New directions for boundaryless careers: Agency and interdependence in a changing world

Abstract

SummaryThis paper reconnects to the intellectual climate from which the formulation of the boundaryless career perspective emerged in the 1990s. Based on 17 years of cumulative research, we develop the case for extending beyond a primary focus on boundaryless careers as forms (e.g., contractor or global itinerant). We argue that opportunities for further theory development in this field can emerge from addressing some of its fundamental debates, and developing a more systematic understanding of career agency. In this respect, we see promise in research that develops our understanding of interdependent notions of career agency. To guide further research, the paper identifies six features of agency related to individual variation, social referencing, practice, outcomes, contexts, and learning. We propose that each of these illustrates contrasting assumptions about independent and interdependent views of the career. We discuss how the other papers of this special issue inform our understanding of these six features and identify promising directions for further research. We conclude that the future relevance of the boundaryless career perspective will depend on its openness to the challenges of careers within the inherently dynamic, uncertain, and complex arena of an interdependent global society.

Employees' satisfaction with retention factors: Exploring the role of career adaptability

“…People's careers are contextually specific and socially embedded (Dany, 2014) and influenced by their perceptions and feelings of career success and satisfaction (Fleisher et al, 2014). Research highlights the interdependency between individuals and organizations (Fleisher et al, 2014;Tams and Arthur, 2010) and that organizational business needs for success are achieved through addressing employees' career satisfaction and by balancing business needs with employees' career goals (Fleisher et al, 2014;Lips-Wiersma & Hall, 2007). In this regard, retention research often focuses on the organizational factors and practices that relate to employees' job satisfaction, commitment and engagement (Döckel, 2003;Lumley et al, 2011;Van Dyk & Coetzee, 2012).…”

Projeto e Metamorfose: Contribuições de Gilberto Velho para os Estudos sobre Carreiras

“…A compreensão das realidades sociais por meio da relação entre indivíduo e coletividade contribui para o rompimento da noção estanque, por vezes utilizada nas Ciências Sociais, a saber a de agente e estrutura (Chudzikowski & Mayrhofer, 2011;Mitra, 2015;Svejenova, Vives, & Alvarez, 2010;Tams & Arthur, 2010). O entendimento fixo e separado entre agente e estrutura representa, historicamente, um dos grandes desafios de articulação nas discussões de carreira, já que a complexidade que a prática apresenta raramente é contemplada nos modelos monolíticos apresentados (Chudzikowski & Mayrhofer, 2011); permanece, também o desafio de uma proposta que contemple a relação de interdependência mútua.…”

Using narratives to understand the motivational factors and experience of being a self-initiated academic expatriate in South Africa

“…The major difference between SiEs and traditional expatriates is the initiative to move (Andresen, Al Ariss & Walther, 2012;Selmer & Lauring, 2012;Suutari & Brewster, 2000). Accordingly, SiEs are viewed as those individuals choosing to pursue international careers on their own initiative (Cao, Hirschi &Hall, 2002;Inkson, Gunz, Ganesh & Roper, 2012;Tams & Arthur, 2010). Such career paths are characterised by mobility across different locations.…”