The Boundaryless Career: A New Employment Principle for a New Organizational Era.

Lichtenstein, Benyamin; Hartwell, Jennifer K.; Olson, Naomi; Arthur, Michael B.; Rousseau, Denise M.

doi:10.2307/2393691

Cited by 42 publications

(3 citation statements)

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“…Organizations play a key role in shaping career paths in traditional organizations as they are responsible for training and promotion, as well as managing the talent pipeline. Recent work on the boundaryless career perspective suggests that workers can take greater initiative over their own career development, including competency development (Forrier et al, 2009;Miles & Snow, 1996).…”

Section: Careermentioning

confidence: 99%

Gig work and gig workers: An integrative review and agenda for future research

Wu,

Huang

2024

J Organ Behavior

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SummaryGig workers have become an important component of the contemporary workforce and have generated extensive interest among researchers. The purpose of this article is to provide an integrative review of the literature on gig workers. Consistent with the more recent studies, we adopt a broad definition of gig work, which is characterized by the temporary nature of the work, project‐based compensation, work flexibility, and non‐membership in an organization. We first discuss the major themes in the literature based on an input–process–output framework. Specifically, we review what factors drive individuals to engage in gig work, how gig work impacts gig workers based on four theoretical approaches, and what outcomes individuals experience as a result of engaging in gig work. Based on the literature review, we highlight six future research agendas. We also discuss practical implications for gig workers, traditional organizations, digital labor platforms, and society.

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Section: Careermentioning

confidence: 99%

Gig work and gig workers: An integrative review and agenda for future research

Wu,

Huang

2024

J Organ Behavior

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“…A career without limitations represents a concept of development according to which employees are flexible in taking new roles in their organizations or shifting from one organization to another which belongs to the same industry (Arthur & Rousseau, 1996a;Sullivan, 1999). An individual's career has become a complex, dynamic, and open concept in which people manage their own development by maintaining and promoting their own market values (Savickas, 2002).…”

Section: Career Developmentmentioning

confidence: 99%

Effects of Sociodemographic Characteristics and Personality Traits on Career Development

Katić

Ivanišević

Grubić-Nešić

et al. 2017

Int J Aging Hum Dev

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The aim of this study was to identify which employees' sociodemographic characteristics and personality traits affected their career development. The research was conducted on a sample of 462 employees, aged between 30 and 55. The final analysis of covariance model included only characteristics which had previously been identified as having significant effect and relations with career development: gender, age, education level, years of work experience with the current employer, total years of work experience, financial status, and all Big Five traits. It was determined that the following characteristics had a significant effect on career development: gender, years of work experience with the current employer, and financial status, from the set of sociodemographic characteristics, as well as Conscientiousness, from the personality traits. Sociodemographic characteristics and personality traits, especially Conscientiousness, represent significant determinants in career development.

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“…Uma terceira diferença é a falta de um plano de carreira estruturado. As organizações e as profissões liberais fornecem alguma orientação sobre o que se espera da progressão da carreira do indivíduo, seja por meio de referências ou planos personalizados (Tolbert, 1996). Como os trabalhos nas plataformas digitais são recentes, ainda não é possível entender se e como os indivíduos podem viver de dessa maneira.…”

Section: A Natureza Do Trabalho Gigunclassified

As Âncoras De Carreira Dos Trabalhadores Da Gig Economy

DE MOURA CORTES COUTINHO

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Mudanças nas últimas décadas no contexto do trabalho levaram ao delineamento de novos modelos de carreira que não são mais ancorados nas organizações, mas no próprio trabalhador. As organizações e funcionários se tornaram menos dependentes e comprometidos um com os outros. Um dos arranjos alternativos de trabalho, que surgiram e cresceram nesse cenário, foi a Gig Economy, caracterizada por relações de trabalho intermediadas por plataformas, temporárias e sob contrato. A recente ascensão, impacto no mercado de trabalho, novas características, experiências e habilidades de trabalho da Gig Economy evidenciam a importância de se entender as orientações profissionais desses trabalhadores. Partindo do entendimento de que essas mudanças no contexto do trabalho tendem a se intensificar, nos próximos anos, o objetivo deste trabalho foi identificar as principais âncoras de carreira dos profissionais da Gig Economy.Para isso, foi aplicado o inventário de Schein (1996) a 211 trabalhadores "Gig" das categorias de transporte por aplicativo, entregas por aplicativo, guia turístico e redator/designer, a fim de identificar as suas motivações, habilidades e valores de trabalho. As duas âncoras predominantes encontradas foram "Estilo de vida" e "Competência Técnico-Funcional", enquanto a âncora menos predominante foi "Competência Gerencial".

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The Boundaryless Career: A New Employment Principle for a New Organizational Era.

Cited by 42 publications

References 0 publications

Gig work and gig workers: An integrative review and agenda for future research

Gig work and gig workers: An integrative review and agenda for future research

Effects of Sociodemographic Characteristics and Personality Traits on Career Development

As Âncoras De Carreira Dos Trabalhadores Da Gig Economy

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