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Boundaryless Career and Career Outcomes: The Mediating Role of Individual Career Management Behaviours

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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Proactive coping as a kind of creative adaptation to a new workplace

). What do proactive people do? A longitudinal model linking proactive personality and career success. Personnel Psychology, 54, 845–874. Singer, J. D., & Willett, J. B. (2003). Applied longitudinal data analysis: Modeling change and event occurrence . New York: Oxford University Press. Stoltz, K.B., Wolff, L.A., Monroe, A.E., Mazahreh, L.G., & Farris, H.R. (2013). Adaptability in the Work Life Task: Lifestyle, Stress Coping, and Protean/Boundaryless Career Attitudes. The Journal of Individual Psychology , 69, 66-83. Super, D. & Hall, D. (1978

Open access
Temporary Employees’ Assessment of Onboarding

., Collins C., Nguyen H., 2013, Making the most of structural support: moderating influence of employees’ clarity and negative affect , Academy of Management Journal, vol. 56, is. 3, pp. 867-892. Peterson S.J., Luthans F., Avolio B.J., Walumbwa F.O., Zhang Z., 2011, Psychological Capital and Employee Performance: A Latent Growth Modeling Approach , Personnel Psychology, Vol. 64, Is. 2, pp. 427-450. Ragins B.R., Cotton J.L., Miller J.S., 2000, Marginal mentoring: the effects of type of mentor, quality of relationship, and program design on work and career

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Motivational Factors to be a Mentor in Formal Mentoring in Organisations. The Role of Intrinsic and Extrinsic Motivation in the Propensity to Mentor

). The Wiley-Blackwell Handbook of the Psychology of Coaching and Mentoring. The Wiley-Blackwell, Malden, USA. Ragins, B.R., Cotton, J.L. and Miller, J.S. (2000). Marginal Mentoring: The Effects of Type of Mentor, Quality of Relationship, and Program Design on Work and Career Attitudes. Academy of Management Journal, 43: 1177-1194, https://doi.org/10.2307/1556344 Ragins, B.R. and Kram, K.E. (eds.) (2007). The Handbook of Mentoring at Work: Theory, Research, and Practice. Thousend Oaks, CA, Sage. Ragins, B.R. and Scandura

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