Boundaryless Career Attitudes Research Articles

Be a boundaryless good guy! How job embeddedness mediates and organizational identification moderates the associations of boundaryless career attitude with extra-role behaviours

PurposeThis paper aims to examine the mediating role of job embeddedness and the moderating role of organizational identification on the relationships between boundaryless career attitude and extra-role behaviours (i.e. organizational citizenship behaviours and counterproductive work behaviours).Design/methodology/approachA two-wave study was carried out on 296 employees from public and private organizations in Italy. Boundaryless career attitude, organizational identification and demographics were measured at Time 1. Four months later (Time 2), job embeddedness, organizational citizenship behaviours and counterproductive work behaviours were assessed. Responses were analysed by means of multigroup structural equation modelling.FindingsJob embeddedness mediated the positive relationship between boundaryless career attitude and counterproductive work behaviours, as well as its negative association with organizational citizenship behaviours; organizational identification buffered this latter indirect effect.Practical implicationsOrganizations can promote stronger organizational identification and job embeddedness to retain boundaryless-oriented talent and foster positive extra-role behaviours.Originality/valueThis study integrated the protean/boundaryless careers literature with organizational behaviour theories to examine contextual factors influencing the effects of these contemporary career attitudes.

Empirical Study of Employees’ Career Attitudes and Organisational Citizenship Behaviour to Ensure Sound Organisational Health: A Structural Equation Approach

In the era of globalisation, a lot of disruptions have brought about radical changes in how businesses operate. This has led to the changing patterns of employer-employee relationships which are important for the health of the organisation. This has called for the need to understand the career attitude of employees, working in the organisations. The purpose of this article is to investigate the relationship between protean career, boundaryless career attitude, organisational mobility preferences and organisational citizenship behaviour (an important parameter of sound organisational health) of Indian millennials. Data from 204 employees, working in multi-national organisations located in Delhi and the NCR region of India, was used to investigate the relationship between the said constructs and their relationship. The study focussed on multi analytical approach using structural equation modelling to study the relationships among the various dimensions. The results of the study show that protean career attitude, boundaryless career attitude and organisational mobility preferences are significantly related to each other. The study would help the organisations to work on designing career coping strategies for the employees to enhance their productivity at work. The study may add some important perspectives to the literature on career already available and may serve as a basis for further enhancing the psychological contract of the current workforce.

Attitudes Towards New Career Approaches among Working Students: A Comparative Analysis with Non-Student Employees

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.

Comparison of New Career Approach Attitudes and Subjective Career Success Perceptions in terms of Demographic Variables

This study examines the impact of shifts in the structure of employment and traditional career models on perceptions of boundaryless, protean, and subjective career success among employees of private employment agencies. As private employment agencies represent a relatively new phenomenon in the modern labor market, this research aims to examine these concepts quantitatively. This research investigates the relationship between demographic characteristics and perceptions of boundaryless, protean and subjective career success among employees of private employment agencies. 
 The sample for this study consisted of 895 employees affiliated with private employment agencies in Istanbul. Research hypotheses were examined using exploratory factor analysis, descriptive statistics, correlation analysis, t-tests, and ANOVA. The results of this study revealed statistically significant differences in perceptions of boundaryless career attitude and subjective career success as a function of gender, age, education, marital status, and income level. However, no statistically significant differences were observed in perceptions of protean career attitudes across any demographic variable. Furthermore, the findings of this study have the potential to inform human resources, recruitment, and career planning practices.

Protean Career Attitudes and Boundaryless Career Attitudes Can Predict Subjective Career Success in Teachers

Teachers are foundational, and have great influence in the world of education. In their careers as teachers, these people must no longer care only about their own interests, but must also focus on the progress of the children they teach. The presence of this new concept in their careers can, it is thought, become an indicator for teachers in identifying and evaluating their careers, so that they may achieve career success, using subjective criteria. This study was aimed at understanding the roles of protean career attitudes (PCA) and boundaryless career attitudes (BCA) regarding the subjective career success of teachers. The approach in the study was a quantitative one, with the number of participants being 320 teachers, living in Java and Kalimantan. The instruments utilized were the Protean Career Attitudes Scale (PCAS), the Boundaryless Career Attitudes Scale (BCAS), and the Subjective Career Success Inventory (SCSI). Multiple regressive linear testing overall, and per dimension, produced scores in which p < .01, and indicated the existence of the roles of protean career attitudes (PCA) and boundaryless career attitudes (BCA) regarding the subjective career success of teachers, as well as the existence of the roles of each dimension of the study variables.
 
 Guru merupakan fondasi yang sangat berpengaruh dalam dunia pendidikan. Dalam karier sebagai guru, seharusnya guru tidak lagi hanya mempedulikan kepentingan untuk dirinya sendiri, namun juga berfokus pada kemajuan anak didik. Keberadaaan konsep baru dalam karier diduga dapat menjadi indikator untuk guru dalam mengenali dan mengevaluasi kariernya, sehingga dapat mencapai kesuksesan karier menggunakan kriteria subjektif. Studi ini bertujuan untuk mengetahui peran dari protean career attitudes (PCA) dan boundaryless career attitudes (BCA) terhadap subjective career success pada guru. Pendekatan dalam studi ini adalah pendekatan kuantitatif dengan jumlah partisipan sebanyak 320 guru yang berdomisili di Jawa dan Kalimantan. Instrumen yang digunakan adalah Protean Career Attitudes Scale (PCAS), Boundaryless Career Attitudes Scale (BCAS), dan Subjective Career Success Inventory (SCSI). Uji regresi linier berganda secara menyeluruh dan per dimensi menghasilkan skor dengan p < 0,01, yang menunjukkan adanya peran protean career attitudes (PCA) dan boundaryless career attitudes (BCA) terhadap subjective career success pada guru, serta adanya peran tiap dimensi dari variabel studi.

The role of work life balance in the effect of boundaryless career and protean career attitudes on subjective career success

In conjunction with the rise of new career approaches such as boundaryless career and protean career in today's working life, the subjective aspect of career success has begun to be emphasized in boundaryless career and protean career approaches, unlike the traditional career approach that emphasizes the objective aspect of career success. In this direction, the effect of boundaryless career and protean career attitudes on subjective career success was examined in this study. In addition, whether the work-life balance has a moderator role on this effect has been examined. Research data were collected from 400 white-collar employees who work in private sector enterprises in Istanbul and have at least five years of work experience. To test the hypotheses; hierarchical regression analysis was performed using the SPSS program. As a result of the study, the moderator role of work-life balance on the effect of boundaryless career attitude and protean career attitude on subjective career success has been determined.

Nexus of knowledge management between industry and academia via third space hybridity and career attitudes

This paper aims to explore the relationship between Protean Career Attitude, Boundaryless Career Attitude and Task and Contextual Performance mediated by Knowledge Management (KM). In this paper, KM is taken as a boundary process view, namely, Knowledge Sharing, Knowledge Integration and Knowledge Transformation. KM is taken as a mediator and the perspective of Third Space Hybridity and Knowledge Brokers have been tested. The role of boundary spanners has been investigated by empirically examining 104 employees teaching as adjunct faculty along with working in their respective fields in Karachi, Pakistan. These visiting faculties are performing the role of Boundary Spanners or Artists-Academic (Lam, 2017) and work using the knowledge from academia and organizations. A measurement model and Structural Equation Model using Partial Least Squares (PLS) technique have been applied using SMART-PLS software to test the hypotheses. While the bootstrapping method has been applied to test the mediation. The results showed that Protean Career Attitudes play a significant role in effecting both Task Performance and Contextual Performance through KM. Specifically, self-driven values (sub-dimension of Protean Career Attitudes) effect the relationship. Task Performance has a stronger effect than Contextual performance. This study discusses how the model works across different boundaries and how sharing, integration and transformation of knowledge occurs. This study will help top management in different organizations to understand the role of these boundary spanners and utilize them in the development of new products and services. The management needs to identify such individuals as they are better suited to take up the role of entrepreneurs in their organizations.

Protean and Boundaryless Career Attitudes as Antecedents of Organizational Commitment—Evidence from the Indian IT Industry

Protean and boundaryless careers have emerged as new ways of handling careers in organizations. This concept is gaining a significant place in career studies. In line with this, the current study examines the relationship between the underlying dimensions of protean (self-direction and value-driven), boundaryless (boundaryless mindset (BM)) and mobility preference (MP) career attitudes and organizational commitment (OC) (affective, normative and continuance). Organizational commitment is important for all kinds of organizations. For data collection, 600 IT professionals employed in different organizations in the Delhi-NCR region of India were approached. Descriptive statistics, correlation and structural equation modeling (SEM) were utilized to validate the research outcomes and test hypotheses. Prior literature studies focusing on the effects of protean and boundaryless career attitudes on organizational commitment have not been much explored. The current study suggests that mobility preference has a significant contribution towards individuals’ continued commitment to the employing organization. Other variables assert an insignificant relationship with organizational commitment. These results demonstrate how decision-makers and managers should proceed to design a blueprint for the education of employees in conjunction with the underlying dimensions of protean, boundaryless and mobility preferences, career attitudes and organizational commitment (OC).

뉴커리어 태도가 대학생의 고용가능성에 미치는 영향 : 진로성숙도의 매개효과를 중심으로

코로나19 확산으로 고용시장이 위축되면서 2020년 대졸 취업률은 2011년 집계 이후 최저 수준이다. 더욱이 급변하는 노동시장 및 취업환경으로 인해 대학생들의 직업세계 진출이 점점 어려워지고 있는 만 큼 대학생들은 적극적이고 다양한 진로준비 활동을 일찍 수행해야 한다. 이러한 상황에서 뉴커리어(new career) 태도는 자신의 경력은 스스로 관리해야 한다는 인식과 고용가능성을 높여 실업 상황에 대한 부 정적인 감정을 완화시키는 데 도움이 될 수 있다는 점에서 대책이 될 수 있다. 이에 본 연구에서는 대학 생의 전통적인 경력에서 대비되는 개념으로 주목받고 있는 프로티언 경력태도(protean career attitude) 와 무경계 경력태도(boundaryless career attitude)가 고용가능성(employability)에 어떠한 영향을 미 치는지 살펴보고자 하였다. 또한 진로성숙도의 매개효과를 살펴봄으로써 이들 간의 관계를 명확히 규명 하고자 하였다. 이를 위해 본 연구에서는 전북지역 W대학교 재학생 395명을 대상으로 설문조사를 실시 하고 가설을 검증하였다. 연구결과는 다음과 같다. 첫째, 프로티언 경력태도의 자기주도성과 가치지향성 이 고용가능성에 미치는 영향은 유의한 정(+)적인 영향을 미치는 것으로 나타났다. 둘째, 무경계 경력태 도의 무경계 사고방식이 고용가능성에 미치는 영향은 유의한 정(+)적인 영향을 미치는 것으로 나타났다. 셋째, 진로성숙도의 매개효과는 프로티언 경력태도의 자기주도성과 가치지향성, 무경계 경력태도의 무경 계 사고방식이 고용가능성에 미치는 영향에서 통계적으로 유의한 것으로 나타났다. 이러한 연구결과를 바탕으로 이론적이고 실무적 시사점을 제시하고, 이어 연구의 한계와 향후 연구를 위한 제언을 하였다.

Investigating the Impact of Boundaryless Career Attitudes on Career Success: Decisive Role of Job Crafting

Purpose: Volatile labor market conditions have increased the uncertainty regarding job security which resultantly shifted the career transition focus from organization to individual for career development. Now, employees seem much more responsible for their self-career management. In these circumstances, new career management concepts are gaining attention i.e. Boundaryless career attitudes (BCA), Job Crafting behaviors (JCB), Employability and Success. Hence, the study aims to check the effect of BCA on Career Success through JC and Employability.
 Design/Methodology/Approach: This is a quantitative, survey-based study which is conducted on the universities’ permanent faculty members of Pakistan.
 Findings: The results conclude that there exists a positive impact of BCA on Career Outcomes directly and through proactive behavior.
 Implications/Originality/Value: The study enhances the BCA literature with said career outcomes and provides a guideline to the employees to achieve desired targeted career results.

Protean and Boundaryless Career Attitude as Determinants of Well-being Among Indian IT Temporary Agency Workers

The growth of temporary and non-standard employment arrangements post liberalization drives temporary agency workers (TAWs), especially of the information technology (IT) sector, to be agents of their own career identities. As a result, TAWs embrace self-managed/adaptable career management approaches namely protean career (PCO) and boundaryless career (BCO) orientations for their long-term sustainability and well-being. This study investigated the direct effects of PCO and BCO on TAW’s well-being, also, their indirect effects thorough perceived employability (PE). Study participants were 246 TAWs employed by leading Indian IT recruitment agencies and deployed to work for various IT clients. Data were collected through validated questionnaire and analysed through structural equation modelling. Findings confirm direct effects of PCO and BCO on TAW well-being and partial mediation effects of PE. Thus, to boost TAWs’ well-being, organizations may consider developing their protean attitudes via employee engagement programmes, staff agencies through counselling to map workers values/interest with their assigned projects, TAWs workers themselves proactively participating in the challenging assignment at the client place.

무경계경력태도의 조직성과에 대한 영향력과 네트워킹 행위의 매개효과 검증

본 연구는 무경계경력태도의 조직성과에 대한 영향력과 네트워킹 행위의 매개효과를 검증하는 것이다. 무경계경력은 자신의 네트워크를 통해 지식과 정보를 추구하고, 자신의 직업적 성공과 조직성과에 기여하기 때문이다.<BR>이를 위해 본 연구는 현장연구로서 선행연구를 기초로 연구변수와 모형을 설계하고, 설정된 가설은 회귀분석과 부트스트랩 분석에 의해 검증하였다. 자료 수집을 위한 설문지는 전라북도 소재 기업의 관리직 근로자로 하였으며 편의추출방식을 활용하였다.<BR>분석결과 무경계경력은 조직성과에 긍정적인 영향을 미치고 있으며, 조직이동선호에 비해 무경계사고방식의 직무만족에 대한 영향력이 높게 나타났다. 또한 무경계 경력태도와 조직성과에서 네트워킹 행위의 매개효과가 인정되며 조직몰입에 비해 직무만족에 대한 영향력이 높게 나타났다. 따라서 본 연구의 결과는 노동시장의 유연화와 더불어 무경계 경력에 대한 중요성과 네트워킹의 역할을 제시함으로서 경력불안을 최소화하고 조직의 발전을 위한 기초자료로서 활용될 것으로 본다.

The Study on the Relationship between Boundaryless Career Attitude, Networking Behavior and Career Success

The Study on the Relationship between Boundaryless Career Attitude, Networking Behavior and Career Success

고용서비스 종사자의 진로정체성과 진로탄력성이 무경계 진로태도에 미치는 영향

본 연구는 고용서비스 종사자를 대상으로, 급격하게 변화하는 고용환경에서 지속적으로 일자리 이동과 진로변경을 선택해야만 하는 이들 종사자들의 진로정체성과 진로탄력성이 무경계 진로태도에 미치는 영향을 분석한다. 본 연구는 우선 진로정체성, 진로탄력성, 무경계 진로태도에 대한 개념화를 시도하고 측정도구를 확정하였으며, 진로탄력성의 하위요인은 변화수용성, 위험감수성, 네트워킹활용성으로 구성하였다. 본 연구의 분석 자료는 고용서비스 종사자를 대상으로 308명에 대한 설문조사를 실시하여 이들 자료를 분석하였다. 본 연구의 분석결과는 다음과 같다. 첫째, 고용서비스 종사자의 진로정체성, 진로탄력성은 무경계 진로태도에 긍정적인 영향(+)을 미치는 것으로 확인되었다. 다만, 진로정체성과 진로탄력성이 함께 투입될 경우 진로정체성은 유의미한 결과가 나타나지 않았으며, 진로탄력성은 통계적으로 매우 유의미한 영향을 미치는 것으로 검증되었다. 둘째, 진로탄력성 하위요인별 무경계 진로태도에 미치는 영향을 분석한 결과, 변화수용성과 위험감수성은 무경계 진로태도에 정(+)의 유의한 영향을 미치는 것으로 확인되었으나, 네트워킹활용성은 통계적으로 유의미한 영향을 미치지 않는 것으로 나타났다. 이상의 연구결과는 진로탄력성 신장을 위한 효과적인 개입과 프로그램 개발, 이에 기반 한 교육지원 등 다양한 대안 마련의 초석이 될 것으로 기대한다. 아울러, 일자리 이동과 진로전환 결정은 고용서비스 종사자뿐만 아니라 전반적인 근로자들도 경험하는 상황인 만큼 성인 직업인을 대상으로 진로탄력성과 진로태도 및 일자리 이동에 대한 지속적 연구가 필요하다.

Influence of Protean Career Attitude and Boundaryless Career Attitude on Job Satisfaction and Career Commitment in Daycare Teachers

Influence of Protean Career Attitude and Boundaryless Career Attitude on Job Satisfaction and Career Commitment in Daycare Teachers

Short forms of protean and boundaryless career attitudes scales in the Turkish context: validation and psychometric evaluation

This project validates the short forms of protean and boundaryless career attitude scales and assesses their psychometric properties in the Turkish context. Two studies confirmed the two-factor structure and good internal consistency. Career planning was positively related to the short forms of self-directed career management, values-driven career orientation, and boundaryless mindset subscales, indicating concurrent validity. The short forms of self-directed career management, values-driven career orientation, and boundaryless mindset subscales were positively related to proactive personality and mastery goal orientation. Results suggest that the short forms of protean and boundaryless career attitude scales are reliable and valid in the Turkish context.

Linking Protean and Boundaryless Career Attitudes to Subjective Career Success: A Serial Mediation Model

This study examines the link between protean career and boundaryless career attitudes and subjective career success. We propose that employees with protean and boundaryless career attitudes are more likely to engage in job crafting behavior, ultimately leading to career commitment and career satisfaction. Data from 321 business professionals working in France revealed that protean and boundaryless career attitudes predict subjective career success in the form of career commitment and career satisfaction through job crafting. The data also revealed a serial mediation pathway whereby protean and boundaryless career attitudes positively predicted job crafting behavior, which lead to stronger career commitment and increased career satisfaction. These results highlight the importance of job crafting behavior as an important, yet unexplored work-related phenomenon with significant organizational implications.

Researchers from Portugal have shown how different career strategies influence career development for university graduates

PurposeThe researchers wanted to compare a “traditional career attitude” (TCA), which stresses upward mobility at one company, with a “boundary-less career attitude” (BCA), which focuses on career mobilityDesign/methodology/approachTo test their hypotheses, the authors looked for recent master’s graduates from a large Portuguese university who had been working more than one year. They were students of business studies, human resources management, healthcare management, accounting, marketing and strategy. The graduates received questionnaires to fill in. A total of 131 completed them successfully, with 63% being female respondents.FindingsThe results showed a TCA had a positive effect on internal employability (IE), but no negative impact on external employability (EE). Meanwhile, the results also confirmed the negative impact on IE of a BCA, whereas there was no significant positive effect on EE.Originality/valueThe authors felt their study made a number of important contributions both to the academic community, and to increasing the employability of graduates.

Impact of Cultural Individualism and Collectivism on Protean and Boundaryless Career Attitudes and Job Satisfaction

Over the past several decades, new career theories have been developed in an attempt to explain the changing nature of work. Careers are now commonly considered to be self-driven and contingent on factors such as personal values and mobility. The purpose of this exploratory study was to examine how identification with cultural individualism and collectivism influences participants’ overall protean and boundaryless career attitudes and overall job satisfaction. The data were collected from 203 working adults in the United States. Multiple regression analyses were conducted to examine whether identification with certain cultural dimensions was predictive of levels of job satisfaction and adherence to particular career attitudes. Results indicated that several cultural variables within the individualism and collectivism constructs do have moderate predictive value in determining career attitudes and job satisfaction. The findings also supported previous research studies that sought to differentiate between the protean and boundaryless career attitudes.

무경계 경력태도가 조직몰입에 미치는 영향: 네트워킹 행동의 매개효과와 조직신뢰의 조절효과

[연구목적] 본 연구는 무경계 경력태도가 조직몰입에 어떠한 영향을 미치는지를 살펴보고자 한다. 또한 이 과정에서 네트워킹 행동의 매개효과와 조직신뢰의 조절효과를 검증하였고, 시사점을 제시하였다.BR[연구방법] 본 연구는 중국 연태시에 위치한 대․중소기업의 직원들을 대상으로 설문조사를 실시하였다. 수집된 자료를 SPSS 23.0과 AMOS 23.0을 통하여 분석하였다. 주요 분석기법으로 신뢰도 분석, 탐색적 요인분석, 확인적 요인분석, 상관관계분석, 구조방정식 분석과 위계적 회귀분석을 사용하였다.BR[연구결과] 조직이동선호와 무경계 사고방식은 조직몰입에 유의한 부정적인 영향을 미치는 것으로 검증되었다. 네트워킹 행동과 조직신뢰는 무경계 경력태도와 조직몰입 사이의 관계에서 각각 매개효과와 조절효과를 내는 것으로 검증되었다.BR[연구의 시사점] 조직 차원에서 빈번한 경력이동에 따른 불안정성에 대응하기 위하여 조직 내 풍부한 직무관계 및 직무이동의 기회를 만들어야 하고, 다차원적 경력발전의 통로를 개발해야 하며, 직원 개인의 자주적 경력발전을 위하여 기회와 도움을 제공해야 한다.