudes; and how they work together in the development of mobility intentions among undergraduate students and early career professionals. The study reveals differential roles of these traits and attitudes among these groups, with regard to expatriation and entrepreneurship. This is important for career guidance.

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Chung, Ho-Il, and Jong-Sik Ko. "The Effects of Boundaryless Career Attitude on Organizational Performance and the Mediating Effect of Networking Behavior." Journal of Industrial Economics and Business 34, no. 2 (April 30, 2021): 485–504. http://dx.doi.org/10.22558/jieb.2021.4.34.2.485.

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türkmen, Mustafa. "A STUDY ON THE RELATIONSHIP BETWEEN THE BOUNDARYLESS CAREER ATTITUDE AND PERSONALITY CHARACTERISTICS OF SPORTS FEDERATION EMPLOYEES." INTERNATIONAL REFEREED JOURNAL OF HUMANITIES AND ACADEMIC SCIENCES 4, no. 14 (December 31, 2015): 22. http://dx.doi.org/10.17368/uhbab.20151410933.

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Mahdavipour, Zahra, Sara Jahan Abadi, Homa Doroudi, Ali Rezaei, and Sahar Karimi. "Evaluating the Effect of boundaryless Career Attitude on Internal and External Self-Perceived Employability through Learning Goal Orientation." International Journal of Learning and Intellectual Capital 1, no. 1 (2020): 1. http://dx.doi.org/10.1504/ijlic.2020.10030446.

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Mahdavipour, Zahra, Sara Jahan Abadi, Homa Doroudi, Ali Rezaei, and Sahar Karimi. "Evaluating the effect of boundaryless career attitude on internal and external self-perceived employability through learning goal orientation." International Journal of Learning and Intellectual Capital 17, no. 2 (2020): 124. http://dx.doi.org/10.1504/ijlic.2020.108896.

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Lee, Kyu Hyeong, and Young Myon Lee. "The Impact of Boundaryless Career Attitude on Inter-firm Mobility - Comparing Korean Companies and Foreign MNCs in Korea -." Journal of Human Resource Management Research 22, no. 4 (November 30, 2015): 225–46. http://dx.doi.org/10.14396/jhrmr.2015.22.4.225.

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원용재 and Jinkook Tak. "The effect of Organizational change on job stress: The Mediating Role of Job Insecurity and Moderating Effects of Boundaryless Career Attitude." Korean Journal of Industrial and Organizational Psychology 30, no. 4 (November 2017): 563–87. http://dx.doi.org/10.24230/ksiop.30.4.201711.563.

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Ingarianti, Tri Muji, Ririn Gustiana, Hanifatul Qoniah, and Devina Andriany. "Protean Career Attitudes and Boundaryless Career Attitudes Can Predict Subjective Career Success in Teachers." ANIMA Indonesian Psychological Journal 38, no. 2 (July 30, 2023): e05. http://dx.doi.org/10.24123/aipj.v38i2.5074.

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Teachers are foundational, and have great influence in the world of education. In their careers as teachers, these people must no longer care only about their own interests, but must also focus on the progress of the children they teach. The presence of this new concept in their careers can, it is thought, become an indicator for teachers in identifying and evaluating their careers, so that they may achieve career success, using subjective criteria. This study was aimed at understanding the roles of protean career attitudes (PCA) and boundaryless career attitudes (BCA) regarding the subjective career success of teachers. The approach in the study was a quantitative one, with the number of participants being 320 teachers, living in Java and Kalimantan. The instruments utilized were the Protean Career Attitudes Scale (PCAS), the Boundaryless Career Attitudes Scale (BCAS), and the Subjective Career Success Inventory (SCSI). Multiple regressive linear testing overall, and per dimension, produced scores in which p < .01, and indicated the existence of the roles of protean career attitudes (PCA) and boundaryless career attitudes (BCA) regarding the subjective career success of teachers, as well as the existence of the roles of each dimension of the study variables. Guru merupakan fondasi yang sangat berpengaruh dalam dunia pendidikan. Dalam karier sebagai guru, seharusnya guru tidak lagi hanya mempedulikan kepentingan untuk dirinya sendiri, namun juga berfokus pada kemajuan anak didik. Keberadaaan konsep baru dalam karier diduga dapat menjadi indikator untuk guru dalam mengenali dan mengevaluasi kariernya, sehingga dapat mencapai kesuksesan karier menggunakan kriteria subjektif. Studi ini bertujuan untuk mengetahui peran dari protean career attitudes (PCA) dan boundaryless career attitudes (BCA) terhadap subjective career success pada guru. Pendekatan dalam studi ini adalah pendekatan kuantitatif dengan jumlah partisipan sebanyak 320 guru yang berdomisili di Jawa dan Kalimantan. Instrumen yang digunakan adalah Protean Career Attitudes Scale (PCAS), Boundaryless Career Attitudes Scale (BCAS), dan Subjective Career Success Inventory (SCSI). Uji regresi linier berganda secara menyeluruh dan per dimensi menghasilkan skor dengan p < 0,01, yang menunjukkan adanya peran protean career attitudes (PCA) dan boundaryless career attitudes (BCA) terhadap subjective career success pada guru, serta adanya peran tiap dimensi dari variabel studi.

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Tingyi, Li, and Soo－Jin Chung. "The Effects of Boundaryless Career Attitude on Organizational Commitment: The Mediating Effect of Networking Behavior and the Moderating Effect of Organizational Trust." Korean Business Education Review 35, no. 1 (February 29, 2020): 201–25. http://dx.doi.org/10.23839/kabe.2020.35.1.201.

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Kumar, Sunil, Anthony Bagherian, Anshu Lochab, and Adil Khan. "Protean and Boundaryless Career Attitudes as Antecedents of Organizational Commitment—Evidence from the Indian IT Industry." Businesses 3, no. 1 (January 27, 2023): 83–97. http://dx.doi.org/10.3390/businesses3010007.

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Protean and boundaryless careers have emerged as new ways of handling careers in organizations. This concept is gaining a significant place in career studies. In line with this, the current study examines the relationship between the underlying dimensions of protean (self-direction and value-driven), boundaryless (boundaryless mindset (BM)) and mobility preference (MP) career attitudes and organizational commitment (OC) (affective, normative and continuance). Organizational commitment is important for all kinds of organizations. For data collection, 600 IT professionals employed in different organizations in the Delhi-NCR region of India were approached. Descriptive statistics, correlation and structural equation modeling (SEM) were utilized to validate the research outcomes and test hypotheses. Prior literature studies focusing on the effects of protean and boundaryless career attitudes on organizational commitment have not been much explored. The current study suggests that mobility preference has a significant contribution towards individuals’ continued commitment to the employing organization. Other variables assert an insignificant relationship with organizational commitment. These results demonstrate how decision-makers and managers should proceed to design a blueprint for the education of employees in conjunction with the underlying dimensions of protean, boundaryless and mobility preferences, career attitudes and organizational commitment (OC).

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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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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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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/10.5172/jmo.2011.17.4.459.

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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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Smith, Theresa, and Alison Sheridan. "Organisational careers versus boundaryless careers: Insights from the accounting profession." Journal of Management & Organization 12, no. 3 (November 2006): 223–34. http://dx.doi.org/10.1017/s1833367200003977.

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ABSTRACTMuch of careers research in recent times has focused on the so called move away from traditional ‘organisational careers’ to what Arthur (1994) coined the ‘boundaryless career’. This paper discusses research that challenges the applicability of the boundaryless career and the claim that ‘organisational careers are dead’. Drawing on interviews with nearly 60 accountants in Australia, the research demonstrates that employees are pursuing an organisational career. For this occupational group, the lack of proactive HR involvement in career development and the emphasis on self-direction was not appreciated. Rather, the research highlighted that the lack of organisational career management had negative implications for employee attitudes and motivation. The issues raised by the participants suggest it is timely to consider whether the unique characteristics of the accounting profession represent an ideal environment for the maintenance of an ‘organisational career’.

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Smith, Theresa, and Alison Sheridan. "Organisational careers versus boundaryless careers: Insights from the accounting profession." Journal of Management & Organization 12, no. 3 (November 2006): 223–34. http://dx.doi.org/10.5172/jmo.2006.12.3.223.

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ABSTRACTMuch of careers research in recent times has focused on the so called move away from traditional ‘organisational careers’ to what Arthur (1994) coined the ‘boundaryless career’. This paper discusses research that challenges the applicability of the boundaryless career and the claim that ‘organisational careers are dead’. Drawing on interviews with nearly 60 accountants in Australia, the research demonstrates that employees are pursuing an organisational career. For this occupational group, the lack of proactive HR involvement in career development and the emphasis on self-direction was not appreciated. Rather, the research highlighted that the lack of organisational career management had negative implications for employee attitudes and motivation. The issues raised by the participants suggest it is timely to consider whether the unique characteristics of the accounting profession represent an ideal environment for the maintenance of an ‘organisational career’.

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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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Lochab, Anshu, and Vishnu Nath. "Proactive personality, goal orientation and meta-skills as predictors of protean and boundaryless career attitudes." South Asian Journal of Business Studies 9, no. 1 (December 4, 2019): 130–43. http://dx.doi.org/10.1108/sajbs-01-2019-0014.

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Purpose The purpose of this paper is to examine the relationship between proactive personality (PP), goal orientation (GO), meta-skills and the underlying dimensions of protean (self-directed and value-driven) and boundaryless (boundaryless mobility and mobility preference) career attitudes among Indian IT professionals. Design/methodology/approach Data were collected from 600 IT professionals working in six IT companies in the Delhi-NCR (National Capital Region) in India. Structural equation modeling was used to validate the measures of the selected constructs and for testing the hypothesis. Findings The results of the study revealed that PP significantly affects individuals’ protean and boundaryless career attitudes. Moreover, GO significantly affects protean career attitudes, and meta-skill significantly affects boundaryless mobility, respectively. Practical implications The study serves as a guide for the HR managers to devise the company’s strategies keeping in mind the employees’ requirements in parallel with the policies for IT industries in India. Originality/value The study enriches the protean and boundaryless career literature by identifying and empirically establishing the relationship between various personality traits and career patterns opted in the context of the Indian IT industry.

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Alonderienė, Raimonda, and Indrė Šimkevičiūtė. "Linking protean and boundaryless career with organizational commitment." Baltic Journal of Management 13, no. 4 (October 1, 2018): 471–87. http://dx.doi.org/10.1108/bjm-06-2017-0179.

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Purpose Due to the changes in the market, the shift to proactive and self-developed career management is evident. It results in the emergence of contemporary career attitudes, namely, protean and boundaryless ones. Individuals with protean career (PC) and boundaryless career (BC) attitudes may be more inclined to switch jobs, which affect decreased organizational commitment. The purpose of this paper is to analyze whether PC and BC attitudes affect organizational commitment of young adults in finance sector. Design/methodology/approach The data of 177 young Lithuanian adults from finance sector were collected in quantitative research. Findings The research results indicate that young adults in finance sector have contemporary career attitudes significantly expressed. The regression analysis findings show that affective commitment is positively predicted by self-directed career management and boundaryless mindset, and negatively predicted by values-driven career orientation and organizational mobility preference. Continuance commitment is negatively predicted by self-directed career management and organizational mobility preference. Originality/value This research is valuable as few if any studies cover contemporary career attitudes and organizational commitment of already working young adults in finance sector in a European country, namely, Lithuania.

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Hong, Yuri, and Yongho Park. "The Difference in Job Performance, Affective Organizational Commitment, and Meaning of Work Based on the Classification of Boundaryless Career Attitude: Study on Small and Medium Sized Companies’ White-Color Job Employees." Journal of Corporate Education and Talent Research 22, no. 4 (December 31, 2020): 205–31. http://dx.doi.org/10.46260/kslp.22.4.8.

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Bravo, Jesus, Scott E. Seibert, Maria L. Kraimer, Sandy J. Wayne, and Robert C. Liden. "Measuring Career Orientations in the Era of the Boundaryless Career." Journal of Career Assessment 25, no. 3 (November 6, 2015): 502–25. http://dx.doi.org/10.1177/1069072715616107.

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Schein proposed his career anchor construct more than 40 years ago. The purpose of our research is to use current career theory perspectives to reconceptualize and develop a measure that is grounded in the career anchor framework but better reflects the boundaryless nature of careers today. We conducted two studies in which we develop and validate a measure of career orientation by examining its internal structure (Study 1) and external validity within a nomological network of conceptually related variables (Study 2). Results suggest that career orientation is best represented by a six-dimension factor structure: entrepreneurial creativity, security, managerial competence, lifestyle, technical competence, and service to a cause. Five of the six factors that emerged were correlated as expected with proactive personality, ambition, career self-management behaviors, mentoring relationships, and workplace attitudes, providing support for our conceptualization and measure of career orientation. The implications for both theory and practice are discussed.

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Braches, Birgit, and Carole Elliott. "Articulating the entrepreneurship career: A study of German women entrepreneurs." International Small Business Journal: Researching Entrepreneurship 35, no. 5 (June 17, 2016): 535–57. http://dx.doi.org/10.1177/0266242616651921.

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This article examines how German women construct accounts of entrepreneurship as a gendered career. While becoming an entrepreneur was deemed preferable to not having a career, the interpretative repertoires emerging around entrepreneurial careers mainly referred to structural barriers. These included ‘anti-child anti-woman’ attitudes within German society or acceptance of the ‘male game’ due to gendered role expectations embedded within social institutions. Interpreted from a career perspective, the findings indicate that entrepreneurial careers do not meet women’s expectations as they are subject to the same gendered constraints as those faced in waged employment. The article contributes to boundaryless career theory by illustrating how, even within a country of high employment rates and talent shortage, Germany’s status as a conservative welfare state builds gender inequality into entrepreneurial women’s lives to constrain career choices.

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Lyons, Sean T., Linda Schweitzer, and Eddy S. W. Ng. "Resilience in the modern career." Career Development International 20, no. 4 (August 10, 2015): 363–83. http://dx.doi.org/10.1108/cdi-02-2015-0024.

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Purpose – Career resilience (CR) is an increasingly important, but under-researched aspect of modern careers. The purpose of this paper is to examine the mediating effect of CR on the relationships between personality factors, career self-evaluations and modern career orientation and the outcome of career satisfaction (CS). The authors hypothesized that CR would be positively associated with the “big-5” personality factors, career self-evaluations (self-efficacy and external locus of control) and modern career orientations (protean and boundaryless orientations) and that CR would mediate those variables’ relationships with CS. Design/methodology/approach – The participants in the study were 1,988 employed managers and professionals. Structural equation modeling was used to test the proposed relationships and mediation model. Findings – CR mediated the relationships between CS and emotional stability, conscientiousness, emotional stability, openness to experience, internal work locus of control, career self-efficacy and protean career attitudes. Contrary to expectations, being values-driven was negatively associated with CR, producing a negative net indirect effect on CS. Research limitations/implications – The study extends previous work concerning CR by examining the role of CR as a mediator between various psychological career factors and CS (i.e. subjective career success). An important issue is whether CR is a unique construct relative to psychological resilience. The results suggest that this may be the case, but direct comparison between the two constructs is required to answer the question definitively. Practical implications – Strengthening CR through career development interventions can have important impacts on CS, particularly for those individuals who are values-driven or have boundaryless mindsets and preferences for organizational mobility. Originality/value – This is the first study to examine the relationship between CR and “new career” attitudes (i.e. boundaryless and protean career orientations), which have been the topic of much research. The authors contribute to the career success research by linking CR and modern career orientation to CS and demonstrating that CR mediates the relationships between career-related psychological factors (personality, self-evaluation and modern career orientation) and CS.

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Park, Yongho. "Empirical investigation on the predictors of career satisfaction." Industrial and Commercial Training 50, no. 4 (April 3, 2018): 165–71. http://dx.doi.org/10.1108/ict-03-2018-0032.

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Purpose The purpose of this paper is to find the effects of boundaryless career, organizational commitment, and external support seeking on career satisfaction. Design/methodology/approach 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. Findings 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. Research limitations/implications This study showed theoretically that an individual’s specific career related behaviors and attitudes have a positive influence on career satisfaction. Practical implications Practically, this study results showed some suggestion for enhancing the employee’s career satisfaction by constructing a career support system. Originality/value 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.

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Volmer, Judith, and Daniel Spurk. "Protean and boundaryless career attitudes: relationships with subjective and objective career success." Zeitschrift für ArbeitsmarktForschung 43, no. 3 (August 21, 2010): 207–18. http://dx.doi.org/10.1007/s12651-010-0037-3.

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Porter, Caitlin, Sang Eun Woo, and Jinkook Tak. "Developing and Validating Short Form Protean and Boundaryless Career Attitudes Scales." Journal of Career Assessment 24, no. 1 (January 6, 2015): 162–81. http://dx.doi.org/10.1177/1069072714565775.

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Chan, Kim Yin, Marilyn A. Uy, Moon-ho R. Ho, Y. L. Sam, Oleksandr S. Chernyshenko, and Kang-Yang Trevor Yu. "Comparing two career adaptability measures for career construction theory: Relations with boundaryless mindset and protean career attitudes." Journal of Vocational Behavior 87 (April 2015): 22–31. http://dx.doi.org/10.1016/j.jvb.2014.11.006.

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Sei Chan, Wai, and Ong Lin Dar. "Boundaryless Career Attitudes, Employability and Employee Turnover: Perspective from Malaysian Hospitality Industry." Research Journal of Applied Sciences, Engineering and Technology 7, no. 12 (March 29, 2014): 2516–23. http://dx.doi.org/10.19026/rjaset.7.561.

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Uy, Marilyn A., Kim-Yin Chan, Yoke Loo Sam, Moon-ho Ringo Ho, and Oleksandr S. Chernyshenko. "Proactivity, adaptability and boundaryless career attitudes: The mediating role of entrepreneurial alertness." Journal of Vocational Behavior 86 (February 2015): 115–23. http://dx.doi.org/10.1016/j.jvb.2014.11.005.

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Bernardo, Allan B. I., and Maria Guadalupe C. Salanga. "Validating the protean and boundaryless career attitudes scales with Filipino young adults." Cogent Psychology 6, no. 1 (January 1, 2019): 1671133. http://dx.doi.org/10.1080/23311908.2019.1671133.

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Muja, Naser, and Steven H. Appelbaum. "MBA program enrolment as a catalyst for boundaryless career goals (part one)." Industrial and Commercial Training 46, no. 3 (April 1, 2014): 135–42. http://dx.doi.org/10.1108/ict-02-2013-0011.

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Purpose – Further investigation of the thoughts and attitudes contributing to the voluntary pursuit of an MBA degree and career change is necessary to better understand career motivations and to satisfy career goals. This two-part article attempts to achieve this objective. Design/methodology/approach – Factors contributing to the cognitive decision to enrol in an MBA program and the subsequent impact of self-discovery gained on program entry on career strategy were explored using a 32-question survey based on empirical research findings. Findings – Part-time and full-time MBA students exhibited differences in decision criteria applied for MBA program entry. Following program enrolment, opportunities for career growth led to upward goal revision and increasingly focused goals. Research limitations/implications – Participation was potentially limited by survey distribution during a demanding academic period where many project reports and group presentations were due. A single MBA program in the downtown Montreal area may not be representative of all programs in the population. Practical implications – Anchoring individual career identity and social identity has become increasingly complex as employers in many industries undergo continuous transformational change. Social implications – Integration within the work environment of identified career roles requires additional attention to validate an individual's strategic career efforts. Originality/value – Surveying MBA candidates about career decisions and goal-revision allows for a valuable “snapshot” of career evolution over time. By promoting increased self-awareness, applied knowledge gained through MBA program activities acts as a catalyst for self-efficacy beliefs which results in upward distal goal-revision or increased goal focus.

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Muja, Naser, and Steven H. Appelbaum. "MBA program enrolment as a catalyst for boundaryless career goals (part two)." Industrial and Commercial Training 46, no. 4 (May 27, 2014): 201–8. http://dx.doi.org/10.1108/ict-02-2013-0012.

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Purpose – Further investigation of the thoughts and attitudes contributing to the voluntary pursuit of an MBA degree and career change is necessary to better understand career motivations and to satisfy career goals. The purpose of this two-part paper is to achieve this objective. Design/methodology/approach – Factors contributing to the cognitive decision to enroll in an MBA program and the subsequent impact of self-discovery gained upon program entry on career strategy were explored using a 32-question survey based on empirical research findings. Findings – Part-time and full-time MBA students exhibited differences in decision criteria applied for MBA program entry. Following program enrollment, opportunities for career growth led to upward goal revision and increasingly focussed goals. Research limitations/implications – Participation was potentially limited by survey distribution during a demanding academic period where many project reports and group presentations were due. A single MBA program in the downtown Montreal area may not be representative all programs in the population. Practical implications – Anchoring individual career identity and social identity has become increasingly complex as employers in many industries undergo continuous transformational change. Social implications – Integration within the work environment of identified career roles requires additional attention to validate an individual's strategic career efforts. Originality/value – Surveying MBA candidates about career decisions and goal-revision allows for a valuable “snapshot” of career evolution over time. By promoting increased self-awareness, applied knowledge gained through MBA program activities acts as a catalyst for self-efficacy beliefs which results in upward distal goal-revision or increased goal focus.

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Çakmak-Otluoğlu, K. Övgü. "Protean and boundaryless career attitudes and organizational commitment: The effects of perceived supervisor support." Journal of Vocational Behavior 80, no. 3 (June 2012): 638–46. http://dx.doi.org/10.1016/j.jvb.2012.03.001.

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Lo Presti, Alessandro, Sara Pluviano, and Jon P. Briscoe. "Are freelancers a breed apart? The role of protean and boundaryless career attitudes in employability and career success." Human Resource Management Journal 28, no. 3 (March 2, 2018): 427–42. http://dx.doi.org/10.1111/1748-8583.12188.

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Park, Mi Hyun, and Jae Yoon Chang. "Investigation on the Types of Career Attitudes Based on Protean Career and Boundaryless Career : Focused on the Employees of Domestic ICT Industry." Korean Journal of Resources Development 21, no. 1 (March 31, 2018): 1–30. http://dx.doi.org/10.24991/kjhrd.2018.3.21.1.1.

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Hofstetter, Hila, and Zehava Rosenblatt. "Predicting protean and physical boundaryless career attitudes by work importance and work alternatives: regulatory focus mediation effects." International Journal of Human Resource Management 28, no. 15 (February 6, 2016): 2136–58. http://dx.doi.org/10.1080/09585192.2015.1128465.

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Lo Presti, Alessandro, Assunta De Rosa, Yasir Mansoor Kundi, Piotr Mamcarz, and Mariusz Wołońciej. "Be a boundaryless good guy! How job embeddedness mediates and organizational identification moderates the associations of boundaryless career attitude with extra-role behaviours." Career Development International, May 16, 2024. http://dx.doi.org/10.1108/cdi-08-2023-0262.

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PurposeThis paper aims to examine the mediating role of job embeddedness and the moderating role of organizational identification on the relationships between boundaryless career attitude and extra-role behaviours (i.e. organizational citizenship behaviours and counterproductive work behaviours).Design/methodology/approachA two-wave study was carried out on 296 employees from public and private organizations in Italy. Boundaryless career attitude, organizational identification and demographics were measured at Time 1. Four months later (Time 2), job embeddedness, organizational citizenship behaviours and counterproductive work behaviours were assessed. Responses were analysed by means of multigroup structural equation modelling.FindingsJob embeddedness mediated the positive relationship between boundaryless career attitude and counterproductive work behaviours, as well as its negative association with organizational citizenship behaviours; organizational identification buffered this latter indirect effect.Practical implicationsOrganizations can promote stronger organizational identification and job embeddedness to retain boundaryless-oriented talent and foster positive extra-role behaviours.Originality/valueThis study integrated the protean/boundaryless careers literature with organizational behaviour theories to examine contextual factors influencing the effects of these contemporary career attitudes.

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KURTULDU, Selver, and Ayşe Oya ÖZÇELİK. "The role of work life balance in the effect of boundaryless career and protean career attitudes on subjective career success." Trakya Üniversitesi İktisadi ve İdari Bilimler Fakültesi E-Dergi, April 27, 2023. http://dx.doi.org/10.47934/tife.12.01.05.

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In conjunction with the rise of new career approaches such as boundaryless career and protean career in today's working life, the subjective aspect of career success has begun to be emphasized in boundaryless career and protean career approaches, unlike the traditional career approach that emphasizes the objective aspect of career success. In this direction, the effect of boundaryless career and protean career attitudes on subjective career success was examined in this study. In addition, whether the work-life balance has a moderator role on this effect has been examined. Research data were collected from 400 white-collar employees who work in private sector enterprises in Istanbul and have at least five years of work experience. To test the hypotheses; hierarchical regression analysis was performed using the SPSS program. As a result of the study, the moderator role of work-life balance on the effect of boundaryless career attitude and protean career attitude on subjective career success has been determined.

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De Bruin, Gideon P., and Morné Buchner. "Factor and item response theory analysis of the Protean and Boundaryless Career Attitude Scales." SA Journal of Industrial Psychology 36, no. 2 (December 2, 2010). http://dx.doi.org/10.4102/sajip.v36i2.932.

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Orientation: The concepts of the Protean Career and the Boundaryless Career show potential as frameworks for research and practice in the contemporary world of work. Briscoe, Hall and DeMuth (2006) developed the Protean and Boundaryless Career Attitude Scales, which consist of the Self-Directed Career Management, Values Driven, Boundaryless Mindset and Mobility Preference subscales. However, the standardisation and replication studies conducted by Briscoe et al., left some questions unanswered in terms of the psychometric properties of the subscales.Research purpose: This study examines the psychometric properties of the Protean and Boundaryless Career Attitude Scales with the aim of clarifying the structure of the scales, examining the quality of the items and evaluating the measurement precision of the scales.Research design, approach and method: Responses of adults to the items of the Protean and Boundaryless Career Attitude Scales were analysed with factor analytic and Rasch item response model techniques.Main findings: Factor and Rasch analyses revealed that three of the four postulated dimensions were replicated, but the Values Driven dimension split into two factors. Misfitting items were identified and sources of their misfit were uncovered. The Rasch analysis showed that three of the four subscales provide most of their psychometric information at the lower ends of their respective latent traits (where relatively few persons are located). Hence, the trait estimates of persons with low scores are more precise than those of persons with high scores.Practical/managerial implications: Overall, the quality of the Protean and Boundaryless Career Attitude Scales is satisfactory, but some aspects that may be improved are identified. Researchers may use at least three of the four subscales with confidence, but more work is possibly needed on the Values Driven subscale.Contribution/value-add: The study provides researchers with information on the psychometric properties of the Protean and Boundaryless Career Attitude Scales. The study also highlights ways in which the scales may be improved.

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Journal articles on the topic 'Boundaryless career attitude'

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