Is the boundaryless career an organisational benefit, liability or irrelevance? : an investigation into boundaryless career competencies, career success and intention to leave : a thesis presented in partial fulfilment of the requirements for the degree of Master of Arts in Psychology at Massey University

This thesis asked whether contemporary organisations are faced with a paradox: are boundaryless career competencies linked to career success but also organisational turnover? Employees of a large New Zealand organisation (n= 568) were surveyed using an intranet based questionnaire. Through analysis using structural equation modelling, the best fit model showed that people who demonstrate a high level of investment in career competencies were also likely to show a high level of career success but, contrary to expectations, people who are successful in their careers are less likely to think about leaving the organisation. Therefore, contrary to boundaryless career theory, inter-organisational movement is not necessarily the goal for contemporary career actors. It may be that people stay in an organisation despite, or even because, they are investing in boundaryless career competencies. Furthermore, people who see internal opportunities for mobility are less likely to consider leaving, while people who see external opportunities for mobility will have a higher intention to leave. Hence whether people with high career success stay or go may depend on whether the organisation allows for expression of career competencies. It may be that internal opportunities trump external opportunities, or vice versa. This research is valuable in three key ways, providing: (1) the operationalisation of career competencies, tentatively shown to link to career success, for use in career management and further research (2) findings which question the key boundaryless career assumptions of mobility and the end of the organisational career (3) an interpretation of results suggesting non-significant effects of age and gender may be due to allowance for shifting priorities and context in the model. In light of these findings the Chameleon Career is suggested as an alternative metaphor to the boundaryless career, to reflect the need for the individual and the organisation to adapt to the changing environment

Professional Development: COLA 100L

The need for professional development integration into curriculum is vital for student success. Colleges and universities across the country are implementing career and professional development opportunities into classroom curriculum to better prepare students for life outside the classroom. Specialized events and focused learning opportunities help students successfully navigate through the career development process, and is exactly what students need.https://digitalscholarship.unlv.edu/btp_expo/1067/thumbnail.jp

Plateau and transition : career dynamics in a changing world of work : a thesis presented in partial fulfilment of the requirements for the degree of Master of Arts in Psychology at Massey University

This research investigated a number of hypotheses relevant to employee attitudes towards career plateau and career transition. The impact of job satisfaction, education, and the life balance orientation of individuals on career plateau and career transition, and the relationship between the two, was explored. As well as demographics, data pertaining to occupation, education, career status, career intentions, job satisfaction and life interests were examined. A self-administered questionnaire was completed by 234 managerial and supervisory employees from four major organisations. Within the study a subjectively based measure of career plateau was found to have greater explanatory power than an objectively based measure in many of the hypotheses investigated. Multiple regression analysis was utilised to explore the relationship between career plateau and career transition. Subjective career plateau contributed significantly to variability in career transition with 18% of the variance being explained. Subjective career plateau and years since last promotion, an objective measure of career plateau, were found to contribute significantly to variability in overall job satisfaction. Altogether 25% of the variance in overall job satisfaction was explained by knowing scores on these variables. Subjective career plateau contributed significantly to variability in satisfaction with promotion opportunities explaining 51% of that variance. Whilst overall job satisfaction was significant in its relationship with career transition, satisfaction with promotion opportunities was not significant due to a suppression effect. In this relationship 58% of the variance in career transition was explained by overall job satisfaction. Overall job satisfaction was found to not moderate on the relationship between career plateau and career transition or on the relationship between life balance orientation and career transition. A significant moderating effect of satisfaction with promotion opportunities was found on the relationship between career plateau and career transition with 27% of the variance being explained A t test analysis indicated that career plateaued individuals were not more likely to be involved in current education nor were they more likely to state an intention to pursue further education. Univariate analysis indicated that whilst lower levels of education were associated with longer job tenures this association was not strong. Multivariate analysis revealed a significant moderating effect of education attained on the relationship between career plateau and career transition with 31% of the variance being explained. The limitations of the study are discussed. Primary amongst these are the difficulties imposed by the cross-sectional design

Careering through the Web: the potential of Web 2.0 and 3.0 technologies for career development and career support services

This paper examines the environment that the web provides for career exploration. Career practitioners have long seen value in engaging in technology and the opportunities offered by the internet, and this interest continues. However, this paper suggests that the online environment for career exploration is far broader than that provided by public-sector careers services. In addition to these services, there is a wide range of other players including private-sector career consultants, employers, recruitment companies and learning providers who are all contributing to a potentially rich career exploration environment.UKCE