Dissertations / Theses on the topic 'Boundaryless career'

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)

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.

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.

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.

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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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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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

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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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

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
unrestricted

Os estudos sobre gestão de carreira, quer sejam no âmbito organizacional ou individual, são algo recente na literatura. Atualmente, entende-se que a responsabilidade pela gestão da carreira é das pessoas e que a sua consolidação ocorre ao longo das experiências de vida pessoal e profissional. Com as mudanças originadas pela globalização, novas tecnologias e aumento da competitividade, o contrato psicológico de trabalho migrou de um modelo de emprego vitalício para um modelo de independência e autonomia, onde o indivíduo é responsável pela gestão e desenvolvimento de sua própria carreira. Essas mudanças influenciaram os conceito de carreira e demandaram o desenvolvimento de teorias que considerassem aspectos relacionados à mobilidade, à busca de um sentido para o trabalho e ao sucesso psicológico, tais como a carreira sem fronteiras e a carreira proteana. Considerando a escassez e a necessidade de estudos empíricos no Brasil acerca do tema, o presente trabalho teve como principal objetivo identificar e analisar se a atitude de carreira de universitários tem relação com as novas teorias de carreira. O perfil de carreira agrupa os indivíduos de acordo com a presença de atitudes de carreira proteana, representada pelas dimensões autodirecionamento e orientação pelos valores, e de atitudes de carreira sem fronteiras, representada pelas dimensões mobilidade psicológica e mobilidade física. Esta é uma pesquisa descritiva, com características quantitativa e qualitativa. A coleta de dados foi realizada através da aplicação de um questionário, cujas escalas foram validadas nos Estados Unidos e no Brasil, bem como pela realização de entrevistas. A amostra é não probabilística e intencional e foi formada por 140 estudantes de graduação da Faculdade de Administração, Economia e Contabilidade da USP. A validação da escala de atitude de carreira foi feita a partir da análise da confiabilidade e consistência interna do instrumento de pesquisa, com base no software SPSS - Statistical Package for the Social Sciences. Os resultados obtidos através da técnica de análise fatorial foram satisfatórios no que tange à confiabilidade, utilizado o software SPSS. Com base nos dados estatísticos, os escores gerais de carreiras proteana e sem fronteiras apresentaram uma relação positiva, indicando a existência de uma correlação geral entre os dois modelos de carreira para a amostra deste estudo. Os resultados desta pesquisa, no geral, apontam a presença de direcionamento pelos valores, autodirecionamento da carreira, mobilidades física e psicológica, indicando que os respondentes apresentam atitudes de carreiras favoráveis para enfrentar as mudanças exigidas pelo mercado de trabalho. Estas atitudes são mais relevantes para os que fizeram a disciplina Gestão de Carreira, o que também foi confirmado pelas entrevistas. Com isso, conclui-se ser relevante discutir a gestão de carreira no início da carreira profissional desses jovens discentes, que estão entrando no mercado de trabalho. Para esses jovens, essas novas carreiras são uma realidade, ainda que se verifique se tratar de um movimento, não podendo ser ainda considerado como fato para todos os indivíduos pesquisados. Acompanhar a trajetória profissional desses alunos, ampliando a pesquisa com outras variáveis, agregará ao estudo um maior detalhamento sobre as inclinações de carreiras desses indivíduos. Ainda, as discussões deste trabalho, além de contribuírem para as reflexões acerca do assunto gestão de carreira no Brasil, abrem portas para pesquisas com egressos que estejam no mercado de trabalho há mais tempo, ampliando a discussão dos resultados de correlação entre os modelos de carreira proteana e sem fronteiras.
Studies on career management, whether organizational or individual, are something new in literature. Currently, it is understood that the responsibility for the career management is of the person and that its consolidation takes place over the experiences of personal and professional life. With the changes arising from globalization, new technologies and increased competition, the work\'s psychological contract migrated from a lifetime employment model to an independence and autonomy model, where the individual is responsible for the management and development of his own career. These changes influenced the concept of career and demanded the development of theories that consider aspects related to mobility, the search of a meaning to work and psychological success, such as boundaryless career and protean career. Considering the scarcity and the need for empirical studies in Brazil on the subject, this study aimed to identify and analyze if the career atitude of university students is related to the new career theories. The career profile groups the individuals according to the presence of protean career attitudes, represented by self-direction dimensions and values orientation, and attitudes of a boundaryless career, represented by the dimensions of psychological mobility and physical mobility. This is a descriptive research with quantitative and qualitative characteristics. Data collection was performed by applying a questionnaire, whose scales were validated in the United States and Brazil, as well as conducting interviews. The sample is not probabilistic and intentional and was formed by 140 undergraduate students of USP\'s School of Business, Economics and Accounting. The validation of the career attitude scale was made by the analysis of reliability and internal consistency of the survey instrument based on SPSS - Statistical Package for Social Sciences. The results obtained through the factorial analysis technique were satisfactory in terms of reliability, using the SPSS software. Based on statistics, the overall scoresof protean careers and boundaryless career presented a positive relation, indicating the existence of a general correlation between the two career models for this study\'s sample. Theresults of this research, in general, indicate the presence of targeting by values, career selfdirection, physical and psychological mobility, indicating that respondents have career attitudes favorable to face the changes required by the labor market. These attitudes are more relevant to those who made the Career Management discipline, which was also confirmed by interviews. Thereby, it is concluded to be relevant to discuss career management at the beginning of the career of these young students, who are entering the labor market. For these young people, these new careers are a reality, even if it is verified to be a movement, and can not be considered as a fact for all individuals surveyed. Follow the career path of these students, expanding research with other variables, will add to the study greater details on the slopes careers of these individuals. The discussions of this work, besides contributing to the reflections on the career management business in Brazil, opens doors for research with graduates who are in the labor market longer, expanding the discussion of correlation results between protean and boundaryless career models.

The mobility of students has increased dramatically in the past decades which primarily is a consequence of globalization (Ninnes & Hellstén, 2005). Many higher education institutions (HEIs) around the world have responded to the global educational trend by actively recruiting students from abroad, with the incentive of maintaining a competitive position on the global, knowledge-based market (Knight, 2004). Simultaneously, an increasing number of students have responded to the expanded opportunities which have become available, aspiring to secure the best education to facilitate their path into a well-remunerated career (Waters & Brooks, 2011). By employing a qualitative research approach, this study explores how international degree-seeking students undertaking engineering studies in Swedish HE, take on their career development within a global framework. The findings are compared and analyzed in order to provide further insights into the career trajectories of engineering students from different countries. The findings suggest that the participants in the study have employed a large degree of agency and independence in advancing their career development further. Moreover, it has also been indicated that they, as global professionals, uphold a flexible stance towards future career opportunities, regardless of where in the world these would be located. Considering the increasing numbers of international students that occupy Swedish HEIs, the study concludes that further attention needs to be paid to gain further insights into the realities of this student population, both to increase our understanding of how they respond to the forces of globalization and to safeguard that career services address the real career needs of this population.

A Reflexividade é uma natureza humana universal que caracteriza os seres humanos da mesma maneira genérica em qualquer época e lugar. Esta dissertação investigou o processo reflexivo de profissionais no contexto da carreira contemporânea. Para tanto foram realizados cinco estudos. O primeiro revisou artigos relacionados às carreiras proteanas e sem-fronteiras publicados nos últimos dez anos. O segundo apresentou e explorou as qualidades psicométricas da Escala de Reflexividade. O terceiro consistiu na validação das escalas de Atitudes de Carreira Proteanas e de Atitudes de Carreira Sem-fronteira. O quarto investigou correlações entre os estilos de carreira, a reflexividade e os valores organizacionais e comparou diferentes grupos. Finalmente, o quinto estudo investigou a relação entre estilos reflexivos e as atitudes de carreira proteanas e sem-fronteiras.
Reflexivity is a universal human nature that characterizes human beings in the same general way at any time and place. This thesis investigates the reflexive process of professionals in the context of contemporary careers. Therefore, five studies were conducted. The first study revised articles related to protean and boundaryless careers published in the last ten years. The second, proposed and explored the psychometric properties of the Reflexivity Scale. The third involved the validation of the Protean Career Attitudes Scale and of the Boundaryless Career Attitudes Scale. The fourth study investigated correlations between career styles, reflexivity and organizational values, and compared different groups. Finally, the fifth study investigated the relationship between different styles of reflexivity and the implementation of protean and boundaryless career attitudes.

The boundaryless career has become a remarkably popular, albeit contentious, concept, with various academics and practitioners offering cautionary notes concerning the lack of understanding of boundary less career implications. This thesis argues that the boundaryless career concept is theoretically and empirically under-developed with regard to the impact of such careers, particularly those in what literature appears to consider 'non-professional' occupations. Beginning with a review of existing boundaryless career literature, this thesis moves on to introduce the notion of dairy farming as a boundaryless career and provides an insight into the impact such a career can have. Observations and interviews are then combined to produce an ethnographic case study of the experiences of the Culverden community with the findings being presented in three sections - individual, family and community. The discussion of each of these sections partially supports prevailing literature by confirming the existence of a number of positive aspects of boundaryless careers. At the same time however, these discussions identify a number of negative aspects associated with this type of career. The limitations of existing research are thus highlighted through confirming that career literature neglects the potential impacts of the positive aspects it regularly refers to, and almost entirely overlooks potential impacts of the negative aspects of boundaryless careers. This thesis therefore has not only theoretical significance through contributing to existing literature by providing insight into both the positive and negative impacts of boundaryless careers from not only an individual perspective, but also a family and community perspective, but also practical significance in that it provides an awareness of the potential implications of the boundaryless nature of dairy farming which may aid in the development of strategies to address problems and simultaneously take advantage of the opportunities created by the boundaryless nature of dairy farming. In this way, this thesis has the potential to play a crucial role in the maintenance of a cohesive, sustainable rural community.

Mestrado em Gestão de Recursos Humanos
Esta investigação tem como objetivo compreender as atitudes de carreira proteana e as atitudes de carreira sem fronteiras individualmente consideradas, assim como a relação que existe entre as mesmas no âmbito dos profissionais que trabalham por conta de outrem na área da Gestão de Recursos Humanos nas empresas privadas em Portugal. Complementarmente, também se investiga a relação entre dimensões sócio demográficas (salários, género e grau académico) desses profissionais com os dois tipos de carreira. Relativamente à Escala de Atitudes de Carreira Proteana, aborda-se duas dimensões: Atitudes de Carreira Autodirigida e Atitudes de Carreira Motivada por Valores. Quanto à Escala de Atitudes de Carreira sem Fronteiras, as dimensões abordadas são Mentalidade Sem Fronteiras (Mobilidade Psicológica) e a Preferência pela Mobilidade Organizacional (Mobilidade Física). Participaram neste estudo 732 profissionais da área de Gestão de Recursos Humanos que trabalham por conta de outrem nas empresas privadas em Portugal. Após o tratamento estatístico dos dados, os resultados obtidos demonstram que os profissionais estudados têm, na sua carreira profissional, prevalência de atitudes proteanas e sem fronteiras. Outras conclusões da presente investigação, relativamente às atitudes de carreira dos profissionais em estudo, são: (1) quem tem salários mais altos tem níveis mais elevados de atitudes proteanas e sem fronteiras; (2) as atitudes proteanas e sem fronteiras apresentam valores mais elevados nos profissionais do género masculino; (3) os profissionais com formação académica superior apresentam prevalência de atitudes proteanas e sem fronteiras comparativamente aos que não têm formação superior.
This research aims to understand the protean career attitudes and the boundaryless career attitudes individually considered, as well as the relationship that exists between them within the scope of employeed professionals of Human Resources Management in private companies in Portugal. In addition, the relationship between socio-demographic dimensions (wages, gender and level of education) of these professionals with both types of career is also investigated. Regarding the Protean Career Attitudes Scale, two dimensions are addressed: Self-Directed Career Management and Values-Driven Attitudes. Regarding the Boundaryless Career Attitudes, the dimensions addressed are Boundaryless Mindset (Psychological Mobility) and Organizational Mobility Preference (Physical Mobility). 732 professionals in the area of Human Resources Management who are employeed in private companies in Portugal participated in this study. After the statistical treatment of the data, the results obtained show that the professionals studied have, in their professional career, a prevalence of protean and borderless attitudes. Other conclusions of the present investigation, regarding the career attitudes of the professionals under study, are: (1) those with higher salaries have higher levels of protean and borderless attitudes; (2) protean and borderless attitudes present higher values in male professionals; (3) professionals with higher education have a prevalence of protean and borderless attitudes compared to those without higher education.
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A gestão de pessoas ressurge, na perspectiva das organizações, com papel estratégico de gerar de vantagem competitiva a partir das relações interpessoais e das competências dos colaboradores que compõem os quadros funcionais. Por outro lado, as pessoas também passaram a perceber, por meio do fortalecimento das suas redes de relacionamento e do acesso cada vez mais rápido ao conhecimento e experiências, que suas carreiras não se limitam às fronteiras dos quadros funcionais de uma única organização e que, portanto, cada vez mais, é necessário haver uma identificação entre os objetivos e motivações pessoais do indivíduo e a cultura de uma organização. Nesse contexto, a partir da evidência sobre a preparação para o exercício profissional propiciada pela UFJF aos alunos de graduação, apurada no Questionário do Estudante do Enade aplicado nas edições de 2009 e 2012, o presente trabalho surge com o objetivo geral de investigar a percepção dos graduandos em Ciência da Computação, Sistemas de Informação, Geografia, Educação Física, Direito e Engenharia Civil e também dos gestores da UFJF quanto à preparação proporcionada pela Universidade, para o exercício profissional e desenvolvimento de carreiras dos alunos de graduação. Tal objetivo geral também pode ser compreendido como uma resposta à seguinte questão norteadora: como a UFJF tem contribuído na preparação para o exercício profissional e para o desenvolvimento de carreira dos alunos de graduação? Além do levantamento da percepção dos atores envolvidos, o presente trabalho também possui os seguintes objetivos específicos: i) apresentar a UFJF e suas transformações ocorridas na última década; ii) analisar os programas e ações desenvolvidos na UFJF que podem contribuir na preparação para o exercício profissional e desenvolvimento de carreiras dos graduandos; iii) levantar a percepção dos atores envolvidos quanto à formação para o exercício profissional e desenvolvimento de carreira dos alunos de graduação desde os primeiros períodos; iv) pesquisar a existência de política institucional de articulação entre esses programas de ensino, pesquisa, extensão e inovação e sua importância para formação profissional dos alunos; v) investigar se existe uma rede institucionalizada que busque a integração profissional entre os atuais alunos e egressos da UFJF e, por fim, vi) levantar se as características de carreira almejada pelos alunos se alinham às teorias mais tradicionais ou mais modernas. Quanto aos aspectos metodológicos, ressalta-se que o presente trabalho constitui um estudo de caso, de cunho qualitativo, no qual utilizou-se pesquisa documental, bibliográfica e de campo. Em relação aos instrumentos utilizados nessa última, destaca-se a aplicação de questionário aos graduandos, bem como a realização de entrevistas com gestores da Universidade com o fito de levantar a visão dos atores acerca do fenômeno estudado. Este trabalho se justifica pelo seu alinhamento com a missão e os objetivos institucionais estabelecidos no Estatuto da UFJF e no Plano de Desenvolvimento Institucional (PDI-UFJF), respectivamente. Por fim, salienta-se que, a partir das informações apuradas nas pesquisas empíricas, nas referências teóricas e também na inspiração oriunda do Escritório de Desenvolvimento de Carreiras e da Plataforma Alumni, ambos da Universidade de São Paulo, foi possível estabelecer as estratégias iniciais para o desenvolvimento futuro de um plano de ação que possa atender as necessidades dos alunos e as particularidades da UFJF.
The management of people resurges, in the perspective of the organizations, with strategic role of generating competitive advantage as from the interpersonal relationships, as well as the competences of the collaborators that compose the functional frameworks. On the other hand, people have also become aware, by means of the strengthening of their relationship networks and of the increasingly faster access to knowledge and experiences, that their careers are not limited to the frontiers of the functional frameworks of a single organization and that, therefore, more and more, it is necessary there to be an identification between the objectives and personal motivations of the individual and the culture of an organization. In this context, as from the evidence about the preparation for the professional exercise provided by the UFJF to the undergraduate students, verified in the Questionnaire of the Student of Enade applied in the 2009 and 2012 editions, this paper arises with the general objective of investigating the perception of the undergraduate students in Computer Science, Information Systems, Geography, Physical Education, Law and Civil Engineering and also of the managers of UFJF about the preparation provided by the University, for the professional exercise and career development of undergraduate students. This general objective can also be understood as a response to the following guiding question: how has UFJF been contributing in the preparation for professional practice and for the career development of undergraduate students? Besides the survey of the perception of the actors involved, this paper also has the following specific objectives: i) present UFJF and its transformations occurred in the last decade; ii) analyze the programs and actions developed in UFJF that can contribute in the preparation for the professional practice and the career development of the undergraduate students; iii) raise the perception of the actors involved about the formation for professional practice and career development of undergraduate students since the earliest periods; iv) to investigate the existence of an institutional policy of articulation between these teaching programs, research, extension and innovation and their importance for students' professional formation; v) to investigate if there is an institutionalized network that look for the professional integration between the current students and egresses from UFJF and, finally, vi) to raise if the career characteristics desired by the students are aligned to the more traditional or more modern theories. As for the methodological aspects, it should be emphasized that this paper constitutes a case study, of a qualitative nature, in which it was uses documentary, bibliographic and field research. In relation to the instruments used in this last one, it is worth mentioning the application of questionnaire to the undergraduate students, as well as the accomplishment of interviews with managers of the University with the purpose of raising the view of the actors about the studied phenomenon. This paper is justified by its alignment with the mission and institutional objectives established in the UFJF Statute and in the Institutional Development Plan (PDIUFJF), respectively. Finally, it should be pointed out that, as from the information evidenced in the empirical researches, from the theoretical references and also from the inspiration arising from the Office of Career Development and of Alumni Platform, both of University of São Paulo, it was possible to establish the initial strategies for the future development of a plan of action that can meet the needs of the students and the particularities of UFJF.

In the shift to a globalised creative economy where innovation and creativity are increasingly prized, many studies have documented direct and indirect social and economic benefits of the arts. In addition, arts workers have been argued to possess capabilities which are of great benefit both within and outside the arts, including (in addition to creativity) problem solving abilities, emotional intelligence, and team working skills (ARC Centre of Excellence for Creative Industries and Innovation, 2007). However, the labour force characteristics of professional artists in Australia and elsewhere belie their importance. The average earnings of workers in the arts sector are consistently less than other workers with similar educational backgrounds, and their rates of unemployment and underemployment are much higher (Australian Bureau of Statistics, 2005; Caves, 2000; Throsby & Hollister, 2003). Graduating students in the arts appear to experience similar employment challenges and exhibit similar patterns of work to artists in general. Many eventually obtain work unrelated to the arts or go back to university to complete further tertiary study in fields unrelated to arts (Graduate Careers Council of Australia, 2005a). Recent developments in career development theory have involved discussion of the rise of boundaryless careers amongst knowledge workers. Boundaryless careers are characterised by non-linear career progression occurring outside the bounds of a single organisation or field (Arthur & Rousseau, 1996a, 1996b). The protean career is an extreme form of the boundaryless career, where the careerist also possesses strong internal career motivations and criteria for success (Baruch, 2004; Hall, 2004; Hall & Mirvis, 1996). It involves a psychological contract with one's self rather than an organisation or organisations. The boundaryless and protean career literature suggests competencies and dispositions for career self-management and career success, but to date there has been minimal empirical work investigating the predictive value of these competencies and dispositions to career success in the boundaryless or protean career. This program of research employed competencies and dispositions from boundaryless and protean career theory to predict career success in professional artists and tertiary arts graduates. These competencies and dispositions were placed into context using individual and contextual career development influences suggested by the Systems Theory Framework of career development (McMahon & Patton, 1995; Patton & McMahon, 1999, 2006a). Four substantive studies were conducted, using online surveys with professional artists and tertiary arts students / graduates, which were preceded by a pilot study for measure development. A largely quantitative approach to the program of research was preferred, in the interests of generalisability of findings. However, at the time of data collection, there were no quantitative measures available which addressed the constructs of interest. Brief scales of Career Management Competence based on the Australian Blueprint for Career Development (Haines, Scott, & Lincoln, 2003), Protean Career Success Orientation based on the underlying dispositions for career success suggested by protean career theory, and Career Development Influences based on the Systems Theory Framework of career development (McMahon & Patton, 1995; Patton & McMahon, 1999, 2006a) were constructed and validated via a process of pilot testing and exploratory factor analyses. This process was followed by confirmatory factor analyses with data collected from two samples: 310 professional artists, and 218 graduating arts students who participated at time 1 (i.e., at the point of undergraduate course completion in October, 2005). Confirmatory factor analyses via Structural Equation Modelling conducted in Study 1 revealed that the scales would benefit from some respecification, and so modifications were made to the measures to enhance their validity and reliability. The three scales modified and validated in Study 1 were then used in Studies 3 and 4 as potential predictors of career success for the two groups of artists under investigation, along with relevant sociodemographic variables. The aim of the Study 2 was to explore the construct of career success in the two groups of artists studied. Each participant responded to an open-ended question asking them to define career success. The responses for professional artists were content analysed using emergent coding with two coders. The codebook was later applied to the arts students' definitions. The majority of the themes could be grouped into four main categories: internal definitions; financial recognition definitions; contribution definitions; and non-financial recognition definitions. Only one third of the definition themes in the professional artists' and arts graduates' definitions of career success were categorised as relating to financial recognition. Responses within the financial recognition category also indicated that many of the artists aspired only to a regular subsistence level of arts income (although a small number of the arts graduates did aspire to fame and fortune). The second section of the study investigated the statistical relationships between the five different measures of career success for each career success definitional category and overall. The professional artists' and arts graduates' surveys contained several measures of career success, including total earnings over the previous 12 months, arts earnings over the previous 12 months, 1-6 self-rated total employability, 1-6 self-rated arts employability, and 1-6 self-rated self-defined career success. All of the measures were found to be statistically related to one another, but a very strong statistical relationship was identified between each employability measure and its corresponding earnings measure for both of the samples. Consequently, it was decided to include only the earnings measures (earnings from arts, and earnings overall) and the self-defined career success rating measure in the later studies. Study 3 used the career development constructs validated in Study 1, sociodemographic variables, and the career success measures explored in Study 2 via Classification and Regression Tree (CART - Breiman, Friedman, Olshen, & Stone, 1984) style decision trees with v-fold crossvalidation pruning using the 1 SE rule. CART decision trees are a nonparametric analysis technique which can be used as an alternative to OLS or hierarchical regression in the case of data which violates parametric statistical assumptions. The three optimal decision trees for total earnings, arts earnings and self defined career success ratings explained a large proportion of the variance in their respective target variables (R2 between 0.49 and 0.68). The Career building subscale of the Career Management Competence scale, pertaining to the ability to manage the external aspects of a career, was the most consistent predictor of all three career success measures (and was the strongest predictor for two of the three trees), indicating the importance of the artists' abilities to secure work and build the external aspects of a career. Other important predictors included the Self management subscale of the Career Management Competence scale, Protean Career Success Orientation, length of time working in the arts, and the positive role of interpersonal influences, skills and abilities, and interests and beliefs from the Career Development Influences scale. Slightly different patterns of predictors were found for the three different career success measures. Study 4 also involved the career development constructs validated in Study 1, sociodemographic variables, and the career success measures explored in Study 2 via CART style decision trees. This study used a prospective repeated measures design where the data for the attribute variables were gathered at the point of undergraduate course completion, and the target variables were measured one year later. Data from a total of 122 arts students were used, as 122 of the 218 students who responded to the survey at time 1 (October 2005) also responded at time 2 (October 2006). The resulting optimal decision trees had R2 values of between 0.33 and 0.46. The values were lower than those for the professional artists' decision trees, and the trees themselves were smaller, but the R2 values nonetheless indicated that the arts students' trees possessed satisfactory explanatory power. The arts graduates' Career building scores at time 1 were strongly predictive of all three career success measures at time 2, a similar finding to the professional artists' trees. A further similarity between the trees for the two samples was the strong statistical relationship between Career building, Self management, and Protean Career Success Orientation. However, the most important variable in the total earnings tree was arts discipline category. Technical / design arts graduates consistently earned more overall than arts graduates from other disciplines. Other key predictors in the arts graduates' trees were work experience in arts prior to course completion, positive interpersonal influences, and the positive influence of skills and abilities and interests and beliefs on career development. The research program findings represent significant contributions to existing knowledge about artists' career development and success, and also the transition from higher education to the world of work, with specific reference to arts and creative industries programs. It also has implications for theory relating to career success and protean / boundaryless careers.

In the shift to a globalised creative economy where innovation and creativity are increasingly prized, many studies have documented direct and indirect social and economic benefits of the arts. In addition, arts workers have been argued to possess capabilities which are of great benefit both within and outside the arts, including (in addition to creativity) problem solving abilities, emotional intelligence, and team working skills (ARC Centre of Excellence for Creative Industries and Innovation, 2007). However, the labour force characteristics of professional artists in Australia and elsewhere belie their importance. The average earnings of workers in the arts sector are consistently less than other workers with similar educational backgrounds, and their rates of unemployment and underemployment are much higher (Australian Bureau of Statistics, 2005; Caves, 2000; Throsby & Hollister, 2003). Graduating students in the arts appear to experience similar employment challenges and exhibit similar patterns of work to artists in general. Many eventually obtain work unrelated to the arts or go back to university to complete further tertiary study in fields unrelated to arts (Graduate Careers Council of Australia, 2005a). Recent developments in career development theory have involved discussion of the rise of boundaryless careers amongst knowledge workers. Boundaryless careers are characterised by non-linear career progression occurring outside the bounds of a single organisation or field (Arthur & Rousseau, 1996a, 1996b). The protean career is an extreme form of the boundaryless career, where the careerist also possesses strong internal career motivations and criteria for success (Baruch, 2004; Hall, 2004; Hall & Mirvis, 1996). It involves a psychological contract with one's self rather than an organisation or organisations. The boundaryless and protean career literature suggests competencies and dispositions for career self-management and career success, but to date there has been minimal empirical work investigating the predictive value of these competencies and dispositions to career success in the boundaryless or protean career. This program of research employed competencies and dispositions from boundaryless and protean career theory to predict career success in professional artists and tertiary arts graduates. These competencies and dispositions were placed into context using individual and contextual career development influences suggested by the Systems Theory Framework of career development (McMahon & Patton, 1995; Patton & McMahon, 1999, 2006a). Four substantive studies were conducted, using online surveys with professional artists and tertiary arts students / graduates, which were preceded by a pilot study for measure development. A largely quantitative approach to the program of research was preferred, in the interests of generalisability of findings. However, at the time of data collection, there were no quantitative measures available which addressed the constructs of interest. Brief scales of Career Management Competence based on the Australian Blueprint for Career Development (Haines, Scott, & Lincoln, 2003), Protean Career Success Orientation based on the underlying dispositions for career success suggested by protean career theory, and Career Development Influences based on the Systems Theory Framework of career development (McMahon & Patton, 1995; Patton & McMahon, 1999, 2006a) were constructed and validated via a process of pilot testing and exploratory factor analyses. This process was followed by confirmatory factor analyses with data collected from two samples: 310 professional artists, and 218 graduating arts students who participated at time 1 (i.e., at the point of undergraduate course completion in October, 2005). Confirmatory factor analyses via Structural Equation Modelling conducted in Study 1 revealed that the scales would benefit from some respecification, and so modifications were made to the measures to enhance their validity and reliability. The three scales modified and validated in Study 1 were then used in Studies 3 and 4 as potential predictors of career success for the two groups of artists under investigation, along with relevant sociodemographic variables. The aim of the Study 2 was to explore the construct of career success in the two groups of artists studied. Each participant responded to an open-ended question asking them to define career success. The responses for professional artists were content analysed using emergent coding with two coders. The codebook was later applied to the arts students' definitions. The majority of the themes could be grouped into four main categories: internal definitions; financial recognition definitions; contribution definitions; and non-financial recognition definitions. Only one third of the definition themes in the professional artists' and arts graduates' definitions of career success were categorised as relating to financial recognition. Responses within the financial recognition category also indicated that many of the artists aspired only to a regular subsistence level of arts income (although a small number of the arts graduates did aspire to fame and fortune). The second section of the study investigated the statistical relationships between the five different measures of career success for each career success definitional category and overall. The professional artists' and arts graduates' surveys contained several measures of career success, including total earnings over the previous 12 months, arts earnings over the previous 12 months, 1-6 self-rated total employability, 1-6 self-rated arts employability, and 1-6 self-rated self-defined career success. All of the measures were found to be statistically related to one another, but a very strong statistical relationship was identified between each employability measure and its corresponding earnings measure for both of the samples. Consequently, it was decided to include only the earnings measures (earnings from arts, and earnings overall) and the self-defined career success rating measure in the later studies. Study 3 used the career development constructs validated in Study 1, sociodemographic variables, and the career success measures explored in Study 2 via Classification and Regression Tree (CART - Breiman, Friedman, Olshen, & Stone, 1984) style decision trees with v-fold crossvalidation pruning using the 1 SE rule. CART decision trees are a nonparametric analysis technique which can be used as an alternative to OLS or hierarchical regression in the case of data which violates parametric statistical assumptions. The three optimal decision trees for total earnings, arts earnings and self defined career success ratings explained a large proportion of the variance in their respective target variables (R2 between 0.49 and 0.68). The Career building subscale of the Career Management Competence scale, pertaining to the ability to manage the external aspects of a career, was the most consistent predictor of all three career success measures (and was the strongest predictor for two of the three trees), indicating the importance of the artists' abilities to secure work and build the external aspects of a career. Other important predictors included the Self management subscale of the Career Management Competence scale, Protean Career Success Orientation, length of time working in the arts, and the positive role of interpersonal influences, skills and abilities, and interests and beliefs from the Career Development Influences scale. Slightly different patterns of predictors were found for the three different career success measures. Study 4 also involved the career development constructs validated in Study 1, sociodemographic variables, and the career success measures explored in Study 2 via CART style decision trees. This study used a prospective repeated measures design where the data for the attribute variables were gathered at the point of undergraduate course completion, and the target variables were measured one year later. Data from a total of 122 arts students were used, as 122 of the 218 students who responded to the survey at time 1 (October 2005) also responded at time 2 (October 2006). The resulting optimal decision trees had R2 values of between 0.33 and 0.46. The values were lower than those for the professional artists' decision trees, and the trees themselves were smaller, but the R2 values nonetheless indicated that the arts students' trees possessed satisfactory explanatory power. The arts graduates' Career building scores at time 1 were strongly predictive of all three career success measures at time 2, a similar finding to the professional artists' trees. A further similarity between the trees for the two samples was the strong statistical relationship between Career building, Self management, and Protean Career Success Orientation. However, the most important variable in the total earnings tree was arts discipline category. Technical / design arts graduates consistently earned more overall than arts graduates from other disciplines. Other key predictors in the arts graduates' trees were work experience in arts prior to course completion, positive interpersonal influences, and the positive influence of skills and abilities and interests and beliefs on career development. The research program findings represent significant contributions to existing knowledge about artists' career development and success, and also the transition from higher education to the world of work, with specific reference to arts and creative industries programs. It also has implications for theory relating to career success and protean / boundaryless careers.

This research stems from the need by organisations to retain their key talent in the context of the change in the psychological contract manifesting in the emergence of boundaryless careers. Employees have ceased to be loyal to one organisation and this has marginalised employers as they still need to retain their key talent as a source of competitive advantage. Most organisations have segmented their workforce to develop talent pools of high potential employees to meet the organisation’s current and future critical skills needs. Hence, this study investigates the impact of inclusion in the talent pool on the psychological contract. Various instruments in the literature study were used to measure the psychological contract of employees in the talent pools in comparison to those not in talent pools. These include the transactional and relational psychological contract instrument by Millward and Hopkins (1998), organisational citizenship behaviour by Coyle-Shapiro (2002), trust by Robinson and Rousseau (1994) and turnover intention by Blomme et al. (2010). The study presents findings from 195 employees from three different organisations, about 50% of whom were in talent pools. The study shows that both groups of employees in and outside talent pools consider their psychological contract with their employers as less transactional. Although being part of the talent pool has a positive impact on the relational psychological contract and organisational commitment, it does not necessarily translate into trust and the intention to stay with organisations. Employees in talent pools are not different to those not in talent pools with regard to trust and the turnover intention. The report offers insights aimed at managers to understand the psychological contracts of their employees within the talent pools to avoid unnecessary violations and to explore new value propositions that are aligned to those contracts. Copyright
Dissertation (MBA)--University of Pretoria, 2010.
Gordon Institute of Business Science (GIBS)
unrestricted

L'objectif de cette thèse est de mettre en relation deux éléments caractéristiques des sports collectifs professionnels : la nomadisation croissante des carrières et la stratégie marketing des clubs qui tendent de plus en plus à devenir des marques. D'un point de vue théorique, cette recherche s'appuie, d'une part, sur la stratégie classique de marque et d'image qui, appliquée au club sportif professionnel, permet de définir le concept de « club marque » et, d'autre part, sur le courant des carrières nomades. Grâce au croisement de ces deux dimensions, émerge la question de l'influence de la stratégie de marque des clubs sportifs professionnels sur la volatilité des ressources humaines dans le sport spectacle. Emblématiques de ce dernier, le football et le rugby français constituent le terrain de la recherche. Deux cas sont étudiés : le FC Grenoble Rugby et l'Olympique Lyonnais. En recourant à une méthode qualitative et exploratoire (entretiens semi-directifs, analyse de contenu), les discours des acteurs des deux clubs choisis permettent de débattre des trois propositions de recherche, d'envisager les implications managériales à la fois pour le club et pour le joueur et, enfin, d'élaborer une typologie des joueurs nomades qui favorise l'appréhension du caractère subi ou voulu de la mobilité
The object of the present thesis is to establish the relationship between two characteristic features of professional collective sports: namely the rise in boundaryless careers and marketing strategies in sports clubs which are increasingly becoming brands. From a theoretical point of view, the research is based on the one hand on traditional brand and image strategy which, when applied to professional sport clubs, outlines the concept of "brand-clubs", and, on the other, on the development of boundaryless careers. At the intersection of these two dimensions comes the question of what influence professional sports club marketing strategy has on the volatility of human resources in entertainment sports. French soccer and rugby, as illustrative examples, constitute the basis for the research through the following two case-studies : "FC Grenoble Rugby" and "Olympique Lyonnais". Applying both qualitative and exploratory methods (semi-directive interviews, content analysis) and drawing on the comments made by actors from both clubs, the three research proposals can be discussed, managerial implications for both club and players explored and a typology of boundaryless players developed in view of assessing the volontary or compulsory character of such mobility

碩士
國立中央大學
人力資源管理研究所
102
Employees start to develop their career by themselves using basics of economic factors and developing their own capacities because they suffer from pressure of salary freeze and layoff in recent years. Eby, Butts, and Lockwood (2003) suggested that perceived internal marketability, perceived external marketability and career satisfaction are three indicators of boundaryless career success. They explored the relationship between independent variables (knowing why, knowing how, knowing whom) and dependent variables (perceived internal marketability, perceived external marketability, career satisfaction). They also found significant positive relationship between three independent variables and three dependent variables. However, this study indicated that there may be a negative relationship between perceived external marketability and career satisfaction through literature review. If the hypothesis is correct, there may be some flaws in Eby, Butts, and Lockwood’s model. In other words, if knowing why, knowing how, knowing whom have positive relationship with perceived external marketability and career satisfaction, why perceived external marketability affects to career success negatively? This doubt has not been discussed in their study. This study suggests that perceived marketability and career satisfaction do not fit on the same level. We used knowing why, knowing how, knowing whom as independent variables, perceived internal marketability and perceived external marketability as intervening variables, and career satisfaction as the dependent variable. This study conducted 217 samples to analysis by SEM and found that there was truly a negative relationship between perceived external marketability and career satisfaction, and a positive relationship between perceived internal marketability and career satisfaction. We also found that challenging job experiences (knowing why) affects career satisfaction through perceived internal and external marketability, and the main effect still exists. Learning and development (knowing how) affects career satisfaction through perceived internal marketability, but the main effect disappears. There is no relationship between Relationships (knowing whom) and career satisfaction.

Ma Chi Kwong.
Thesis (M.Phil.)--Chinese University of Hong Kong, 2003.
Includes bibliographical references (leaves 71-80).
Abstracts in English and Chinese.
Chapter Chapter 1 --- Abstract --- p.4-7
Chapter Chapter 2 --- Introduction & Literature Review --- p.8-20
Chapter Chapter 3 --- Study 1 - Method --- p.21-26
Chapter Chapter 4 --- Study 1 - Results & Discussion --- p.27-34
Chapter Chapter 5 --- Study 2 - Introduction --- p.35-42
Chapter Chapter 6 --- Study 2 -Method --- p.43-45
Chapter Chapter 7 --- Study 2 - Results & Discussion --- p.46-58
Chapter Chapter 8 --- General Discussion --- p.59-70
Reference --- p.71-80
Appendix --- p.81-87

Classificação JEL: J24 - Human Capital; Skills; Occupational Choice; Labor Productivity ; O15 - Human Resources; Human Development; Income Distribution; Migration
Esta investigação tem como objectivo determinar em que medida os profissionais de Consultoria em Tecnologias de Informação apresentam atitudes de carreira BLC (Boundaryless Career). Vamos também apurar as variáveis que estão na génese destas atitudes, bem como validar se este tipo de atitudes de Carreira está directamente relacionado com motivações para mobilidade, objectivos de carreira futura e estratégias de gestão individual de carreira. Foi criado um questionário online onde foram operacionalizadas estas questões. O questionário foi aplicado a 201 colaboradores de uma empresa de consultoria TI nacional. Os resultados demonstram que estes profissionais têm fortes atitudes BLC e apontam para a importância do sexo, fases de carreira, autoeficácia e orgulho no grupo como antecedentes destas atitudes. Adicionalmente, as Atitudes BLC contribuem para a escolha de objectivos de carreira, que são sobretudo de mobilidade vertical, seja ela dentro ou fora da organização. As BLC influenciam também a escolha de objectivos de mobilidade inter-organizacional sem promoção, mobilidade geográfica e mudança ocupacional, bem como as motivações para mobilidade baseadas no desenvolvimento pessoal e a utilização de estratégias de gestão individual de carreira. Este estudo destaca-se de investigações anteriores pela atenção ao impacto das atitudes de carreira BLC nos objectivos, estratégias e motivações de carreira dos indivíduos. Destaca-se também pela população estudada, uma vez que os consultores TI têm sido alvo de reduzidas investigações. Com estes resultados pretende-se melhorar o entendimento do modelo BLC e, em última análise, dar ferramentas às organizações para gerir mais eficazmente a carreira destes profissionais.
The aim of this investigation is to determine in what extent IT Consultants have strong BLC career attitudes. Furthermore, we propose a theoretic model that considers that BLC attitudes are explained by socio-demographic / professional characteristics and by self efficacy and professional identity. The second part of the model is about BLC’s consequences in career management. We predict that BLC attitudes are responsible for determining career goals, mobility motives and self management practices. An online questionnaire was created and 201 IT Consultants from a Portuguese IT company answered it. Results show that IT consultants have strong BLC attitudes, which are explained by sex, group value and self efficacy. The hypothesis regarding identity was not supported. BLC attitudes were also related to career goals, like vertical mobility (inside or outside the organisation), mobility to other organisations, geographical mobility and occupational change. BLC attitudes are also responsible for determining mobility motives, particularly personal development motives and are linked with the use of individual career management practices. The investigation hereby presented differs from previous career studies because it brings attention to BLC’s consequences and the study of IT Consultants, which haven’t been actively studied. The implications of our findings are the need of new Organizational Career Management policies that allow organisations to develop this kind of professionals.

碩士
國立中央大學
人力資源管理研究所
102
In today’s dynamic environment, career’s content and developing way starts to change. From earlier traditional career to nowadays boundaryless career, career success has diversified development in both definition and practice. In the past, many study used general personality to predict single career success. But when we talk about multiple career success, general personality might be hard to distinguish between traditional and boundaryless career success. And we think individual difference of career orientation can better able to predict traditional career success and boundaryless career success. However, when we study on organizational behavior, we should consider both individual and situational factors. So in this study, we try to find out the relation between Individual career goal orientation on subordinate’s traditional and boundaryless career success. We also use the Director coaching behavior as the moderate variable to find out the moderation in the relationship of subordinate’s traditional and boundaryless career success in this study. Our samples were drawn on different industries from 45 enterprises in Taiwan. And we use match questionnaires to the manager and his/her subordinate. Our findings are listed as follows. (1) Career advancement goals have a positive relationship with traditional career success. (2) Career mastery goals have a positive relationship with boundaryless career success. It shows that individual difference of career orientation can effectively predict career success. More importantly, we can effectively distinguish and prove that individual career orientation is an important factor in career success. Furthermore, when we use coaching behavior as the moderate variable, our study shows that (3) coaching behavior has a positive moderate on career advancement goals and promotability ratings. (4) Director coaching behavior also has a positive moderate on career mastery goals and mobility ratings. And (4) when the director coaching behavior had higher quality, the individual difference of career orientation were having stronger relationship on subordinate’s traditional career success and boundaryless career success. It means when we consider the interaction between individual and situational factors, we can better able to predict organizational behavior.

碩士
國立中央大學
人力資源管理研究所在職專班
105
This study is aimed at the empirical research on the financial industry practitioners, and the purpose is to investigate whether the uncertainty caused by the technology progress of the organization affects the job insecurity of the employees, also examine the relationship between the individual's career intention and job insecurity, and further explore how technology uncertainty affect job stress perception, through the job insecurity. Through the questionnaire survey, 152 questionnaires were obtained from January to February in 2017. With hierarchical regression analysis, this study examined the association between independent variable “technology uncertainty”, dependent variables “job stress”, intervening variable “job insecurity” and interference variable “ boundaryless career and protean career”. The results suggested that technology uncertainty has positive correlation both of job insecurity and job stress. There is also an intermediary effect of job insecurity between technology uncertainty and job stress. Only physical mobility, one of four facets of boundaryless career and protean career, has a negative interference effect on job insecurity.

碩士
國立中山大學
人力資源管理全英語碩士學位學程
104
The last haft of twentieth and twentieth first century witness a new stage of career development called protean career or boundaryless career which is no longer “bound” or “regulated” by one organization. In the context of Vietnam as a developing country whose economy is growing rapidly and attract more and more foreign investors, young educated employees are the main labor force. For these reasons, this study is going to examine the relationship of boundaryless career and other important constructs such as: career adaptability, employability and career satisfaction. The research focuses on certain main industries, participants come from several companies in cities of Vietnam. The samples are collected randomly via email, social network. Over 300 questionnaires were distributed and 240 were sent back. Pearson’s correlation and Linear regression are applied to analyze the relationship among the variables. The result of analysis revealed two main findings. First, there are significant positive relationships of boundaryless career with employability and career satisfaction. Second, these relationships are mediated partially by career adaptability. These finding help raise the practical implication for the literature as well as managers and employees themselves. Also, suggestions for future research are also addressed.

This work project investigates career paths in the music field, by testing the application of general career and social theories for musicians. Using a sample from the European Union Youth Orchestra’ Alumni, the Boundaryless Career Theory, Intelligent Career Framework and Social Identity Theory were analysed through the impact on individual outcomes - musicians’ Overall work satisfaction and Affective commitment to the orchestra. Results suggest support for the three theories, and show their applicability for classical musicians’ careers.
NSBE - UNL

Códigos JEL: L26; O15
A carreira proteana/sem fronteiras (boundaryless) tem sido progressivamente vista como uma tendência futura que aporta efeitos positivos para organizações dinâmicas num mercado global. No entanto, também se traduz numa maior dificuldade em reter talentos, dada a sua procura constante de novidade (Segers et al., 2008). Não é possível para as organizações oferecer permanentemente novidade para todos, existindo sempre um custo de oportunidade neste cenário. O empreendedorismo corporativo (ou intraempreendedorismo) contudo proporciona renovação, inovação e criatividade na organização, proporcionando internamente os desafios que indivíduos orientados para a carreira proteana/aberta apenas poderiam encontrar fora das fronteiras organizacionais. Embora seja correntemente assumido (Zaleska & Menezes, 2009), ainda é pouco claro que a carreira proteana e sem fronteiras diminua o compromisso organizacional. Çakmak-Otluoglu (2012) encontrou um efeito de interação negativo entre a carreira proteana/sem fronteiras e o apoio do supervisor na previsão do compromisso normativo e afetivo, mas nenhuma pesquisa estudou o possível papel moderador do empreendedorismo corporativo. Com uma amostra de 165 indivíduos, este estudo testa até que ponto o empreendedorismo corporativo pode inverter ou anular a relação negativa entre a carreira proteana/sem fronteiras e o compromisso organizacional. Os resultados evidenciam um efeito de moderação em que altos níveis de empreendedorismo dentro das organizações, intensificam a relação negativa entre as atitudes de carreira proteana/sem fronteiras e o compromisso organizacional. Dessa forma, apesar da investigação e literatura assumirem o contrário, o empreendedorismo corporativo parece agir mais como um potenciador da mobilidade externa do que um fator de retenção de talentos.
Boundaryless and protean career have been increasingly taken as future trends that bring positive effects to dynamic organizations in a global market. However they also promise the increased difficulty in retaining talents, which by definition tend to seek novelty (Segers et al., 2008). Organizations cannot provide novelty forever to everybody, which leads to an opportunity cost. Corporate entrepreneurship promises renewal, innovation and creativity to organizations, offering the ability to mimic inside corporation the challenges that protean and boundaryless career oriented employees could only find outside organizational boundaries. It has been unclear if protean and boundaryless career leads to lower organizational commitment as commonly assumed (Zaleska & Menezes, 2009). Çakmak-Otluoglu (2012) found a significant negative interaction effect between protean and boundaryless career and supervisor support in predicting normative and affective commitment, but no research studied the possible moderating role of corporate entrepreneurship. With a sample of 165 employees, this study tests to which extent corporate entrepreneurship can invert or nullify the negative relation between protean and boundaryless career and organizational commitment. Findings show that there is a moderation effect where high corporate entrepreneurship increases the negative relation between protean and boundaryless career attitudes and organizational commitment. Thus, despite research and literature assumes the opposite, corporate entrepreneurship seems to act more as a facilitator of external mobility rather than talent retention factor.

碩士
國立臺灣師範大學
國際人力資源發展研究所
105
Globalization, technological advancement, and market competitiveness have driven the changes in the nature of employment and employment relationships. In such circumstances, the employees tend to take ownership for their own career development by seeking the opportunities in different organizations instead of one single employer, which may result in less commitment to the organization. The present study examined the relationship of boundaryless career attitude (boundaryless career mindset (BCM) and organizational mobility preference (OMP)) to organizational commitment (affective commitment, normative commitment and continuance commitment) and investigated the moderating effect of the perceived organizational career management (OCM). The statistical tool of SPSS 22.0 and AMOS 23.0 were used to analyze correlations, the hierarchical regression and confirmatory factor analysis. The result based on 245 white-collar employees in Vietnam demonstrated that BCM did not showed a significant relationship with normative commitment as well as affective commitment while it showed a significantly positive correlation with continuance commitment. On the other hand, OMP displayed significantly negative relationship with all three dimensions of organizational commitment. In addition, the study also revealed that OCM turns the positive relationship between boundaryless career mindset and continuance commitment into negative one and weakens the relationship between organizational mobility preference and normative commitment. However, OCM made no significant impact on the relationship between OMP and affective commitment as well as relationship between OMP and continuance commitment.

碩士
亞洲大學
經營管理學系碩士在職專班
106
Social capital existing in the social networks is a resource in a way with connecting people with interacting, sharing and trusting each other to achieve individual desired goals. The purpose of this study is to explore the relationship between organizational social capital (including structural, cognitive, and relationship dimensions) and boundaryless mindset among Taiwanese full-time professionals. The study collected data from 120 professionals. A total of 100 participants returned valid responses and the valid response rate was 83.3%. The results revealed that organizational social capital was positively related to boundaryless mindset.

Dissertação de Mestrado Integrado em Psicologia apresentada à Faculdade de Psicologia e de Ciências da Educação
Numa altura de desemprego jovem acentuado na sociedade portuguesa é importante o psicólogo de aconselhamento de carreira estar o mais atualizado e munido de meios atuais para ajudar da melhor forma os jovens que se encontram a necessitar de ajuda nas transições a efetuar neste mercado de trabalho em contexto de incerteza e mudanças rápidas. Novos conceitos de careira surgem para compreender e enquadrar o processo de gestão autónoma da carreira neste contexto.Através da adaptação e validação das Protean Career Atittudes Scale e Boundaryless Career Attitudes Scale, de Briscoe, Hall, & DeMuth, (2006), poderemos proporcionar aos profissionais ferramentas de avaliação psicológica que decorrem dos modelos de carreira Proteana e Sem Fronteiras, que são os mais testados atualmente.Os dados foram recolhidos junto de 99 licenciados portugueses e a análise exploratória dos mesmos permitiu a confirmação parcial da estrutura dimensional propostas pelos autores para as escalas originais. Adicionalmente, a análise efetuada permitiu-nos efetuar algumas sugestões de alteração, nomeadamente no que à formulação de alguns itens se refere.Estudos deste tipo tornam-se indispensáveis para a atualização dos meios utilizados no aconselhamento profissional, pois com um mercado de trabalho em constante mudança é importante a consistente e permanente atualização e renovação dos meios de avaliação utilizados no aconselhamento e gestão de recursos humanos. Estas escalas ao medirem atitudes características das duas metáforas de carreira mais consistentemente explorada na atualidade constituem, de facto, m avanço nos meios e instrumentos para um mais eficaz aconselhamento profissional aos sujeitos e organizações do século XXI.
In an era where young unemployment is a problem in the Portuguese society, it’s important for the career counseling psychologist to be updated in terms of theory and resouces, to better help the young adults who need help in the transition for this unsure and ever-changing job market. New concepts of career are created to understand and refocus the career self-management process in this context.Throught the adaptation and validation of the Protean Career Atittudes Scale & Boundaryless Career Attitudes Scale, by Briscoe, Hall, & DeMuth (2006), we can give to the professionals a psychological evaluation tool based on the Protean and Boundaryless career models, which are most tested today.The data as been collected throught 99 graduated Portuguese subjects and the exploratory analysis allow us to confirm the partial bidimensional structure proposed by the autors for the original scales. Furthermore, the analysis gave us data to propose some alterations, specifically related with the formulation of some items. Studys of this tipy are extremely important, for the update of the resoucers that we use in our life as a career psychologist, in a kob market in constant change it is important the consistncy of the update and renewall of the means to evaluate which will be used in counselling and human resources. This scales which evaluate attitudes that are part of the 2 main career theories are in fact a breackthrought in the means and tools to a better professional counselling to subjetcs and organizations

Dissertação de Mestrado Integrado em Psicologia apresentada à Faculdade de Psicologia e de Ciências da Educação
O contexto atual do mercado de trabalho, é pautado por mudanças constantes, por trabalhos cada vez mais transitórios e pelo surgimento de novas formas de emprego, num mundo cada vez mais competitivo e global. Os avanços tecnológicos estão a moldar a sociedade, a quebrar barreiras geográficas e a potenciar a partilha de conhecimento. Muitas foram as pessoas que começaram a tomar as rédeas das suas carreiras, dando origem a conceitos de carreira e modelos teóricos que equacionam a mobilidade, o sucesso psicológico e os valores pessoais. O papel do psicólogo no aconselhamento de carreira passa também por estar a par das últimas tendências do mercado de trabalho e de conhecer os seus meandros para que possa desempenhar as suas funções da melhor forma possível.Através do recurso às Protean Career Atittudes Scale e Boundaryless Career Attitudes Scale, de Briscoe, Hall, e DeMuth (2006), da Life Orientation Test-Revised de Scheier, Carver, e Bridges (1994), da Satisfaction With Life Scale de Pavot, Diener, Colvin, e Sandvik (1991) e da Career Satisfaction Scale de Greenhaus, Parasuraman, e Wormley (1990), analisamos a relação entre a otimismo, a satisfação com a vida, a satisfação com a carreira e as atitudes de carreira proteanas e sem fronteiras.Foram obtidos dados de 279 funcionários do sistema público de saúde da Região Autónoma da Madeira, todos de nacionalidade portuguesa, com idades compreendidas entre os 22 e os 69 anos, dos quais 220 (78,9%) são do sexo feminino e 59 (21,1%) do sexo masculino, sendo a média de idades dos sujeitos de 42,89 anos (DP=10,841).Os resultados deste estudo indicam que a população em estudo, demonstrou atitudes de carreira proteana e sem fronteiras com valores médios altos. Existe também, um nível médio a alto de otimismo, um nível médio alto de satisfação com a vida, e com a satisfação com a carreira. Sugerindo que estes profissionais, encontram-se, em média, satisfeitos com as suas vidas, satisfeitos com as suas carreiras e que se encontram otimistas.
The current context of the job market is marked by constant changes, increasingly transient jobs and new forms of employment in an increasingly competitive and global world. Technological advances are shaping society, breaking geographical barriers and enhancing knowledge sharing. Many people began to rule their own careers, giving rise to career concepts and theoretical models that equate mobility, psychological success, and personal values. The psychologist's role in career counselling is also about being on the latest trends in the job market and knowing its intricacies.Through the Protean Career Attitudes Scale and Boundaryless Career Attitudes Scale by Briscoe, Hall and DeMuth (2006), Scheier, Carver and Bridges (1994), Life Orientation Test — Revised, Satisfaction With Life Scale by Pavot, Diener, Colvin and Sandvik (1991), and the career satisfaction scale of Greenhaus, Parasuraman, and Wormley (1990), analyse a relationship between optimism, life satisfaction, career satisfaction, and Protean and boundaryless career attitudes. Data has been collected from 279 employees of the public health system of the Autonomous Region of Madeira, Portugal, all with Portuguese nationality, aged between 22 and 69 years, of which 220 (78.9%) are female and 59 (21, 1%) are male, with a mean age of 42.89 years (SD = 10,841). The results of this study show that this population, shows Protean and Boundaryless career attitudes with high average values. There is also a medium to high level of optimism, a medium to high level of life satisfaction and career satisfaction. Suggesting that these professionals are, on average, satisfied with their lives, satisfied with their careers and optimistic.

Dissertação de mestrado em Gestão de Recursos Humanos
Vivemos num contexto de rápida mudança que tem afetado decisivamente as modalidades de trabalho nos últimos anos, é inequívoca a volatilidade que caracteriza as carreiras profissionais. O emprego para "toda a vida" tornou-se um conceito obsoleto que não se coaduna com a alta rotatividade de funções e a proatividade na gestão de carreira que vigoram na atualidade. Apesar disso, cada vez menos profissionais ativos com carreiras sólidas procuram outras oportunidades de emprego, ficando isso a dever-se, talvez, à falta de oportunidades no mercado de trabalho e à austeridade económica sentida nos últimos anos. Por outro lado, num estudo intitulado State of the Global Workplace: Employee Engagement Insights for Business Leaders Worldwide, conduzido pela Gallup em 2003 mostram que 65% dos portugueses estão desmotivados no seu trabalho e não se sentem envolvidos com o mesmo e que apenas 19% sentem o contrário. Não obstante, há aqueles que nestes cenários continuam a arriscar e a procurar o desafio, o crescimento profissional, colocando em causa a sua atual situação, independentemente de todas as contingências. Há, também, aqueles que, não se revendo com o seu desafio atual, optam pela saída da organização onde estão procuràndo um desafio que corresponda às suas necessidades. São estes dois perfis de profissionais mais ambiciosos que constituirão a nossa população de estudo, pretendemos estudá-los e perceber aprofundadamente as razões de continuarem a arriscar uma mudança de percurso profissional, quando a maioria não o faz. O objetivo central desta dissertação é assim compreender quais as orientações de carreira detidas por parte de profissionais bem estabelecidos na sua área de trabalho, mas que optam por uma mudança profissional, assim como perceber como definem estes o seu sucesso de carreira. A moldura teórica deste estudo centra-se na gestão individual de carreira e nos significados atribuídos ao sucesso percebido de carreira. Nesta dissertação, optámos por um posicionamento metodológico quantitativo com a aplicação de um inquérito por questionário (survey) e consequente tratamento estatístico com recurso ao SPSS. A amostra do estudo corresponde a 220 profissionais altamente qualificados e que se encontravam à procura de um novo emprego por não se identificarem com o seu projeto profissional anterior. Os resultados revelam que estamos perante uma amostra de pessoas que possuem uma elevada orientação para a procura de alternativas de emprego, assim como o fazem sempre que se auto-percecionam como mais bem-sucedidos na sua função. Como principal contributo, este estudo aumenta o conhecimento do candidato a um novo emprego e faculta uma compreensão mais globalizada da sua motivação, o que possibilita aos técnicos, que diariamente recrutam, a tomada de decisões mais conscientes na contratação. De notar que as preferências pela mobilidade de carreira, por parte de profissionais bem estabelecidos na sua área de trabalho, tem sido muito pouco estudada até agora no contexto nacional.
We live in a context of rapid change that has decisively aftected the working patterns in recent years. Thus, career and professional volatility are currently unquestionable trends, while "Iifetime" employment has become an obsolete concept. This scenario is followed by high organizational turnover rates and a high proactivity in individual career management. With that in mind, fewer active professionals with solid careers are seeking for other employment or career alternatives, possibly due to the lack of job opportunities in the labor market and the economic austerity felt in recent years. On the other hand, a study titled "State of the Global Workplace: Employee Engagement Insights for Business Leaders Worldwide", led by Gallup in 2003, showed that 65% of the Portuguese workforce is unmotivated with their work and lacking job involvement and that only 19% feel the opposite. Nonetheless, and despite the adversarial economic climate, some professionals continue seeking new challenges and professional growth, questioning their present situation, regardless of ali adversities. There are also those individuais that feel disengaged with their current job/function and decide to leave their current organization in the pursuit of a new work challenge that matches their expectations and needs. The present study is interested in researching these two types of professionals, who are ambitious and always looking for career growth. We aim understanding in depth the reasons why some professionals' riks a career change even in adversarial economic conditions and when most people do not. The main goal of this dissertation is to deepen our knowledge about the career preferencesjorientations held by highly qualified professionals in their field of work and that decide to make a career move, as well as understanding how they perceive their career success. Hence, our literature review explores the concepts of individual career management and the meanings attributed to perceived career success. Our study takes on a quantitative methodological stance. As such, we administered an online survey questionnaire to a sample of 220 highly qualified and reputed professionals, who were looking for a new job because they did not identify themselves with their previous professional project. The statiscical analisys uses the tools provided by the SPSS package. The findings show that the professionals in our sample hold a high organizational and career mobility preferencejorientation that increases whenever they perceive themselves to be highly successful in their jobjwork. As a main contribution, our study furthers our knowledge about applicants' career preferences when searching for a new job, which enables human resources managers, who recruit on a daily-basis, in making adjusted decisions when hiring. In addition, the career change motivations of highly qualified professionals in their field of work is an under-researched subject in the Portuguese context.

Organizations are currently facing a new work paradigm through global competition, restructuring, fast technological changes and restricted resources in which the constant change and adaptation has become a very important point (Hall, 1996; Dominguez & Hager, 2013). Therefore, not only the conceptualization of careers was transformed but also the mentoring literature has matured (Sullivan, 1999; Higgins & Kram, 2001). The new organizational environment is steadily gaining more and more importance, being the protean and the boundaryless considered as two popular career attitudes (Briscoe, Hall, & DeMuth, 2006). This cross-sectional study approaches how career attitudes impact developmental relationships and mentoring functions - career support, psychosocial support and role modeling. The data for this study was obtained through an online survey with a sample of 207 working professionals from different organizations and sectors. Overall, results did not verify the hypothesis proposed. However, a significant result revealed that individuals who have a boundaryless career attitude perceive to receive less career support. Thus, we discuss the implications of the findings for both theory and practice.
Atualmente, as organizações encontram-se a lidar com um novo paradigma em contexto de trabalho através da concorrência global, restruturação, rápidas e constantes mudanças tecnológicas, e recursos limitados, pelo que a necessidade de constante mudança e adaptação se tem tornado um fator cada vez mais importante para as organizações (Hall, 1996; Dominguez & Hager, 2013). Desta forma, não só a conceptualização das carreiras se tem transformado, como também a literatura sobre o mentoring se tem consolidado (Sullivan, 1999; Higgins & Kram, 2001). O novo clima organizacional tem ganho constante importância pelo que as carreiras proteana e sem fronteiras têm vindo a ser consideradas como as atitudes de carreira mais estudadas (Briscoe, Hall, & DeMuth, 2006). Este estudo transversal aborda a forma como as atitudes de carreira podem ter impacto nas relações de desenvolvimento e nas funções do mentoring – suporte de carreira, suporte psicossocial e modelação de função. Os dados para o estudo foram obtidos através de um questionário online com uma amostra de 207 profissionais de diferentes organizações e sectores de atividade. Em geral, os resultados não verificaram as hipóteses propostas, no entanto, um resultado significativo revelou que indivíduos que têm uma atitude de carreira sem fronteiras consideram receber menos suporte de carreira. São discutidas as implicações dos resultados do estudo para a teoria e para a prática.

O presente estudo procura identificar as orientações de carreira de enfermeiros pertencentes à Geração Z, num grupo de saúde privado português, mediante uma metodologia mista, com desenho paralelo convergente. Foram avaliados, numa vertente quantitativa (n=201) os instrumentos Inventário de Orientações de Carreira (COI), Escala Atitudes de Carreira Proteana e sem Fronteiras (PCAS e BCAS, respetivamente), aliados a uma análise de conteúdo decorrente da entrevista semi-estruturada (n=10). Os resultados apontam para a versatilidade, atualidade e validade do COI e inadequação dos restantes instrumentos para a amostra em estudo. O estudo sugere a coexistência e compatibilidade de orientações tradicionais e contemporâneas, expressando, por um lado, metacompetências proteanas, mobilidade psicológica, a presença das âncoras que privilegiam a conciliação trabalho-família e a busca por oportunidades de aprendizagem e, do outro, contrastam a premente necessidade de segurança e uma mobilidade física enquadradas numa Geração Z económica, social e ecologicamente preocupada. O padrão Cidadão Sólido sugerido, aliado à manifestação de impaciência e necessidade de progressão rápida, característicos desta coorte geracional, colocam sobre as organizações a responsabilidade acrescida de proporcionar oportunidades de carreira e desafios, assegurando uma mobilidade interna, antes que a externa se manifeste.
The present study seeks to identify the career orientations of Generation Z nurses, in a portuguese private health setting, through a mixed methods with convergent parallel design. Career Orientation Inventory (COI), Protean and Boundaryless Career Attitudes (PCAS and BCAS, respectively) quantitative instruments were evaluated (n=201) together with a content analysis, resulting from the semi-structured interview (n=10). The results point to the versatility, timeliness and validity of the COI and inadequacy of the remaining instruments for the present sample. The study suggests the coexistence and compatibility of traditional and contemporary orientations, expressing, on the one hand, protean metacompetences, psychological mobility, the presence of anchors that favor work-family conciliation and the continuous search for learning opportunities and, on the other, contrast the pressing need for security and physical mobility within an economically, socially and ecologically concerned Generation Z. The suggested Solid Citizen profile, coupled with the manifestation of impatience and the need for rapid progress, characteristics of this generational cohort, places on organizations the increased responsibility for providing career opportunities and challenges, ensuring internal mobility before external mobility manifests itself.

Dissertação de Mestrado apresentada no ISPA – Instituto Universitário para obtenção de grau de Mestre na especialidade de Psicologia Social e das Organizações
Esta investigação tem como objetivo compreender a relação entre as Atitudes de Carreira sem Fronteiras e as Intenções de Saída dos colaboradores. Complementarmente analisar o efeito moderador do Compromisso Organizacional Afetivo nesta relação. Para tal, hipotetizou-se (1): As Atitudes de Carreira sem Fronteiras estão relacionadas positivamente com as Intenções de Saída e (2): O Compromisso Organizacional Afetivo tem um efeito moderador na relação entre as Atitude de Carreira sem Fronteiras e as Intenções de Saída. Relativamente à Escala de Atitudes de Carreira sem Fronteiras, foram identificadas duas dimensões: Mobilidade Psicológica e Mobilidade Física. Participaram neste estudo 150 participantes, colaboradores em diferentes organizações, selecionados a partir da população ativa portuguesa. Após o tratamento estatístico dos dados, os resultados obtidos demonstram que apenas as atitudes de Mobilidade Física têm um impacto significativo e positivo nas Intenções de Saída. Outra conclusão da presente investigação determina que o Compromisso Organizacional Afetivo tem um efeito moderador na relação entre as Atitudes de Carreira sem Fronteiras e as Intenções de Saída.
This investigation aims to understand the relationship between the Boundaryless Career Attitudes and the employees Turnover Intentions. Additionally, analyze the moderator effect of the Affective Organizational Commitment on this relationship. Hence, hypotheses were developed (1): The Boundaryless Career Attitudes are positively related with the Turnover Intentions and (2): The Affective Organizational Commitment has a moderator effect on the relationship between The Boundaryless Career Attitudes and the Turnover Intentions. Regarding the Boundaryless Career Attitudes Scale, it was possible to identify two different dimensions: Psychological Mobility and Physical Mobility 150 participants consisted in this sample, employees in different organizations, selected from the active Portuguese population. After the statistical processing of data, the results show that only the Physical Mobility attitudes have a positive and significant impact on the turnover intentions. Another conclusion of the present investigation determines that the Affective Organizational Commitment has indeed a moderating effect on

碩士
國立高雄應用科技大學
人力資源發展系碩士班
104
The main aim of this study is to investigate employees’ self-directed learning、boundary less careers satisfaction and coaching behavior. A total 350 questionnaires were distributed to insurance personnel while total of 19 questionnaires were collected, with 331(94%) valid for research purpose. Statistical analysis was performed using SPSS, version 20. The major findings of this study were summarized as follows: 1. Organizational employees’ self-directed learning, coaching behavior and boundary less careers satisfaction has positive effect in present situation. The self-directed learning has higher sensitivity. 2. Organizational employees’ self-directed learning has positive effect in present situation. The favor of learning has higher sensitivity and independence learning has less sensitivity. 3. Organizational employees’ coaching behavior has positive effect in present situation. The open communication has higher sensitivity and team approach has less sensitivity. 4. Organizational employees’ boundaryless careers satisfaction has positive effect in present situation. The perceived outer value has higher sensitivity and perceived inner value has less sensitivity. 5. Male executives with master's degree or above, have higher self-directed learning capability, and female, entry-Level employee with high school degree, their self-directed learning capability is low. 6. Male executives with master's degree or above have higher self-directed learning capability, and female, entry-Level employee with high school degree, their self-directed learning capability is low. 7. Male executives with master's degree or above, who’s age is between 30 and 40 (including 30 and 40), in favor of boundaryless careers satisfaction, and the female entry-Level employee with high school degree, who’s age is between 40 and 50 (including 30 and 40), is not agree with boundaryless careers satisfaction. 8. The self-directed learning, coaching behavior and boundaryless careers satisfaction have positive relationship each other. The self-directed learning and boundaryless careers satisfaction has higher relationship. 9. The predictive power of have a autonomous learning and independence learning of self-directed learning on boundaryless careers satisfaction, and the predictive power of respect individual of caching behavior on boundaryless careers satisfaction. 10. Caching behavior is the mediator of self-directed learning and boundaryless careers satisfaction. Finally, possible explanations for these findings and implications were discussed. Based on the survey and findings, this study also proposed some relevant suggestions that could be a reference and the future researches.

Globalisation, technological advancements and changing social needs result in virtual work arrangements becoming more prominent. Virtual work is conducted away from the traditional office setting and usually occurs in employees’ personal home environments. Virtual work has been called virtualling in this study, and virtual employees are referred to as virtuallers. A phenomenological orientation was adopted in studying completely virtual workers in a completely virtual context; sourcing of participants and data collection were also conducted completely virtually. This study presented new ways of conducting research in the modern, virtual world of work. An autoethnography was included, as the researcher is also a virtualler and insider of virtualling. Four key case studies are presented to provide a holistic picture of virtualling and virtuallers. Thematic results indicate key influencing factors that originate from virtualling, as well as factors and mindset requirements that pertain to the virtualler personally. It was further found and proposed that the resulting virtual environment changes virtuallers’ ways of doing things and viewing the world, hence results in changes in their lifestyle and career identity. The abstract psychological structure as it resulted from the thread of meanings was presented as virtualness. Authentic psychological identification with virtualling and adopting a boundarylessness employability mindset oriented towards psychological success are highlighted as key requirements in order to experience virtualness.
Industrial and Organisational Psychology
MCOM (Industrial and Organisational Psychology)