Journal articles: 'Boundaryless career'

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

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Purpose The purpose of this paper is to investigate the relation among work values and protean and boundaryless career orientations. Design/methodology/approach A sample of 238 employees aged 16 to 65 years from the French-speaking region of Switzerland completed two different work values scales as well as protean and boundaryless career attitudes scales. To assess the relationships among these constructs, correlations, multiple regression, and exploratory factorial analysis techniques were used. Findings Results suggested that protean and boundaryless career orientations were significantly positively related to intrinsic, social, and status work values. A boundaryless-organizational mobility orientation was significantly negatively associated with extrinsic/material work values. Research limitations/implications Results have important implications for understanding which work values are typically endorsed by people with a protean or a boundaryless career orientation. Originality/value The present study contributes to the understanding of protean and boundaryless careers by clarifying the relationships among these career orientations and work values.

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Sommerlund, Julie, and Sami Boutaiba. "Borders of “the boundaryless career”." Journal of Organizational Change Management 20, no. 4 (July 10, 2007): 525–38. http://dx.doi.org/10.1108/09534810710760063.

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PurposeThe paper aims to examine the notion of the boundaryless career, arguing that the notion is problematic, and that simultaneous co‐existence of different types of careers makes both “new” and “old” types of careers possible.Design/methodology/approachThe approach is twofold: a theoretical argument, and a qualitative ethnographic study, involving observations and interviews.FindingsThe theoretical argument questions the underlying premise and promise of the notion of the boundaryless career, namely that modern careers amount to a higher level of personal freedom. This empirical study will serve to illustrate the co‐constitutive nature of different career stories.Research limitations/implicationsThe research is qualitative and thereby limited in the following way: it serves to give a deep understanding of the phenomena at hand, but is not easily generalizable. However, the methodology can inspire scholars to explore the findings observed in this paper.Practical implicationsThe idealization of the boundaryless career is problematic, as it poses problems to those concerned with the career. A more flexible ideal of careers would be preferable to researchers and organisational actors alike.Originality/valueThe paper gives a practical and empirical input to a debate that has been largely conceptual or generalized.

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Karakus, Filiz. "A retrospective view from traditional to boundaryless career and career success." International Journal of Research in Business and Social Science (2147- 4478) 10, no. 3 (May 1, 2021): 65–81. http://dx.doi.org/10.20525/ijrbs.v10i3.1131.

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An increasingly dynamic career context has changed the nature of careers and led to the emergence of more autonomous and self-directed boundaryless careers. The common idea in different forms of boundaryless careers is mobility. Psychologically and physically mobile individuals start to manage their own careers in terms of their personal pursuits. In such a career environment, the nature of career success has also changed. The importance of subjective career success has been emphasized more than objective career success because only individuals themselves can meaningfully define and assess their career success with reference to their own self-defined standards, needs, and values in such an unstable environment. With the transmission of career responsibility to the individuals, the need to develop career competencies as knowing why competencies, knowing whom competencies, and knowing how competencies emerge in order to survive and become successful. This study reviews career concept and the new perspectives as a boundaryless career within a constantly changing environment which makes it impossible to become successful unless gaining new competencies and survival methods and the new perspectives on career success with a growing increase in subjective career success instead of objective career success

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Widianti, Emma. "KARIR LINTAS BATAS ORGANISASIONAL DAN KECOCOKAN KARIR (BOUNDARYLESS CAREER AND CAREER FIT)." Jurnal Bisnis dan Kewirausahaan 12, no. 2 (October 1, 2019): 1–16. http://dx.doi.org/10.31001/jbk.v12i2.1017.

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The purpose of this paper is to give a bridge in understanding the relationship between boundaryless careers and organizational or individual outcomes. Career fit is assumed to have closer relationship with boundaryless career before we can further explain those outcomes. This relationship is explained by using organizational and individual perspectives both externally and internally in four types of boundaryless careers (i.e., internal psychological, internal enacted, external psychological, and external enacted), and by considering individual characteristics (i.e.,knowledge worker and non-knowledge worker). Two propositions are offered, first, knowledge worker is more suitable (has career fit) with organizational career process focusing on external boundaries, second, non-knowledge worker is more fit with organizational career process focusing on internal boundaries. Both internal and external orientation will require HR to have relevant practices and policies to support those fit.

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Övgü Çakmak-Otluoğlu, K. "A cluster analysis of protean and boundaryless career orientations: Relationships with career competencies." Australian Journal of Career Development 27, no. 3 (September 24, 2018): 127–36. http://dx.doi.org/10.1177/1038416217743024.

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Previous research on protean and boundaryless careers has been variable centred, testing the outcomes of the dimensions of protean and boundaryless careers separately. Following the career typology of Briscoe and Hall (2006), this study aimed to explore the combined effect of protean (self-directedness and values orientation) and boundaryless (psychological and physical mobility) career dimensions on various career competencies, including identity awareness, adaptability, career planning, proactive job search behaviour, and external networking behaviour. Using cluster analysis with a sample of 285 professionals and mid-level managers, five of the eight career profiles in Briscoe and Hall’s (2006) typology emerged: protean career architect, hired gun, solid citizen, the wanderer, and trapped/lost. Results showed that the most positive career competencies were associated with protean career architect. Additionally, it was found that higher levels of self-directed career management and psychological and physical mobility were not sufficient to enhance identity awareness when the values-driven orientation was lower.

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B. Arthur, Michael. "The boundaryless career at 20: where do we stand, and where can we go?" Career Development International 19, no. 6 (October 7, 2014): 627–40. http://dx.doi.org/10.1108/cdi-05-2014-0068.

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Purpose – The purpose of this paper is to reflect on a broad body of work that responds to the boundaryless career concept, first introduced in 1993, and to anticipate new theory-building and research. Design/methodology/approach – Covers the origination of the concept, its meaning and definition, the underlying influence of an earlier group of careers scholars from Massachusetts Institute of Technology (MIT), and the importance of an interdisciplinary perspective. Findings – Identifies three categories of activity – involving internal debates, fresh theoretical contributions, and new collaborative opportunities – that have occurred citing boundaryless career scholarship. Research limitations/implications – Suggests how scholars can build on the legacy of both organizational and boundaryless careers research in their future work. Originality/value – Links between foundational MIT work on careers, boundaryless careers and current debates to suggests future research directions.

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E. Okurame, David, and Rhoda Fabunmi. "Protean and boundaryless careers." Career Development International 19, no. 1 (February 4, 2014): 73–100. http://dx.doi.org/10.1108/cdi-03-2013-0033.

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Purpose – The study aims to explore the role of mentoring and the moderating effects of gender on protean and boundaryless career orientations in the African albeit Nigerian cultural context. Design/methodology/approach – Data were collected from 250 Nigerian nurses through a questionnaire. Findings – Mentoring support predicted protean career dimensions but was non-significant for boundaryless career dimensions. Gender directly accounted for a significant percentage of the variance in physical mobility in favor of women but did not predict self-directed, value-driven and psychological mobility career attitudes. Gender significantly moderated the relationship between mentoring and new career dimensions except physical mobility. Research limitations/implications – The male sample was limited and data from a single professional group/organization in Nigeria may not typify organizations in general. This calls for caution in generalizing findings. Practical implications – Proactive career management and value-driven attitudes can be fostered by ensuring quality mentor support. The peculiar direct and moderating effects of gender on protean and boundaryless careers deserve particular attention. Originality/value – The absence of African perspectives on new career directions in most reference journals limits the global scope of comparative studies. The present study provides information on the under-researched role of mentoring and gender in modern career models from Africa, and makes useful theoretical contributions to new career perspectives, especially in the context of how relationships among study variables may differ across national cultural contexts.

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Stauffer, Sarah D., Marc Abessolo, Gregory Zecca, and Jérôme Rossier. "French-Language Translation and Validation of the Protean and Boundaryless Career Attitudes Scales: Relationships to Proactive Personality, Career Adaptability, and Career Satisfaction." Journal of Career Assessment 27, no. 2 (January 18, 2018): 337–57. http://dx.doi.org/10.1177/1069072717748962.

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In this research, we validated the French-language version of the Protean and Boundaryless Career Attitudes Scales and then investigated relationships among protean and boundaryless career orientations, proactive personality, career adaptability, and career satisfaction. Study 1 results demonstrated acceptable psychometric proprieties for the scales using an innovative translation ( N = 49) and verification ( N = 228) method. Study 2 answered how and to what extent protean and boundaryless career orientations are related to career satisfaction in a convenient and heterogeneous sample of employees ( N = 234) in the French-speaking part of Switzerland. Correlational, regression analysis, and structural equation modeling techniques were used to test the hypotheses. Career adaptability mediated the positive relationship between protean and boundaryless career orientations and career satisfaction. These findings highlight the explanatory utility of career adaptability in relationships of protean and boundaryless career orientations to career satisfaction. Future research and career counseling implications also are discussed.

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Bridgstock, Ruth. "Australian Artists, Starving and Well-Nourished: What Can we Learn from the Prototypical Protean Career?" Australian Journal of Career Development 14, no. 3 (October 2005): 40–47. http://dx.doi.org/10.1177/103841620501400307.

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Recent literature documents the demise of traditional linear careers and the rise of protean, boundaryless, or portfolio careers, typified by do-it-yourself career management and finding security in ongoing employability rather than ongoing employment. This article identifies key attributes of the ‘new career’, arguing that individuals with careers in the well-established fields of fine and performing arts often fit into the ‘new careerist’ model. Employment/career data for professional fine artists, performing artists and musicians in Australia is presented to support this claim. A discussion of the meta-competencies and career-life management skills essential to navigate the boundaryless work world is presented, with specific reference to Australian artists, and recommendations for future research.

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Enache, Mihaela, Jose M. Sallan, Pep Simo, and Vicenc Fernandez. "Examining the impact of protean and boundaryless career attitudes upon subjective career success." Journal of Management & Organization 17, no. 4 (July 2011): 459–73. http://dx.doi.org/10.1017/s1833367200001395.

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

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Enache, Mihaela, Jose M. Sallan, Pep Simo, and Vicenc Fernandez. "Examining the impact of protean and boundaryless career attitudes upon subjective career success." Journal of Management & Organization 17, no. 4 (July 2011): 459–73. http://dx.doi.org/10.5172/jmo.2011.17.4.459.

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

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HASANAH, NUR. "KARIR PADA ORGANISASI TANPA BATASAN (CAREER IN THE BOUNDARYLESS ORGANIZATION)." Jurnal Manajemen Terapan dan Keuangan 3, no. 2 (September 2, 2014): 498–508. http://dx.doi.org/10.22437/jmk.v3i2.3113.

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“Boundaryless” is an absolute requirement for organizations attempting to get success in the twenty-first-century. Twenty-first-century business is in the midst of a social and economic revolution, shifting from rigid to permeable structures and processes and creating something new: The Boundaryless Organization (Ashkenas et al., 1995). Meanwhile, organizational restructuring (such as downsized, delayered, and outsourced many functions) attempted to be more competitive, and also the global, hypercompetition in the twenty-first-century have revolutionized careers and destroy the traditional blueprint for advancement and career success. Boundaryless careers are occupational paths that are not bounded within specific organizations but grow through project-based competency development across firms in an industry network. The rapid expansion of these processes has far outstripped our understanding of them and their influence on the structure and process of careers, with a few notable exceptions (Bridges, 1994; Saxenian, 1994; Hall et al., 1995; Arthur & Rousseau, 1996). Protean careers could be counted in the boundaryless careers since it were managed by individual. One is not bordered by strict rules as he or she was in the traditional hierarchical organizations and the traditional concept of careers. This kind of careers seems to be matched with the boundaryless organizations.

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

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

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

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

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Bednarska-Wnuk, Izabela. "Boundaryless Career: Research Perspectives." Zeszyty Naukowe Uniwersytetu Ekonomicznego w Krakowie, no. 2(986) (2020): 7–24. http://dx.doi.org/10.15678/znuek.2020.0986.0201.

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

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

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Arthur, Michael B., Svetlana N. Khapova, and Celeste P. M. Wilderom. "Career success in a boundaryless career world." Journal of Organizational Behavior 26, no. 2 (2005): 177–202. http://dx.doi.org/10.1002/job.290.

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

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

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Yao, Christian, Kaye Thorn, and Noeleen Doherty. "Boundarylessness as a dynamic construct: the case of Chinese early career expatriates." Career Development International 19, no. 6 (October 7, 2014): 683–99. http://dx.doi.org/10.1108/cdi-11-2013-0142.

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Purpose – The purpose of this paper is to explore the dynamic nature of boundaryless careers of Chinese early career corporate expatriates. It also investigates the demographic and contextual factors influencing individual perceived career mobility. Design/methodology/approach – Qualitative, semi-structured interviews with 31 Chinese corporate expatriates were conducted and a template analysis approach was used to analyze the data. Findings – Results suggest that Chinese early career corporate expatriates’ perceptions of boundaries as facilitating or limiting career mobility change over time. Changing boundary properties are found to be linked to the salience of Chinese cultural values, demographics and career/life stages. Based on expatriates’ narratives, this study highlights how these demographic and contextual factors shape domains of career boundarylessness. Originality/value – Using an under-researched sample of Chinese corporate expatriates, this paper contributes to the conceptualization of boundaryless careers identifying the changing nature of the boundaries that facilitate or restrict mobility over time. The study calls for the use of combined, multi-dimensional approaches incorporating individual agency, organizational and cultural factors to understand individual career development.

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Alteza, Muniya. "MANAJEMEN KARIR TANPA BATAS." Journal Competency of Business 1, no. 1 (July 3, 2017): 38–55. http://dx.doi.org/10.47200/jcob.v1i1.644.

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The dynamic, turbulent and constantly changing business environment dictates the rise of new organizational structure which is more flexible and adaptive, called boundaryless organization. This phenomena must followed by the shift of human resource practise included career management. The traditional career paradigm which considered employee as an individual who entered the a firm, worked hard, performed well, was loyal and commited and thus received greater rewards and job security has been replaced by a new paradigm based on continous learning and identity change. The new boundaryless career contract, protean career are characterized by psychological success as the ultimate career individual must be able to acquire metaskills, that is learning how to learn. An effective career management conducted by both individual and organization also needed to manage a successful boundaryless career for employee.

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Mainemelis, Charalampos, Sevasti-Melissa Nolas, and Stavroula Tsirogianni. "Surviving a Boundaryless Creative Career." Journal of Management Inquiry 25, no. 3 (November 25, 2015): 262–85. http://dx.doi.org/10.1177/1056492615616871.

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ÖZER, Selda. "THE RELATIONSHIP AMONG PROTEAN CAREER, BOUNDARYLESS CAREER, CAREER SATISFACTION,." International Journal Of Eurasia Social Sciences 11, no. 41 (January 1, 2020): 956–1003. http://dx.doi.org/10.35826/ijoess.2644.

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

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

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

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Purpose The purpose of this paper is to find the effects of boundaryless career, organizational commitment, and external support seeking on career satisfaction. Design/methodology/approach The data were collected from 271 South Korean financial company employees through the survey method. Descriptive analysis was conducted, followed by the correlation and multiple regression analyses. Findings The study results showed that organizational mobility preference has a negative effect on career satisfaction. The results also showed that boundaryless mindset and external support seeking have positive effects on career satisfaction. Research limitations/implications This study showed theoretically that an individual’s specific career related behaviors and attitudes have a positive influence on career satisfaction. Practical implications Practically, this study results showed some suggestion for enhancing the employee’s career satisfaction by constructing a career support system. Originality/value This paper provides a better understanding of the influences of boundaryless career, organizational commitment, and external support seeking on career satisfaction with an HRD perspective.

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Fryczyńska, Marzena. "Influence of Protean and Boundaryless Career Dimensions on Career Satisfaction." Zarządzanie Zasobami Ludzkimi 138-139, no. 1-2 (May 15, 2021): 119–33. http://dx.doi.org/10.5604/01.3001.0014.8789.

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The aim of the article is to assess the extent to which employee career satisfaction depends on the implementation of new career models, i.e. the protean career and the boundaryless career. In order to achieve this goal, the article reviews the literature and research in this area and formulates research hypotheses assuming the impact of each dimension of both career models on career satisfaction. To test the hypotheses, an empirical PAPI study was conducted among 239 postgraduate students. Statistical analyses carried out on the collected empirical data show that a self–directness and boundaryless mindset have a positive impact on career satisfaction, while organizational mobility has a negative impact.

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

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

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

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

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Dickmann, Michael, and Jean-Luc Cerdin. "Boundaryless career drivers – exploring macro-contextual factors in location decisions." Journal of Global Mobility 2, no. 1 (June 3, 2014): 26–52. http://dx.doi.org/10.1108/jgm-12-2012-0020.

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Purpose – The purpose of this paper is to explore what attracts individuals to live in a South East Asian city. It uses a boundaryless career approach that is interested in how people cross-traditional career boundaries, including those related to country and location barriers. Going beyond an individual and organizational view, a more extensive model of location decisions is developed that incorporates broad macro-factor career drivers. Design/methodology/approach – A large-scale qualitative study explored individual, organizational, political, economic, socio-cultural, technological, ecological, legal, natural and general drivers to live in the city. The authors interviewed 43 individuals who had moved to the city from abroad, were born in the city and still lived there or who were born in the city but had moved to another foreign city. Findings – Many macro-contextual factors – i.e. day-to-day regulatory stability and transparency, economic growth, friendliness and meritocracy, safety and a good, clean environment – were seen as attractive by all three groups. People who had left the city raised some specific criticism regarding the vibrancy, freedom and creativity of thought. Research limitations/implications – The study focused on highly skilled individuals who most often had experience in living in different cities to get more reflective views. However, this restricted the generalizability. The findings nuance the understanding of boundaryless careers. Practical implications – The research expands the normally used attraction factors and develops a broader framework of city attractiveness drivers. The emerging picture can be used by the city administration to manage its global attractiveness while increasing non-regulatory “stickiness” to retain talent. Social implications – The research has social implications with respect to cross-border boundaryless careers and talent acquisition, management and retention strategies. Originality/value – The research expands the macro-contextual discussion and goes beyond the dominant focus on individuals and organizations when investigating boundaryless careers. The study uses an innovative method as it does not only interview foreign expatriates but also two further, more neglected groups: local citizens and individuals who had left the city. It develops an extended model of boundaryless location drivers and develops some exemplary propositions.

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Yildiz, Didem, Ahmet Beskese, and Faik Tunc Bozbura. "A hybrid decision-support model for self-managed career." Kybernetes 44, no. 4 (April 7, 2015): 555–75. http://dx.doi.org/10.1108/k-12-2014-0289.

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Purpose – The purpose of this paper is to develop a self-managed career model, in which protean and boundaryless careers were used. Design/methodology/approach – A hybrid methodology is proposed where Buckley’s fuzzy analytic hierarchy process (FAHP) method was used for prioritization of these criteria, sub-criteria, and indicators, and fuzzy TOPSIS method was used to select the most appropriate career path for a given individual. Findings – The hybrid model for self-managed career was tested with a real numerical example. Findings were congruent with the example’s current career and future career aspirations. Research limitations/implications – The model was tested with one numerical example. The model could be applied to individuals from various cultures, age groups and backgrounds to further discuss its validity. Originality/value – Career decisions are affected from individuals’ values and perceptions. New career orientations like Protean and Boundaryless Career are built upon this fact to include subjectivity. Because of the shortcomings of traditional methods to deal with uncertainty related to subjective evaluations, a FAHP and fuzzy TOPSIS based hybrid multi-attribute decision-support model was utilized to help individuals with their career decisions.

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

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

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Inkson, Kerr, Dale Furbish, and Polly Parker. "Fast Forward: Careers Research in New Zealand." Australian Journal of Career Development 11, no. 3 (October 2002): 36–45. http://dx.doi.org/10.1177/103841620201100315.

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This article describes and discusses developments in careers research in the past few years in New Zealand. While detailing some important mainstream research in the ‘career development’ tradition, it focuses on research conducted largely in New Zealand business schools, which may have been prompted by the country's rapid deregulation in the 1980s and 1990s. Particular attention is paid to the destabilisation of careers and the development of ‘boundaryless’ and other new forms of career. This work provides a framework enabling us to understand career adaptation, and ‘mobile career’ phenomena such as careers based on project work and the role of overseas experience in career development.

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

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

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Hytti, Ulla. "Contextualizing entrepreneurship in the boundaryless career." Gender in Management: An International Journal 25, no. 1 (February 16, 2010): 64–81. http://dx.doi.org/10.1108/17542411011019931.

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Pringle, Judith, and Mary Mallon. "Challenges for the boundaryless career odyssey." International Journal of Human Resource Management 14, no. 5 (August 2003): 839–53. http://dx.doi.org/10.1080/0958519032000080839.

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Mirvis, Philip H., and Douglas T. Hall. "Psychological success and the boundaryless career." Journal of Organizational Behavior 15, no. 4 (July 1994): 365–80. http://dx.doi.org/10.1002/job.4030150406.

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Gibson, Paul. "Where to from here? A narrative approach to career counseling." Career Development International 9, no. 2 (March 1, 2004): 176–89. http://dx.doi.org/10.1108/13620430410526201.

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This article addresses the issues of career counseling and career‐based satisfaction. It is argued that taking a narrative approach to career counseling is both theoretically and practically justified. The article explores narrative theory in relation to career counseling and identity, and illustrates the central notions that arise from the theory, with a brief case study. It is concluded that a narrative approach to career counseling can assist clients who are uncertain about where to go next in their careers, particularly within the context of the boundaryless career.

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Feldman, Daniel C., and Thomas W. H. Ng. "Careers: Mobility, Embeddedness, and Success." Journal of Management 33, no. 3 (June 2007): 350–77. http://dx.doi.org/10.1177/0149206307300815.

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This article proposes refinements of the constructs of career mobility and career embeddedness and reviews the array of factors that have been found to energize (discourage) employees to change jobs, organizations, and/or occupations. The article also reviews the literature on career success and identifies which types of mobility (and embeddedness) are most likely to lead to objective career success (e.g., promotions) and subjective career success (e.g., career satisfaction). In the final section, the article revisits the utility of viewing careers as “boundaryless” and suggests alternative frameworks for future research on these topics.

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Lochab, Anshu. "Reorienting: Career to “Protean Career” in a Boundaryless World." Effulgence-A Management Journal 12, no. 1 (January 1, 2014): 84. http://dx.doi.org/10.33601/effulgence.rdias/v12/i1/2014/84-87.

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Cheramie, Robin A., Michael C. Sturman, and Kate Walsh. "Executive career management: Switching organizations and the boundaryless career." Journal of Vocational Behavior 71, no. 3 (December 2007): 359–74. http://dx.doi.org/10.1016/j.jvb.2007.09.002.

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COLAKOGLU, SIDIKA NIHAL. "SUCCESSFUL PURSUIT OF A BOUNDARYLESS CAREER: CAREER COMPETENCIES PERSPECTIVE." Academy of Management Proceedings 2009, no. 1 (August 2009): 1–6. http://dx.doi.org/10.5465/ambpp.2009.44265241.

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Harris, Candice, Rachel Lopes Morrison, Kate Lewis, and Marcus W. Y. Ho. "Recreating Boundaries in Boundaryless Careers: The Career Transitions of Mompreneurs." Academy of Management Proceedings 2012, no. 1 (July 2012): 13278. http://dx.doi.org/10.5465/ambpp.2012.13278abstract.

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Kostal, Jack W., and Brenton M. Wiernik. "A meta-analytic investigation of demographic differences in protean, boundaryless, and proactive career orientations." Career Development International 22, no. 5 (September 11, 2017): 520–45. http://dx.doi.org/10.1108/cdi-08-2017-0139.

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Purpose The protean and boundaryless career concepts have dominated recent career research. Demographic groups are posited to differ on these “new career orientations,” with implications for career development and social equity. The purpose of this paper is to test these hypotheses by systematically reviewing research on demographic differences in new career orientations. Design/methodology/approach This paper meta-analyzes demographic differences in protean, boundaryless, and proactive career orientations using data from 29,605 individuals (74 samples). Findings Demographic differences in new career orientations are generally negligible to small, with organizational mobility preferences showing the largest differences across demographic characteristics. Age showed curvilinear relations with new career orientations. National economic development moderated new career orientation-educational level relations. Research limitations/implications Results support the construct validity of “proactive career orientation” as a unifying construct encompassing protean and psychological mobility boundaryless orientations (cf. Wiernik and Kostal, 2017). Future research should continue to explore career development in diverse economic/cultural contexts. Practical implications Small demographic differences suggest that potential benefits of new career orientations are not limited to members of particular groups. Age and education relations were large enough to indicate that large population segments may benefit from additional interventions to support career mobility and development. Originality/value This paper uses meta-analytic techniques to investigate demographic differences in career orientations with larger samples than possible in a single primary study. The meta-analytic design permitted investigation of a variety of methodological and cultural/economic moderators not previously considered in career orientation research.

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Blach-Ørsten, Mark, Eva Mayerhöffer, and Ida Willig. "From Government Office to Private PR: Career Patterns of Special Ministerial Advisers and the Privatization of Politics." International Journal of Press/Politics 25, no. 2 (November 13, 2019): 301–19. http://dx.doi.org/10.1177/1940161219887963.

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This article presents a study on special ministerial advisers examining their careers beyond their role in the machinery of government. Applying a theoretical framework derived from the literature on the sociology of work and the transformation of the organization of politics in the Nordic welfare states, we make two theoretical points. First, special advisers are part of an emerging group of partisan policy professionals, and second, the characteristics of this group are best analyzed through the lens of the boundaryless career. By combining these two positions, we contribute to studies on special advisers by offering a longer career perspective, and we contribute to studies on the boundaryless career by analyzing a job market other than the dot-com and cultural industries. Mapping the entire career paths of all Danish special ministerial advisers from 2000 to 2017 ( n = 144), we show that the position of special adviser serves as a stepping-stone to a new labor market that typically culminates with a position in private public relations. This conclusion lends fresh support to concerns about the privatization of politics changing policy formation in the Nordic welfare states.

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王, 艳霞. "The Vocational Career Management of Individuals in Boundaryless Career Era." Advances in Social Sciences 06, no. 07 (2017): 945–49. http://dx.doi.org/10.12677/ass.2017.67135.

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Lee, Kyu-Hyeong, and Young-Myon Lee. "Inter-firm Mobility and Boundaryless Career as Career Development Strategy." Journal of Human Resource Management Research 22, no. 2 (June 30, 2015): 147–69. http://dx.doi.org/10.14396/jhrmr.2015.22.2.147.

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Beigi, Mina, Melika Shirmohammadi, and Michael B. Arthur. "Boundaryless Career Success: Distinguished Professors in Academia." Academy of Management Proceedings 2016, no. 1 (January 2016): 16800. http://dx.doi.org/10.5465/ambpp.2016.16800abstract.

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Defillippi, Robert J., and Michael B. Arthur. "The boundaryless career: A competency-based perspective." Journal of Organizational Behavior 15, no. 4 (July 1994): 307–24. http://dx.doi.org/10.1002/job.4030150403.

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

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

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Sherif, Karma, Ning Nan, and Jeff Brice. "Career success in academia." Career Development International 25, no. 6 (July 31, 2020): 597–616. http://dx.doi.org/10.1108/cdi-09-2019-0232.

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PurposeIn this study, the authors explore the boundaryless careers of faculty and adopt the intelligent career framework to examine success factors for academic careers.Design/methodology/approachThe authors conducted a field study of 36 researchers in the management information systems field from 22 institutions in the US, Australia and Canada. The authors selected the participants representing four strata of researchers: luminaries (high expertise status and high citizenship behavior), experts (high expertise status but low leadership roles), statesmen (low expertise status but high leadership) and journeymen (low expertise status and low leadership). Data regarding the participants' experience of social relationships and social resources as well as entrepreneurial motivations were collected and analyzed.FindingsResults show that faculty who “know-why”, “know-how”, and “know with whom” possess socially valued resources and are successful in advancing their careers. They establish high social status and exercise power within their networks to mobilize resources that promote their careers. On the other hand, faculty who fall short of these competencies impose social closure on themselves and do not strive to exploit resources available through their contacts. The study advances a number of theoretical propositions to guide future research on boundaryless intelligent careers.Social implicationsSocial relationships and social resources do not substitute individual competence, leadership and entrepreneurial motivations; individuals need to develop competence valued by their professional communities and exploit available opportunities and assume leadership roles in order to effectively establish instrumental relationships and mobilize social resources to achieve career advancement.Originality/valueIn this study, we attempt to extend career development research through an examination of the bidirectional relationship between know-why, know-how and know-who in academia.

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Mondo, Marina, Barbara Barbieri, Silvia De Simone, Flavia Bonaiuto, Luca Usai, and Mirian Agus. "Measuring Career Adaptability in a Sample of Italian University Students: Psychometric Properties and Relations with the Age, Gender, and STEM/No STEM Courses." Social Sciences 10, no. 10 (October 2, 2021): 372. http://dx.doi.org/10.3390/socsci10100372.

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The continuous transformation of the labor market, characterized by great instability and uncertainty, and by rapid technological changes, has strongly influenced the construction and management of career paths. Nowadays, individuals are faced with careers that are fluid and boundaryless, characterized by discontinuity and a variety of organizations to deal with. In this scenario, the ability to adapt and react to continuous changes in the labor market and in organizations is now a priority for workers. This study presents the psychometric properties of the construct of Career Ability measured through Proactive Personality and Boundaryless Mindset as proxy variables in a sample of 579 adults enrolled at the University of Cagliari (Italy), or recently graduated therein. We aim to rate the factorial structure of the items and to evaluate their multi-group invariance regarding the gender variable. Moreover, the criterion and concurrent validity were assessed. The instrument shows good psychometric characteristics; factorial structure, factorial invariance in relation to the gender variable, concurrent, and criterion validities were confirmed.

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Journal articles on the topic 'Boundaryless career'

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