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Career Development International, vol. 19 no. 6
Type: Research Article
ISSN: 1362-0436

Article
Publication date: 19 June 2009

Jon P. Briscoe and Lisa M. Finkelstein

The purpose of this paper is to establish whether positive or negative relationships exist between boundaryless and protean career attitudes (respectively) and…

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Abstract

Purpose

The purpose of this paper is to establish whether positive or negative relationships exist between boundaryless and protean career attitudes (respectively) and organizational commitment and whether such relationships can be moderated by development opportunities.

Design/methodology/approach

Surveys from 212 part‐time MBAs were analyzed using correlation, regression, or moderated multiple regression to explore relationships between boundaryless career attitudes (boundaryless mindset, organizational mobility), protean career attitudes (self‐directed career management, values‐driven career management), organizational commitment (affective, continuance and normative), and development opportunities.

Findings

Only organizational mobility preference was correlated (negatively) with each type of commitment. Boundaryless mindset was moderated in its relationship to normative commitment in that lower development opportunities resulted in lower commitment for those with higher levels of boundaryless mindset.

Research limitations/implications

The study is limited due to sample nature and the lack of longitudinal design. Also, it does not provide implications for other types of commitment that may be impacted by career attitudes and development opportunities (occupational commitment, for example).

Practical implications

A counterintuitive finding but important implication from this research is that employers should not assume that protean and boundaryless employees (respectively) will be less committed to the organization. Another practical finding is that developmental opportunities, while important to all employees, did not generally make employees with protean and boundaryless attitudes more committed to their organization.

Originality/value

The paper is the first, to one's knowledge, to assess organizational commitment with specific measures of boundaryless and protean career attitudes. While the results are simple, they refute many stereotypes of the new career and, in that sense, add an important perspective to the career literature.

Details

Career Development International, vol. 14 no. 3
Type: Research Article
ISSN: 1362-0436

Keywords

Article
Publication date: 15 January 2020

Anshu Lochab and Vishnu Nath

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…

Abstract

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.

Article
Publication date: 11 January 2022

Hanna Moon and Sungpyo Hong

This study aims at analyzing the impact of perceptions of the fourth industrial revolution (crisis and opportunity) in the relationship between workers’ career attitudes…

Abstract

Purpose

This study aims at analyzing the impact of perceptions of the fourth industrial revolution (crisis and opportunity) in the relationship between workers’ career attitudes and future learning intentions.

Design/methodology/approach

This study analyzed the multiple mediating effect of the perception of the fourth industrial revolution in the relationship between career attitudes and future learning intention using data of 305 Korean workers. As career attitude variables, boundaryless and protean career orientation variables were used, and perception of the fourth industrial revolution was analyzed (opportunity and crisis perception).

Findings

Both workers’ boundaryless career orientation and protean career orientation influenced future learning intention through the perception of opportunity for the fourth industrial revolution. This result suggested that flexible career attitudes positively recognized the changes of the fourth industrial revolution and had an effect on promoting attitude toward future learning.

Research limitations/implications

The study confirmed that workers’ flexible career attitudes could promote perception of opportunity rather than crisis in changing situation and strengthen their intention to prepare for the future by mediating this perception. These results suggest that lifelong learning and competency development can be reinforced by facilitating perception of an opportunities for external change for individual career development.

Originality/value

Insights for personal career development were provided by analyzing the relationship between flexible career attitudes, which are increasing in importance in the modern society, and perceptions of changes in external environment.

Details

European Journal of Training and Development, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 2046-9012

Keywords

Article
Publication date: 1 February 2006

Cherlyn Skromme Granrose and Patricia A. Baccili

To examine the existence of career psychological contracts and consequences of perceived violations for traditional, protean and boundaryless career psychological…

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Abstract

Purpose

To examine the existence of career psychological contracts and consequences of perceived violations for traditional, protean and boundaryless career psychological contracts in one sample of aerospace employees.

Design/methodology/approach

Structured questionnaires were used to collect data. Regression analysis was used to test hypotheses.

Findings

Most employees consider traditional career goals like job security and upward mobility important, but believed the organization failed to meet these perceived obligations. Perceived violations of psychological contract obligations for job security and training reduced organizational commitment, and violations of perceived upward mobility opportunity obligations were related to intentions to leave. Employees' commitment to managers moderated the effect of low levels of organizational career contract violations, but had no effect on intentions to leave if managers violated psychological career contracts or if the organization had a high level of perceived career psychological contract violations.

Originality/value

Organizations could benefit from providing more training in career support for managers and scholars should examine organizational and managerial psychological contracts as separate constructs.

Details

Career Development International, vol. 11 no. 2
Type: Research Article
ISSN: 1362-0436

Keywords

Article
Publication date: 7 October 2014

Martin Gubler, John Arnold and Crispin Coombs

The purpose of this paper is to develop a new conceptualization of the boundaryless career – a widely acknowledged contemporary career concept – that reflects its original…

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Abstract

Purpose

The purpose of this paper is to develop a new conceptualization of the boundaryless career – a widely acknowledged contemporary career concept – that reflects its original description more fully than previous literature has done, and to apply this conceptualization in an empirical investigation of career behavior and intentions of a large sample of European information technology (IT) professionals.

Design/methodology/approach

As part of a large study of IT professionals in Europe (N=1,350), the paper had three research objectives. First, the paper developed and empirically tested a new operationalization of a person’s boundaryless career orientation (BCO) that reflects the originally proposed boundaryless career meanings more closely than existing approaches. Second, the paper used this to identify in a holistic manner different patterns of BCO. Third, the paper examined the nature and extent of links between BCO and self-reported career behavior and intentions.

Findings

The paper identified five BCO factors that differentiate individuals into three distinct clusters. Although organizational boundaries appeared to be salient for most individuals, they did not differentiate the clusters. Instead, geographical mobility preference and rejection of career opportunities emerged as highly differentiating but hitherto rarely examined types of career boundaries.

Practical implications

The findings can help HR managers to gain a better understanding of different mobility preferences among different groups of employees, which could lead to the development and implementation of more refined reward schemes and career development practices in organizations.

Originality/value

This study provides a new operationalization of the BCO that is grounded in its original definition and offers a new empirically tested 15-item BCO measure. It contributes to career research with scarce empirical findings regarding the components of the BCO, their salience for individuals, and the connections between BCO and behavior.

Details

Career Development International, vol. 19 no. 6
Type: Research Article
ISSN: 1362-0436

Keywords

Article
Publication date: 2 May 2018

Yongho Park

The purpose of this paper is to find the effects of boundaryless career, organizational commitment, and external support seeking on career satisfaction.

Abstract

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.

Details

Industrial and Commercial Training, vol. 50 no. 4
Type: Research Article
ISSN: 0019-7858

Keywords

Article
Publication date: 5 October 2022

Divyang Purohit and Rachita Jayswal

With changing employment conditions, technological advancement, frequent manpower reduction and global competition, the relevance of the protean and boundaryless career

Abstract

Purpose

With changing employment conditions, technological advancement, frequent manpower reduction and global competition, the relevance of the protean and boundaryless career concepts is increasing. With this, the country’s culture plays a pivotal role in career choice. The purpose of this paper is to develop and validate protean and boundaryless career scales for college passing out students and in the Indian context. The protean career scale was measured by self-directed and values-driven dimensions, while the boundaryless career scale was measured by boundaryless mindset and organizational mobility preference.

Design/methodology/approach

The first step involved defining construct and determining face validity. The data collected via questionnaire from India’s final year engineering students were subjected to exploratory factor analysis and confirmatory factor analysis in the second and third steps, respectively. Finally, the nomological validity was tested by establishing the relationship between factors influencing career choice and newly developed protean and boundaryless career.

Findings

The result suggested using a two-factor model with a protean career (combining self-directed and values-driven items) and a boundaryless career as a separate construct for college passing out students.

Research limitations/implications

The developed scale has nine items that can be used to conduct surveys at the time of campus hiring by academic scholars, HR managers, and practitioners who are working on the identification, development and management of human talent as a part of any human resource management system.

Originality/value

To the best of the authors’ knowledge, this is the first approach to developing the protean and boundaryless career scale for college passing out students and in the Indian context which can be replicable for South Asian countries.

Details

European Journal of Training and Development, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 2046-9012

Keywords

Article
Publication date: 7 October 2014

Michael B. Arthur

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…

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Abstract

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.

Details

Career Development International, vol. 19 no. 6
Type: Research Article
ISSN: 1362-0436

Keywords

Article
Publication date: 8 August 2016

Lisa K.J. Kuron, Linda Schweitzer, Sean Lyons and Eddy S.W. Ng

This study investigates the relationship between “new career” profiles (Briscoe and Hall, 2006) and two sets of career factors: agency (i.e. career commitment…

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Abstract

Purpose

This study investigates the relationship between “new career” profiles (Briscoe and Hall, 2006) and two sets of career factors: agency (i.e. career commitment, self-efficacy, and work locus of control), and career attitudes (i.e. salience and satisfaction). Thus, the purpose of this paper is to understand whether career profiles are a valuable way to understand careers in the modern career era, and if so, which profiles exist, and what differences exist across the profiles.

Design/methodology/approach

The participants in this study were 1,987 managers and professionals, recruited from a large database of potential respondents. Cluster analysis determined which profiles were apparent among the participants through a two-step clustering procedure using the Bayesian information criterion algorithm. The authors then compared the clusters using analysis of variance (ANOVA) with cluster membership as the independent variable and the career agency and attitude variables and age as the dependent variables.

Findings

Cluster analysis of the protean and boundaryless career attitudes of 1,987 respondents identified three career profiles: Trapped/Lost, Protean Career Architects, and Solid Citizens. ANOVA confirmed that people indicative of the three profiles differed significantly on all study variables. The findings suggest that the three different career profiles predict important differences in career variables and outcomes that are relevant to individual progression and growth needs and may be a valuable way to study contemporary careers. In particular, the person-centred approach acknowledges that the protean and boundaryless career concepts are related though distinct concepts that can be combined to show that individuals vary in the degree to which their career orientations are consistent with contemporary career constructs.

Research limitations/implications

The authors have demonstrated that career profiles are a meaningful way to categorize career actors on the basis of their career orientation, as well as their scores on a host of important career variables. Although the study benefits from a large sample and a valid measure of career profiles, it does have some limitations. First, the authors relied on self-reported data gathered on a single survey questionnaire. Furthermore, because the study is cross-sectional, the authors cannot examine the long-term impact of career profile on outcomes such as career satisfaction or if career profiles are enduring or malleable over time.

Practical implications

From a practical perspective, it may be incumbent on organizations, career counsellors and individuals to develop an awareness to which career profile individuals belong (DeFillippi and Arthur, 1996). Doing so may offer insight into the likely challenges that career actors will face as their career unfolds, and ideally help individuals develop career management strategies to create career growth, rather than a more passive and reactive approach. A number of implications for each of the three career profiles are offered within the paper.

Originality/value

Utilizing a two-step clustering procedure, the authors provide empirical evidence of three of the 16 career profiles proposed by Briscoe and Hall (2006): Trapped/Lost, Protean Career Architects and Solid Citizens. Next, the authors explored the utility of the profiles for career development and demonstrated significant differences in career-related psychological factor and attitudes across profiles. Finally, the authors take a person-centric approach to career orientation, allowing for individual differences in career enactment. Overall, the results of this study show that career profiles are a highly useful composite that reflect important patterns relative to new career variables.

Details

Career Development International, vol. 21 no. 4
Type: Research Article
ISSN: 1362-0436

Keywords

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