Abstract:The concept of boundaryless careers characterizes emerging career patterns that are less dependent on traditional organizational career management. Based on an evidence-based review of literature on the relationship between career boundarylessness and career success published from 1994 to 2018, we found that boundaryless careers have mixed effects on the various indictors of career success, and these effects depend on the operationalization of career boundarylessness, the motives (voluntary vs. involuntary), c… Show more
“…In his proposal for boundaryless career, Arthur (2008) had already foreseen the need for mobility as a prerequisite for survival in certain organizations. The development of mobility meets the demands of global careers (Baruch, 2015; Guan, Arthur, Khapova, Hall, & Lord, 2019). Therefore, I7's desire for mobility reflects a learned capacity to act in other settings valued by the current market and, thus, contributes toward her career sustainability.I would say that mobility in and of itself isn't a problem today.…”
This study investigates how volunteer tourism's critical events can elicit reflections about participant's careers and lead to personal/professional. Content analysis of qualitative data obtained from semistructured interviews with 20 Brazilian volunteers suggests that adverse conditions of the destination, unusual situations faced during the program, and culture shock experienced at the host community, triggered transformative learning processes involving changes in social‐linguistic, psychological, and moral‐ethical perspectives, often interwoven. Research also suggests that volunteer tourism contributes to the practitioner's career sustainability and employability, as well as to careers re‐evaluations resulting from new behaviors and worldviews developed during their experience.
“…In his proposal for boundaryless career, Arthur (2008) had already foreseen the need for mobility as a prerequisite for survival in certain organizations. The development of mobility meets the demands of global careers (Baruch, 2015; Guan, Arthur, Khapova, Hall, & Lord, 2019). Therefore, I7's desire for mobility reflects a learned capacity to act in other settings valued by the current market and, thus, contributes toward her career sustainability.I would say that mobility in and of itself isn't a problem today.…”
This study investigates how volunteer tourism's critical events can elicit reflections about participant's careers and lead to personal/professional. Content analysis of qualitative data obtained from semistructured interviews with 20 Brazilian volunteers suggests that adverse conditions of the destination, unusual situations faced during the program, and culture shock experienced at the host community, triggered transformative learning processes involving changes in social‐linguistic, psychological, and moral‐ethical perspectives, often interwoven. Research also suggests that volunteer tourism contributes to the practitioner's career sustainability and employability, as well as to careers re‐evaluations resulting from new behaviors and worldviews developed during their experience.
“…This was unavailable as an option in the past in China. The finding adds support for the moderating role of structural constraints (Guan et al, 2019) to the realization of boundaryless careers. It adds empirical support to the career ecosystem theory, bringing together the combined role of individuals' motives and authorities' interests to career decisions in an interactive system, where multiple actors are interdependent (Baruch, 2015;Baruch and Rousseau, 2019).…”
This article explores the role of cities’ institutional capital in the context of massive waves of migration from rural regions to cities in China. We examine reasons for and consequences of the accelerated urbanization process from both social and individual points of view. Based on surveys using a database of 8113 Chinese people, we identify and analyse factors that influence career success according to their migration status, comparing those who have migrated from rural to urban areas with those who have not moved. We also identify the role of an individual’s migration status and the role of a city’s institutional capital as moderators of the relationships between human, social capital and career success. We find that human, social and institutional capital, both individually and interactively play important roles in career success. The article offers an original contribution to career theory, in particular by incorporating migration status as a novel factor, and by determining the role of a city’s institutional capital in the process. With these overwhelming structural changes in populations, it may also inform internal migration policy and its implementation.
“…Accordingly, studies of job satisfaction and subjective career success, measuring workers' perceptions of their career success in affect-based research (focused on feelings and emotional responses to career success) or cognitivebased research (perceptions of whether their career is advancing as they would like) have become more common than studies of objective career success, such as salary or seniority, according to a meta-analysis by Ng and Feldman (2014). Guan, Arthur, Khapova, Hall, and Lord (2018) note that satisfaction rates for those in boundaryless careers are likely to differ depending on whether the lack of boundaries is voluntary, and whether the subject has a preference to work across organisational boundaries or to move between employers.…”
This article reports results of a survey of government-accredited Irish language translators. The survey addresses a particular cohort of minority language translators in a particular linguistic context, where institutional demand for translation is growing. The survey may also be a useful basis for further work on translator job satisfaction. Participants in this survey were passionate about translation and about the Irish language, but conditions of employment clearly affected their concerns and perspectives regarding their profession. All translators report a strong sense of pride in their work, but freelance participants' perceptions of purpose and fairness in work, payment, colleagues, and job security compare poorly to those of their full-time public service colleagues. Freelancers report that they struggle to work together in the face of falling rates, with some accepting low-paying jobs that are against their own and their colleagues' best interests. Many of the freelance participants feel threatened by technology, the potential for machine translation to replace human translators, and their powerlessness regarding translations being repurposed for machine translation training. Responses show a fear of falling translation quality, a lack of translation talent, and the lack of an audience for translation. Participants tend to be negative about domestic Irish language policy but see policy at the EU-level to be beneficial, with forthcoming changes presenting an opportunity for skilled translators.
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