Predictors of success in the era of the boundaryless career

Abstract

SummaryThe present study examines three classes of career competencies proposed as important predictors of success in the boundaryless career. Three criteria of career success were examined: perceived career satisfaction, perceived internal marketability, and perceived external marketability. Using data from 458 alumni from a large southeastern university, predictions were tested using partial correlations and dominance analysis. The results found support for the importance of 'knowing why,' 'knowing whom,' and 'knowing how' as suggested by previous theoretical work. The findings are discussed in reference to future research and theorizing on the boundaryless career.

Career Success Factors of Women in the Public Sector: An Empirical Analysis of the Korean Central Government

“…failed to find a significant relationship between openness and career success (number of promotions and career satisfaction). Eby et al (2003) found significant effects only between openness and perceived career success. One explanation is that the subjects of this study differed from those in previous research.…”

The career resources model: an integrative framework for career counsellors

“…For example, personality characteristics are included in some conceptualizations of employability, career capital, and career motivation (Eby, et al, 2003;Fugate, et al, 2004;Inkson & Arthur, 2001;London, 1983;Rothwell & Arnold, 2007;Van Der Heijde & Van Der Heijden, 2006) but not in others such as protean and boundaryless career orientations, career adaptability, or career self-management (Briscoe & Hall, 2006;Hall, 2004;Kuijpers & Scheerens, 2006;Noe, 1996;Savickas, 2005;Stickland, 1996). The same is true of social and human capital, which are considered an integral part of career competencies and career capital (Eby et al 2003, Inkson & Arthur, 2001, and some definitions of employability (Fugate, et al, 2004;Rothwell & Arnold, 2007;Van Der Heijde & Van Der Heijden, 2006), but not protean and boundaryless career orientations, career motivation, or career adaptability (Briscoe & Hall, 2006;Hall, 2004;London, 1983;London & Noe, 1997;Savickas, 2005;Sullivan & Arthur, 2006). Second, the concepts overlap but also differ remarkably in terms of what they define as core constructs of SDCM and its antecedents or consequences.…”

“…Second, the concepts overlap but also differ remarkably in terms of what they define as core constructs of SDCM and its antecedents or consequences. For example, personality characteristics are treated as integral parts of the concepts in some instances, for example, as part of career competencies and career capital (Eby, et al, 2003;Inkson & Arthur, 2001), employability (Fugate et al, 2004;Rothwell & Arnold, 2007;Van Der Heijde & Van Der Heijden, 2006), or career motivation (London, 1983). For others, personality dispositions are treated as antecedents, for example, for protean and boundaryless career orientations (Hall, 2004;Sullivan & Arthur, 2006), career adaptability (Morrison & Hall, 2002;Savickas, 1997), or career self-management (King, 2004;Kossek, et al, 1998;Raabe, et al, 2007).…”

“…Some models propose very generic components, which by themselves are a combination of attitudes, personality characteristics, and behaviors. For example, the "knowing why" of career competencies and career capital encompasses such diverse aspects as (a) proactive personality, openness to experience, or energy referring to general personality characteristics; (b) self-knowledge, career insight, and sense of purpose in reference to attitudinal components; and (c) career exploration, referring to behavioral components (Eby, et al, 2003;Inkson & Arthur, 2001). Other models focus on very specific aspects and propose, for example, single behaviors that together would constitute an overarching concept (e.g., career self-management, King, 2004;Noe, 1996).…”

“…There are a number of different competencies proposed in the literature, but many identify three basic competencies or "ways of knowing": knowing how (careerrelevant skills and job-related knowledge), knowing why (motivation, personal meaning, and identification) and knowing whom (career-related networks and contacts). Eby, Butts, and Lockwood (2003) proposed that these competencies predict career success in a career world without boundaries, Inkson and Arthur (2001) referred to them as career capital necessary for career success, Forrier and Sels (2003) spoke of them in terms of movement capital, which influences the chances of mobility in the labour market, and Parker, Khapova, and Arthur (2009) based their intelligent career framework upon them. Providing a different perspective, Kuijpers and Scheerens (2006) theoretically identified four career competencies: career reflection, work exploration, career control, and self-presentation.…”