Being unemployed in the boundaryless career era: Does psychological mobility pay off?

Vansteenkiste, Sarah; Verbruggen, Marijke; Sels, Luc

doi:10.1016/j.jvb.2012.11.007

Cited by 22 publications

(28 citation statements)

References 42 publications

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“…In this study, we do not investigate the second dimension of boundaryless career, that is psychological mobility, since it only captures the individual perception or belief about the capacity to move across boundaries and it does not imply an actual shift toward new job opportunities (Briscoe et al, 2006 ; Sullivan and Arthur, 2006 ). Indeed, as recently demonstrated by Vansteenkiste et al ( 2013 ), the willingness to envision a variety of career options does not necessarily enhance a jobseeker's search success. Moreover, this subjective dimension of boundaryless career may be stimulated by self-reflection and awareness about the personal resources that individuals perceive to possess, that are only one component of emotional competencies.…”

Section: Theoretical Background and Research Hypothesesmentioning

confidence: 93%

Boundaryless career and career success: the impact of emotional and social competencies

2015

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Even though, over the last two decades, the boundaryless career concept has stimulated a wide theoretical debate, scholars have recently claimed that research on the competencies that are necessary for managing a cross-boundary career is still incomplete. Similarly, the literature on emotional and social competencies has demonstrated how they predict work performance across industries and jobs but has neglected their influence in explaining the individual's mobility across boundaries and their impact on career success. This study aims to fill these gaps by examining the effects of emotional and social competencies on boundaryless career and on objective career success. By analyzing a sample of 142 managers over a period of 8 years, we found evidence that emotional competencies positively influence the propensity of an individual to undertake physical career mobility and that career advancements are related to the possession of social competencies and depend on the adoption of boundaryless career paths. This study also provides a contribution in terms of the evaluation of the emotional and social competencies demonstrated by an individual and of the operationalization of the measurement of boundaryless career paths, considering three facets of the physical mobility construct (organizational, industrial, and geographical boundaries).

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Section: Theoretical Background and Research Hypothesesmentioning

confidence: 93%

Boundaryless career and career success: the impact of emotional and social competencies

2015

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“…In contrast, those who follow their own values when making career choices (i.e., values-driven) are less likely to exhibit these outcomes (Briscoe & Finkelstein, 2009;Ç akmak-Otluoglu, 2012). Workers with a boundaryless mindset, who prefer psychological mobility, are neither particularly attached to nor detached from their organizations (Ç akmak-Otluoglu, 2012); however, they tend to view themselves as valuable to the external labor market, are more likely to engage in job search, and are more likely to be satisfied with their jobs and careers (Briscoe et al, 2012;McArdle, Waters, Briscoe, & Hall, 2007;Vansteenkiste, Verbruggen, & Sels, 2013;Verbruggen, 2012). Those with a preference for organizational mobility (i.e., physical boundarylessness), on the other hand, are expected to feel less attached to their organizations (i.e., organizational commitment) and are more likely to be dissatisfied with their jobs and careers (Briscoe & Finkelstein, 2009;Ç akmak-Otluoglu, 2012;O'Shea et al, 2014;Verbruggen, 2012).…”

Section: Work and Career Outcomesmentioning

confidence: 99%

Developing and Validating Short Form Protean and Boundaryless Career Attitudes Scales

Porter

Woo

Tak

2015

Journal of Career Assessment

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The Protean and Boundaryless Career Attitudes scales developed by Briscoe and colleagues have facilitated research on career attitudes and mindsets, but they are unnecessarily lengthy and somewhat redundant in their content. To address these concerns, this article presents three studies that develop and validate short forms of the Protean and Boundaryless Career Attitudes scales (i.e., PCA-SF and BCA-SF). Study findings suggest that the PCA-SF and BCA-SF provide a more efficient assessment of the protean and boundaryless career attitudes constructs than the fulllength measures and exhibit partial measurement equivalence across U.S. and Korean populations.

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“…Hence, by expanding this technique to a SEM model, we show how to account for underlying relationships between variables as is typically modelled in job search research (e.g. Coté, Saks & Zikic, 2006;Crossley & Stanton, 2005;Saks & Ashforth, 2002;Van Hooft et al, 2004;Vansteenkiste, Verbruggen & Sels, 2013;Zikic & Klehe, 2006).…”

Section: Accepted Manuscriptmentioning

confidence: 99%

Why are unemployed aged fifty and over less likely to find a job? A decomposition analysis

Vansteenkiste

Deschacht

Sels

2015

Journal of Vocational Behavior

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Being unemployed in the boundaryless career era: Does psychological mobility pay off?

Cited by 22 publications

References 42 publications

Boundaryless career and career success: the impact of emotional and social competencies

Boundaryless career and career success: the impact of emotional and social competencies

Developing and Validating Short Form Protean and Boundaryless Career Attitudes Scales

Why are unemployed aged fifty and over less likely to find a job? A decomposition analysis

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