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

Abstract

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 fl exible 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 fi ndings help us understand better the psychological mobility attitude which has been examined less in the literature.

Choose to be Optimistic, it Feels Better! The Role of Career Decision-making Self-efficacy on the Relationship between Boundaryless Career Orientation and Career Optimism

“…In line with the argument that career orientation is associated with positive outcomes, there is concrete evidence that boundaryless career orientation is also related to the positive outcomes of similar nature like career satisfaction (Culié et al, 2014) and job satisfaction (Rodrigues et al, 2015). Nikandrou and Galanaki (2016) argued that a boundaryless career has a relationship with career outcomes. They further explained that individuals carrying such an attitude keep themselves engaged in behaviours that trigger positive outcomes related to careers.…”

“…Nikandrou and Galanaki (2016) argued that a boundaryless career has a relationship with career outcomes. They further explained that individuals carrying such an attitude keep themselves engaged in behaviours that trigger positive outcomes related to careers.…”

Torn between individual aspirations and the family legacy – individual career development in family firms

“…King, 2001King, , 2004Smale et al, 2019). Nikandrou and Galanaki (2016) emphasize that individual career management involves deliberate choices. In a process of career planning, where individuals identify what they desire for their careers, they estimate their strengths and weaknesses in relation to their objectives and consciously determine the path and choices needed to achieve the desired goals (Orpen, 1994).…”

“…Traditionally, it had been common to work for the same employer for many years, but nowadays such long-term employment has become more of an exception, i.a. due to socio-economic changes and individual perceptions of the role of work enhancing job mobility (King, 2004; Nikandrou and Galanaki, 2016). The emerging dynamic, boundaryless career setting demands more self-directed career planning (e.g.…”

Strategic career behaviours among hybrid workers: testing a general European model

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