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Artykuły w czasopismach na temat "Boundaryless career attitude"
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Nikandrou, Irene, i Eleanna Galanaki. "Boundaryless Career and Career Outcomes: The Mediating Role of Individual Career Management Behaviours". Zagreb International Review of Economics and Business 19, s1 (1.12.2016): 71–98. http://dx.doi.org/10.1515/zireb-2016-0014.
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Abstract The main objective of this paper is to study individuals’ attitude towards mobility both psychological and physical and the behavioural paths that people may use to experience career success. In a structural equation model, we consider boundaryless career attitudes and the mediating role of career management behaviours to career outcomes. Psychological mobility appears to be a better predictor of career satisfaction and career advancement than physical mobility. All career strategies have a positive effect on career advancement, except for extended work involvement. Relationships oriented career strategies are not linked with career satisfaction. Physically mobile people adopt to a lesser extent relationship- oriented career strategies. Our results showed that people with a psychological mobility attitude are more likely to achieve career satisfaction through remaining flexible in their career. This knowledge is very important for practitioners and managers working with psychologically mobile personnel, as it underlines the need for employers to provide opportunities for training, skill development and challenging work. The study adds to the existing literature in that it provides empirical evidence regarding the career behavioural paths individuals with a boundaryless career attitude may use when they expect to advance their careers. Our findings help us understand better the psychological mobility attitude which has been examined less in the literature.
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Wei, Gim Chien. "The Boundaryless Career Attitude and Organisational Commitment among Public Accountants in Penang, Malaysia". Journal of Social and Development Sciences 3, nr 9 (15.09.2012): 304–12. http://dx.doi.org/10.22610/jsds.v3i9.714.
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This paper aims to study the impact of boundaryless career attitude (organisational mobility preference and boundaryless mindset) on organisational commitment (affective commitment, continuance commitment, and normative commitment). Specifically, we predicted that employees who demonstrate a high boundaryless career attitude would be less committed to their employers. A sample of 132 public accountants was drawn from 15 accounting firms in Penang. A three-stage sampling was used in this study started with cluster sampling, followed by systematic sampling, and finally convenience sampling. Multiple regression analysis was used in the study and the results shown that organisational mobility preference was significantly negatively related to affective commitment, continuance commitment, and normative commitment. It also revealed that boundaryless mindset was significantly negatively related only to continuance commitment. Theoretically, the findings mainly supported the findings by Briscoe and Finkelstein (2009). Practically, the findings implied that practitioners of accounting firms should implement policies to cater to the needs of the boundaryless career actors by providing career relevant skills, training, meaningful jobs, and opportunities for secondment. In conclusion, this research revealed the growing importance of the boundaryless career attitude in affecting organisational commitment among public accountants in Penang, Malaysia.
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Lo Presti, Alessandro, Amelia Manuti i Jon P. Briscoe. "Organizational citizenship behaviors in the era of changing employment patterns". Career Development International 24, nr 2 (7.05.2019): 127–45. http://dx.doi.org/10.1108/cdi-05-2018-0137.
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Purpose The increasing flexibility and discontinuity of labor relations have been associated with the development of new forms of psychological contracts as well as the development of more self-directed and mobile career attitudes. The purpose of this paper is to examine the relationship between the forms of psychological contract and protean/boundaryless career attitudes on the one hand and organizational citizenship behaviors (OCB) on the other. Design/methodology/approach In total, 458 employees of three large Italian organizations were sampled through a self-report questionnaire. Zero-order correlations were carried out to examine the associations between study variables while dominance analysis, along with multiple linear regression, was used for evaluating their unique contribution with respect to OCB. Findings OCB were positively predicted by relational and balanced psychological contracts, protean career attitude and boundaryless mindset. Practical implications Organizations must pay particular attention to the content of the psychological contract and the career attitudes of their employees because they influence their willingness to carry out OCB. Originality/value The results add new evidence to the careers literature in terms of boundary conditions with regard to the effects of protean and boundaryless career attitudes as well as different forms of psychological contracts.
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Ozturk, Uygar, i Elvan Yildirim. "Attitudes Towards New Career Approaches among Working Students: A Comparative Analysis with Non-Student Employees". Marketing and Management of Innovations 15, nr 1 (2024): 41–55. http://dx.doi.org/10.21272/mmi.2024.1-04.
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This research sought to explore the new career approaches of employed students. A comparative analysis was conducted with nonstudent employees to comprehensively grasp the novel career attitudes of working students. The neoliberal era has profoundly reshaped various disciplines, including economics, human resource management, and employment structures. Among these changes, career management has undergone a significant transformation. Conventional organisational careers have been supplanted by new approaches such as boundaryless, protean, subjective career success and kaleidoscope careers. These emerging career paradigms align with the emergence of novel forms of employment. Moreover, in an increasingly liberalised world, the rising costs of education and the growing prevalence of paid education are prompting students to enter the workforce while continuing their studies. The proliferation of companies offering part-time employment, such as private employment agencies, corresponds to an increase in students seeking part-time work. In other words, supply and demand within the part-time labour market intersect more robustly. Furthermore, working students gain valuable experience while employed, shaping the future supply of the labour market. Our research aims to assess the suitability of new career approaches for future workers and contributes to unravelling their complexities. The study also investigates whether employees are students and whether this affects their career approaches. To analyse this research, boundaryless career attitude and professional career attitude scales were utilised as assessment tools. These new career approaches represent innovation in careers. The research dataset comprised responses from 521 working students and 374 nonstudent employees, all of whom were actively employed in Istanbul, the most populous city in Turkey and home to many universities. The data analysis employed a quantitative research methodology using descriptive statistics, factor analysis, correlation analysis, and independent t tests. The findings revealed that working students exhibited significantly greater boundaryless career orientation, organisational mobility, boundaryless mindset, and value-driven career attitudes than did their nonstudent counterparts. The outcomes of this study will make a valuable contribution to the existing body of literature concerning employed students. Furthermore, the findings are anticipated to provide valuable insights into formulating and implementing human resources policies within organisations that engage in student employment practices. By shedding light on the experiences, challenges, and potential areas for improvement in this context, this research aims to inform and enhance the effectiveness of human resource strategies tailored toward working students.
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김대영, 김만수 i LEEMINYOUNG. "Protean Career Attitude & Boundaryless Career Attitude: Validation and Correlation Meta Analysis". Korean Journal of Human Resource Development Quarterly 21, nr 4 (listopad 2019): 87–114. http://dx.doi.org/10.18211/kjhrdq.2019.21.4.004.
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Agustina, Tri Siwi, i Ivan Rizky Muhammad. "Proactive Personality, Career Success, dan Career Adaptability pada Karyawan PT Kereta Api Indonesia Daop 8 Surabaya". Business and Finance Journal 4, nr 1 (21.03.2019): 1–14. http://dx.doi.org/10.33086/bfj.v4i1.1090.
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Proactive personality is an important factor in a boundaryless career. The reason is, in the boundaryless career period, the work environment becomes uncertain and the challenges in a career are increasingly complex. Therefore, there is a need for an adaptive attitude in running a career. Proactive personality is seen as a form of career adaptability. This study analyzes the rela- tionship between proactive personality, career adaptability and career success (subjective and ob- jective). Samples from this study are 41 people from employees of PT KAI DAOP 8 Surabaya which is included in the State-Owned Enterprises (BUMN). The respondents’ data were analyzed using Partial Least Square (PLS) using the SmartPLS 3.0 program. The results of this study indicate that when proactive personalities increase, career adaptability and subjective career success will in- crease too. While the other results of this study are when proactive personality increases, it does not significantly influence objective career success. Similarly, increasing career adaptability does not significantly influence objective career success.
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O'Shea, Deirdre, Sinead Monaghan i Timothy D. Ritchie. "Early career attitudes and satisfaction during recession". Journal of Managerial Psychology 29, nr 3 (14.03.2014): 226–45. http://dx.doi.org/10.1108/jmp-02-2013-0061.
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Purpose – The purpose of this paper is to examine the role of protean and boundaryless career attitudes in early career employees during a time of economic recession in Ireland, specifically regarding their relationship to work characteristics, job satisfaction and career satisfaction. Design/methodology/approach – Using a quantitative design, data were obtained from a variety of Irish organizations. Employees in the trial career stage (aged between 18 and 29) responded to questions pertaining to their career attitudes, perceived work context and satisfaction. Findings – Skill variety was related to higher job satisfaction for those with a strong organizational mobility preference, and skill specialization was related to lower job satisfaction for those with a weak organizational mobility preference. Autonomy and skill specialization were positively related to career satisfaction for those who held a strong self-directed career attitude. Research limitations/implications – For researchers, this study contributes to our understanding of the boundary conditions of the work design-satisfaction relationship, and provides further insights into how these findings extend to career satisfaction. Practical implications – For managers, they demonstrate the importance of considering career attitudes when considering the relationship between job design and satisfaction during recessionary times. Originality/value – The research extends past findings on careers attitudes during times of recession, and provides insights into psychological and contextual variables that contribute to satisfaction during such economic periods.
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Choi, Mi Mi, Hyun Joo Min i Hee Jung Cha. "The Effects of Career Identity and Career Resilience on Employment Service Workers on Boundaryless Career Attitude". Journal of Career Education Research 33, nr 3 (30.09.2020): 159–90. http://dx.doi.org/10.32341/jcer.2020.09.33.3.159.
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Kim, Hey-yeon, Moon-hwan Oh i Ji-hwan Park. "The effect of protean career attitude and boundaryless career attitude on career success: The mediating effect of self-directed learning". Korean Review of Corporation Management 14, nr 1 (28.02.2023): 181–207. http://dx.doi.org/10.20434/kricm.2023.02.14.1.181.
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Won, YongJae, i Jinkook Tak. "The effect of Organizational change on job stress". Korean Journal of Industrial and Organizational Psychology 30, nr 4 (30.11.2017): 563–87. http://dx.doi.org/10.24230/kjiop.v30i4.563-587.
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The purpose of this study was to examine the relationships among organizational change, job stress, and job insecurity. Specifically, this study investigated the influence of organizational change on job insecurity and job stress that was partially mediated by job insecurity. In addition, this study examined moderating effect of boundaryless career attitude on the relationship between job insecurity and job stress. Data was collected from 317 Korean employees who were working in various organization via online survey, and 287 data was used for analysis without unreliable responses. The findings are as follows: First, there were positive relationship among organizational change, job stress, and job insecurity. Second, the results of structural equaition analysis showed strong support for the proposed model, and the result of bootstrapping analysis supported that the effect of organizational change on job stress is partially mediated by the job insecurity.
Third, the results of hierarchial analysis showed that there was no moderating effect of boundaryless career attitude on the relationship between job insecurity and job stress. Finally, implications and limitations of this study with the direction for future research were discussed.
Rozprawy doktorskie na temat "Boundaryless career attitude"
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Kundi, Yasir Mansoor. "The role of career orientations, career and personal resources, and personality traits in predicting subjective career success". Electronic Thesis or Diss., Aix-Marseille, 2021. http://theses.univ-amu.fr.lama.univ-amu.fr/211021_KUNDI_521hgegb717gjgxv827scog96woorym_TH.pdf.
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Les chercheurs de carrière reconnaissent de plus en plus la nécessité d’élargir leur champ d’intérêt pour faire avancer dans leur domaine. Une question doit encore être abordée par les chercheurs sur les carrières est ce qui conduit au succès subjectif de carrière. De plus, les spécialistes de la carrière ont négligé les mécanismes sous-jacents et les conditions qui pourraient influer sur le succès subjectif de la carrière. En conséquence, cette thèse vise à répondre à cette question par une étude quantitative des professionnels travaillant dans différentes industries en France. Pour ce faire, nous avons mené trois études qui examinent les facteurs non abordés et inexplorés qui pourraient améliorer le succès subjectif de la carrière. Dans l’étude 1, nous avons examiné la relation entre les orientations professionnelles protéiformes et sans frontières et le succès subjectif de carrière, avec comme médiation, le job crafting. Dans l’étude 2, nous avons examiné la relation entre les ressources d’adaptabilité de la carrière et le succès subjectif de carrière, modéré par la personnalité dite du loup solitaire et le perfectionnisme positif et médiatisé par le job crafting. Dans l’étude 3, nous avons examiné la relation entre les ressources de carrière motivationnelles et le succès subjectif de carrière, médiatisé par le job crafting. Au cours des trois études, nous avons trouvé des résultats significatifs à nos prédictions théoriques, qui contribuent aux carrières, à la personnalité et au job et qui fournissent des implications pratiques tant pour les managers que pour l’employéCareer researchers are increasingly recognizing the need to expand their focus to advance the field. One question still needs to be addressed by career researchers is what leads to subjective career success ? In addition, organizational career scholars have largely neglected the underlying mechanisms and boundary conditions that might affect one’s subjective career success. Accordingly, this dissertation aims to answer this question with a quantitative study of business professionals working in various industries in France. To do so, we conducted three studies to examine the unaddressed and unexplored factors that might enhance individuals subjective career success. In study 1, we examined the relationship between protean and boundaryless career orientations and subjective career success, as mediated by employee job crafting. In study 2, we examined the relationship between career adaptability resources and subjective career success, as moderated by lone wolf personality and positive perfectionism and mediated by employee job crafting. In study 3, we examined the relationship between motivational career resources and subjective career success, as mediated by employee job crafting. Across three studies, we found general support for our theoretical predictions, which contribute to the careers, personality, and job crafting literatures and provide practical implications for both the manager and the employee
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Nguyen, Thi Tuyet Anh, i 阮氏雪瑛. "The Effect of Boundaryless Career Attitude on Organizational Commitment with Moderating Role of Organizational Career Managementof White-collar Workers in Vietnam". Thesis, 2017. http://ndltd.ncl.edu.tw/handle/9hgqw4.
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碩士國立臺灣師範大學
國際人力資源發展研究所
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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.
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HUANG, YU-JEN, i 黃郁仁. "Exploring the Relationship between Social Capital and Boundaryless Career Attitude: the Taiwanese Full-time Professionals as the Sample". Thesis, 2018. http://ndltd.ncl.edu.tw/handle/9qt2s4.
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碩士亞洲大學
經營管理學系碩士在職專班
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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.
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Martins, Inês Lopes. "The impact of career attitudes on developmental relationships". Master's thesis, 2018. http://hdl.handle.net/10071/18678.
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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.
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Moderno, Tiago Miguel Gomes. "Novos conceitos de carreira: O impacto das atitudes de carreira proteana e sem fronteiras na satisfação de carreira e com a vida". Master's thesis, 2019. http://hdl.handle.net/10316/94931.
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Dissertação de Mestrado Integrado em Psicologia apresentada à Faculdade de Psicologia e de Ciências da EducaçãoO 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.
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Gomes, Francisco Carrasco Ferreira Mendes. "Carreiras sem fronteiras: Efeitos na fidelização organizacional". Master's thesis, 2017. http://hdl.handle.net/10400.12/5338.
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Dissertação de Mestrado apresentada no
ISPA – Instituto Universitário para obtenção de grau
de Mestre na especialidade de Psicologia Social e
das OrganizaçõesEsta 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
Streszczenia konferencji na temat "Boundaryless career attitude"
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Amalia, Karina, i Eka Gatari. "The Relationship between Extraversion and Boundaryless Career Attitudes on Millennial Employees". W Universitas Indonesia International Psychology Symposium for Undergraduate Research (UIPSUR 2017). Paris, France: Atlantis Press, 2018. http://dx.doi.org/10.2991/uipsur-17.2018.22.
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