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Article
Publication date: 7 October 2014

Beyond the duality between bounded and boundaryless careers: new avenues for careers research

David Guest and Ricardo Rodrigues

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Abstract

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Career Development International, vol. 19 no. 6
Type: Research Article
DOI: https://doi.org/10.1108/CDI-09-2014-0123
ISSN: 1362-0436

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Article
Publication date: 19 June 2009

The “new career” and organizational commitment: Do boundaryless and protean attitudes make a difference?

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
DOI: https://doi.org/10.1108/13620430910966424
ISSN: 1362-0436

Keywords

  • Organizations
  • Careers
  • Career development

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Article
Publication date: 4 December 2019

Proactive personality, goal orientation and meta-skills as predictors of protean and boundaryless career attitudes

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…

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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.

Details

South Asian Journal of Business Studies, vol. 9 no. 1
Type: Research Article
DOI: https://doi.org/10.1108/SAJBS-01-2019-0014
ISSN: 2398-628X

Keywords

  • Boundaryless career
  • India
  • Organizational behaviour
  • Goal orientation
  • Proactive personality
  • Human resources
  • Protean career
  • Meta-skills
  • Mobility preference
  • Value driven
  • Self-directed

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Article
Publication date: 1 February 2006

Do psychological contracts include boundaryless or protean careers?

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
DOI: https://doi.org/10.1108/13620430610651903
ISSN: 1362-0436

Keywords

  • Contracts of employment
  • Conditions of employment
  • Employment protection
  • Career development
  • United States of America

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Article
Publication date: 7 October 2014

Organizational boundaries and beyond: A new look at the components of a boundaryless career orientation

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
DOI: https://doi.org/10.1108/CDI-11-2013-0143
ISSN: 1362-0436

Keywords

  • Measurement
  • Boundaries
  • Boundaryless career concept
  • Boundaryless career orientation
  • Contemporary career

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Article
Publication date: 3 April 2018

Empirical investigation on the predictors of career satisfaction

Yongho Park

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

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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
DOI: https://doi.org/10.1108/ICT-03-2018-0032
ISSN: 0019-7858

Keywords

  • Career satisfaction
  • Organizational commitment
  • Boundaryless career
  • External support seeking

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Article
Publication date: 7 October 2014

The boundaryless career at 20: where do we stand, and where can we go?

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
DOI: https://doi.org/10.1108/CDI-05-2014-0068
ISSN: 1362-0436

Keywords

  • Interdisciplinary research
  • Boundaryless careers
  • Career studies
  • Organizational careers
  • Research directions
  • Theory building

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Article
Publication date: 8 August 2016

Career profiles in the “new career”: evidence of their prevalence and correlates

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
DOI: https://doi.org/10.1108/CDI-05-2015-0066
ISSN: 1362-0436

Keywords

  • Careers
  • Attitudes
  • Career satisfaction
  • Career guidance

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Article
Publication date: 1 October 2018

Linking protean and boundaryless career with organizational commitment: The case of young adults in finance sector

Raimonda Alonderienė and Indrė Šimkevičiūtė

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…

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Abstract

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.

Details

Baltic Journal of Management, vol. 13 no. 4
Type: Research Article
DOI: https://doi.org/10.1108/BJM-06-2017-0179
ISSN: 1746-5265

Keywords

  • Lithuania
  • Organizational commitment

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Article
Publication date: 11 September 2017

A meta-analytic investigation of demographic differences in protean, boundaryless, and proactive career orientations

Jack W. Kostal and Brenton M. Wiernik

The protean and boundaryless career concepts have dominated recent career research. Demographic groups are posited to differ on these “new career orientations,” with…

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Abstract

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.

Details

Career Development International, vol. 22 no. 5
Type: Research Article
DOI: https://doi.org/10.1108/CDI-08-2017-0139
ISSN: 1362-0436

Keywords

  • Gender
  • Boundaryless career
  • Education
  • Age
  • Protean career
  • Family status

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