The Impact of Career Boundarylessness on Subjective Career Success: A Contingency Approach

Dr. Sidika Nihal Colakoglu February 15, 2007 Norfolk State University

Overview

Background of the Study Gaps in Prior Research Objectives of the Study Research Model Definitions of the Studys Constructs Research Hypotheses Research Design and Methodology Results Additional Analyses Discussion Conclusions Limitations Contributions of the Study Implications Suggestions for Future Research
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Background and Impetus for the Study

Emergence of New Economy (global competition,

technological advances, shorter product cycles)

Changes in organizational structures (leaner, flatter

organizations), processes, and human resources practices (increased use of part-time and temporary employees)
Increased rate of job loss resulting from downsizing,

restructuring, mergers, and acquisitions

Increased job mobility and decreased job stability
Diminished sense of job security
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Background and Impetus for the Study

Changes in psychological contracts from relational

to transactional
A move from organization-driven careers to

individual-driven careers (career agency)

Heightened importance of subjective career Declining number of individuals pursuing a

traditional, organizational career

Emergence of boundaryless careers with

unpredictable, discontinuous, disorderly paths

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Gaps in Prior Research

Lack of empirical research testing previously offered

theoretical assertions regarding the consequences of experiencing a boundaryless career.

Primary focus on consequences of boundaryless

careers for macro level constituencies such as organizations, occupational groups, or society.
Lack of a theoretical model explaining how and why

experiencing a boundaryless career influences subjective career success.

Gaps in Prior Research

Lack of research identifying and examining

conditions under which ones boundaryless career experience has positive or negative consequences for his/her career success.
Lack of a comprehensive and continuous measure of

career boundarylessness.

Objectives of the study

Develop and test a contingency model that examines

the impact of career boundarylessness on subjective career success. Identify and examine factors that explain the relationship between career boundarylessness and subjective career success. Identify and examine factors that moderate the relationship between career boundarylessness and subjective career success. Offer a comprehensive and continuous measure of career boundarylessness.

Is Career Boundarylessness a Boon or Bane?

The Positive Link

The Enactment Perspective (Arthur & Rousseau, 1996; Weick, 1996) Strong vs. Weak Situations Argument (Mischel, 1977; Weick, 1996)

The Negative Link

The Stress Perspective (Arthur, Inkson, & Pringle, 1999; Mirvis & Hall, 1996; Sullivan, 1999)

The Research Model

Career Competencies - Knowing-why - Knowing-how - Knowing-whom Career Autonomy
Subjective Career Success

Career Boundarylessness Career Insecurity

The Positive Link

Career Competencies - Knowing-why - Knowing-how - Knowing-whom

H1b
Career Boundarylessness

H1a

Career Autonomy

H1c

Subjective Career Success

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The Negative Link

Career Competencies - Knowing-why - Knowing-how - Knowing-whom

H2b
Career Boundarylessness

H2a

Career Insecurity

H2c

Subjective Career Success

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Traditional Career vs. Boundaryless Career

Traditional Careers Life-time, permanent, fulltime employment in one or two organizations Job Stability Intra-organizational mobility: upward, orderly, and continuous moves.

Career Outcomes

Years

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Traditional Career vs. Boundaryless Career

Frequent mobility across: Organizations, jobs, occupations, geographical locations, and/or industries Different employment forms (part-time vs. full-time, temporary vs. permanent, organizational vs. self-employment) Inter-organizational mobility with discontinuous, disorderly, and multi-directional moves

Career outcomes

Boundaryless Career

Years/Jobs
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Boundaryless Career
A career that crosses multiple boundaries in a non-linear manner

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Independent Variable
Career Boundarylessness (CB)(1)
The extent to which a persons work-related experiences cross multiple boundaries in a non-linear manner (Arthur & Rousseau, 1996;
Arthur et al., 1999; Mirvis & Hall, 1996).

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Independent Variable Career Boundarylessness (2)

Prerequisite: Inter-organizational mobility

Mobility characteristics:
1. Frequency (how often boundaries crossed) 2. Type (what types of boundaries crossed e.g.,
occupational, industrial, geographical, and/or employment formspart-time/full time; temporary/permanent; organizational/self employment )

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Independent Variable Career Boundarylessness (3)

3. Non-linearity (the extent of deviance
from an orderly, continuous, upward career mobility)

Direction of moves (upward, lateral, or downward in terms of objective career outcomes)

Discontinuity of moves (employment gaps)

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Mediators Career Autonomy (CA)

The extent to which individuals perceive the freedom and discretion to determine and influence the pacing, shape, and direction of their careers (Ito & Brotheridge,
200; Tetrick & Larocco, 1987: Ashforth, 1989).

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Mediators Career Insecurity (CIS)

The sense of powerlessness to maintain desired employability in ones career (Greenhalgh & Rosenblatt,
1984; Kanter, 1989). Perceived threat to the continuity of ones employability Perceived threat to the quality of subsequent employment

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Moderators Career Competencies: Knowing-why

The extent to which an individual understands his or her motives, needs, abilities, interests, aspirations, and values as they relate to work and life experiences (Arthur et al, 1999; DeFillippi &
Arthur 1994, 1996; Hall, 2002).

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Moderators Career Competencies: Knowing-how

The extent to which one develops a portfolio of work-related skills, knowledge, and understanding that are transferable to other employment settings (e.g., companies, occupations, or industries) (Arthur et al, 1999; DeFillippi & Arthur 1994, 1996).

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Moderators
Career Competencies: Knowing-whom
The extent to which one develops a wide network of relationships that can provide information, influence, guidance, and support to the individual (Arthur et al, 1999; DeFillippi & Arthur 1994, 1996).

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Dependent Variable Subjective Career Success (SCS)

SCS: An persons feelings of accomplishment and satisfaction with his/her career (Judge, Cable, Boudreau, & Bretz, 1995).
Indicator of SCS -- Career Satisfaction: A persons positive emotional state resulting from a personal evaluation of his or her career or career experience
(Locke, 1976; Callanan, 1989).
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Hypothesized Relationships The Positive Link

H1a: There is a positive relationship between career boundarylessness and career autonomy.

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Hypothesized Relationships The Positive Link

H1b: The relationship between career

boundarylessness and career autonomy is moderated by career competencies. The positive relationship between career boundarylessness and career autonomy is stronger for individuals with high career competencies than individuals with low career competencies.

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Hypothesized Relationships The Positive Link

H1c: There is a positive relationship

between career autonomy and subjective career success.

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Hypothesized Relationships The Negative Link

H2a: There is a positive relationship between career boundarylessness and career insecurity.

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Hypothesized Relationships The Negative Link

H2b: The relationship between career

boundarylessness and career insecurity is moderated by career competencies. The positive relationship between career boundarylessness and career insecurity is stronger for individuals with low career competencies than individuals with high career competencies

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Hypothesized Relationships The Negative Link

H2c: There is a negative relationship

between career insecurity and subjective career success.

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Research Design & Methodology

Cross-sectional and correlational design Data collection Procedure

Pre-test (paper-pencil survey) N=6 Pilot study (web-based survey) N=15 Primary study (web-based survey) N=201 (5%) response rate) Sample Drexel E-MBA Alumni (All Cohorts); MBA

Alumni (cohorts from 1985 to 2004) and Current EMBA students.

Criteria for selection of respondents Currently working individuals.

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Measurement of Variables Career Boundarylessness (CB)

Career Boundarylessness (CB) Anchors:

0 CB = A career spent in one organization High CB = A career which is crossing frequent, multiple boundaries in a non-linear manner.

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Career Boundarylessness (CB): Dimensions

Frequency = Org Number 1
Direction = Downward & Lateral Moves Type = (Occupation changes)+ (industry changes)+ (location changes)+
(self-employments)+ (employment status)

Discontinuity

Number of Breaks Number of Months one had no paid employment

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Measurement of Variables Career Boundarylessness- Career History Grid

First Organization
Moving to this org. was a promotion, lateral or downward move With this move I changed my occupation With this move I changed my industry With this move I relocated I started as a I started as a I own(ed) This organization

Not Applicable
Before moving to this org. I took a career break

Not Applicable
Number of years in this org.

Not Applicable
Number of promotions in this org.

Yes No Number of Lateral moves in this org. None 1-3 4-6 7-10 More than 10

Full-time e. Part-time e. Number of downward moves in this org. None 1-3 4-6 7-10 More than 10

Permanent e. Temporary e. Number of relocations moves in this org. None 1-3 4-6 7-10 More than 10

Yes No My leaving this organization was

No Yes, it lasted -----months.

------years

None 1-3 4-6 7-10 More than 10

Voluntary Involuntary Still work/c. job Still work/with cur. job 33

Measurement of Variables Career Boundarylessness- Career History Grid

Next Org.
Moving to this org. was With this move I changed my occupation Yes No With this move I changed my industry Yes No With this move I relocated With this move I changed my emp. from With this move I changed my emp. from Perm. to temp Temp. to perm. Remain perm. Remain temp. Number of relocations moves in this org. None 1-3 4-6 7-10 More than 10 I own(ed) This organization

Promotion Lateral Move Downward Move

Yes No

Full to Part-time Part to Fulltime. Remain Fullt Remain partt Number of downward moves in this org. None 1-3 4-6 7-10 More than 10

Yes No

Before moving to this org. I took a career break

Number of years in this org.

Number of promotions in this org.

Number of Lateral moves in this org. None 1-3 4-6 7-10 More than 10

My leaving this organization was

No Yes, it lasted -----months.

------years

None 1-3 4-6 7-10 More than 10

Voluntary Involuntary Still work/c. job Still work/with cur. job 34

Career Boundarylessness (CB): Composite Score

Move Inter-org Mobility Direction Change Occupat ion Change Industry Change Location Change Selfemp. Emp. Status Change Number Of breaks CB Score

org1 > org2

Promotion = 0 Lateral =1 Downward =1 Promotion = 0 Lateral =1 Downward =1

Yes=1

Yes=1

Yes=1

Yes=1

Full-perm=0 Full-temp=1 Part-perm=1 Part-temp=1 Full-perm=0 Full-temp=1 Part-perm=1 Part-temp=1

Yes=1

Move 1 Max CB Score = 8 Move 2 Max CB Score = 6

org2> org3

Yes=1

Yes=1

Yes=1

Yes=1

Yes=1

Total CB Score = CB Move 1 + CB Move 2 Total CB Score = 14

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Measurement of Variables Mediators

Variable Name Career Autonomy No. of items 11 Source A combination of newly developed and modified items (Ito & Brotheridge, 2001; Tetrick & Larocco, 1987; Ashforth, 1989) Newly Developed Cronbachs Alpha .92

Career Insecurity

.90

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Measurement of Variables Moderators

Variable Name
Knowing-why competencies Knowing-how competencies Knowing-whom competencies Knowing-whom/out competencies

No. of items
8 6 11

Source
Modified from Callanan (1989) New items & Adopted from Eby, Butts, & Lockwood (2003) New Items & Adopted from Eby, Butts, Lockwood & (2003)

Cronbachs Alpha
.75 .87 .89

New items & Adopted from Eby, Butts, & Lockwood (2003)

.89

Knowing-whom/in Competencies

New Items & Adopted from Eby, Butts, Lockwood & (2003)

.89

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Measurement of Variables
Control variables

Career Tenure

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Data Analysis
Tests of Reliability and Validity

Explanatory Factor Analyses--Cronbachs Alpha Structural Equation Modeling (SEM): Confirmatory Factor Analyses Descriptive Statistics Measure of Central Tendency, Correlations Tests of Hypotheses SEM: Path Analysis Multi-group Analyses

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CFA Results
Model Full CFA Model Chi-SQ DF GFI AGFI IFI CFI RMSEA

947.3

464

.78

.75

.88

.87

.07

Note: Because of a small sample size (N=201), full CFA model provided a rather poor fit to the data. For this reason, instead of a latent-variable model, an observed-variable model is preferred to be used in the subsequent analyses.

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The SEM Model

Direction Frequency Occupation Change Industry Change Location Change Employment Status Self Employment Number of Breaks Duration of Breaks 41 Career Insecurity Career Boundarylessness Subjective Career Success Career Autonomy

The SEM Results

.71** Direction .95** Frequency Occupation Change Industry Change Location Change Employment Status .58** .69** .14* .74** .52** -.08ns Career Insecurity Career Boundarylessness .23* Subjective Career Success Career Autonomy .55** R1

-.09ns

R2

* p <.05 ** p <.001 Chi-Square = 41.9; df = 25; GFI = .96; Adj-GFI =.93; IFI = .97; CFI =.97; RMSEA =.06

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The SEM Results--Summary

Career Autonomy
Subjective Career Success

Career Boundarylessness Career Insecurity

------- Not significant ____ Significant

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The SEM Results Summary: Direct Relationships

From To Standardized Regression Coefficient .14 * Hypothesis

Career Boundarylessness (CB) Career Boundarylessness (CB)

Career Autonomy (CA)

H1a: Supported

Career Insecurity (CIS)

-.08 (NS)

H2a: Not Supported

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Testing Moderator Relationships

Multi-group Analysis Step 1: Full model fit assessment Step 2: Creating groups with a mean split Step 3: Obtaining pooled model Chi-square score and the degrees of freedom Step 4: Applying equality constraints to group models Step 5: Obtaining constrained model Chi-square score and the degrees of freedom Step 6: Checking for Chi-square difference significance to detect any group differences Step 7: If Chi-square difference is significant between pooled and constrained models, identifying individual paths that are significantly different between the groups.
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The SEM Results Summary: Moderator Relationships

Moderator From To Sig. of Chi-sq Difference NA NA NA NA NA NA Hypothesis

K-why Competency

CB CB

Cautonomy CInsecurity Cautonomy CInsecurity Cautonomy CInsecurity

H1b: Not Supp. H2b: Not Supp. H1b: Not Supp. H2b:Not Supp. H1b: Not Supp. H2b:Not Supp.

K-how Competency

CB CB

K-whom Competency

CB CB

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The SEM Results Summary: Intermediary Relationships

From To Sig. Hypothesis

Cautonomy

Career Success

.55***

H1c: Supported

Cinsecurity

Career Success

-.09

H2c: Not Supp.

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Additional Analyses (CB vs. Career

Autonomy & Career Insecurity-Summary)
Variables Career Boundarylessness (composite) Frequency Direction Number of Breaks Duration of Breaks Type Occupational Change Industry Change Location Change Employment Status Self-employment Type (Dimensions) Career Autonomy 0.131 0.449** -0.379** -0.025 -0.010 -0.016 -0.193* 0.048 0.069 -0.051 0.387** Career Insecurity 0.023 -0.188 0.145 0.236** -0.208* 0.080 0.236** 0.005 -0.225** 0.033 -0.244**

*p > .05 ; **p > .01 48

Additional Analyses
Career Competencies Direct Relationships Summary
Varia bles Career Autonomy Career Insecurity Knowing -why Competencies Knowing -how Competencies Knowing -whom Competencies Internal Kno wing -whom Competencies External Knowing -whom Competencies 0.307** 0.144 0.114 -0.045 0.148* -0.128 -0.122 -0.252** -0.213** -0.121

p <.10 * p < .05 ** p <.01

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Discussion: Findings
Direct Relationships

Composite career boundarylessness score predicts career autonomy but not career insecurity.
Individual dimensions of career boundarylessness predict career autonomy and career insecurity better than the composite career boundarylesness score. More specifically:

Frequent inter-organizational moves and self-employment increase ones career autonomy,whereas occupational changes and more conventional lateral and downward mobility across organizations reduce ones career autonomy.

While career insecurity is decreased by location changes, selfemployment, and long career breaks, it is increased by occupational changes and higher number of career breaks.

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Discussion: Findings
Intermediary Relationships

The Positive Link:

Career

autonomy emerges to be an important variable to explain why career boundarylessness may lead enhanced career satisfaction. The Negative Link: Not Applicable

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Discussion: Findings
Moderator Relationships: Not Supported
However, additional regression analyses

revealed some support for direct relationships. More specifically,

Knowing-why, and external knowing-whom competencies enhance career autonomy. Internal knowing-whom competencies reduce career insecurity.

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Conclusions
There is a positive relationship between

career boundarylessness and subjective career success when

Career boundarylessness leads to enhanced feelings of autonomy one experiences in his/her career.

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Conclusions
Some dimensions of career boundarylessness lead to

enhanced career autonomy.

Frequent moves across organizations Self-employment.

Some individuals experience more autonomy in their

careers. These individuals are:

Individuals with extensive understanding of themselves in terms of career-related motives, needs, abilities, interests, aspirations, and values. Individuals with a portfolio of work-related skills, knowledge, and understanding that are transferable to other employment settings (e.g., companies, occupations, or industries). Individuals with a wide network of relationships outside of their current organization.

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Conclusions

Some dimensions of career boundarylessness lead to increased career insecurity.

Occupational changes, Higher number of career breaks.

Some individuals experience less career insecurity. These individuals are:

Individuals with a wide network of relationships (inside and outside of ones current organization and industry) that provide information, support, and guidance to them.

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Limitations
Cross-sectional, correlational design

does not permit conclusions regarding causality. Low response rate Limited generalizability Self-report data

Common Method Variance

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Contributions

Empirically testing previously offered theoretical assertions regarding the consequences of experiencing a boundaryless career from an individuals point of view. Developing and testing a model that examines the impact of career boundarylessness on subjective career success. Identifying intermediary variables that explain the relationship between career boundarylessness and subjective career success. Developing a continuous measure of career boundarylessness.

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Implications
The studys results suggest that developing knowing-why,

knowing-how, and knowing-whom competencies are instrumental for individuals to take full advantage of their careers. Thus;

For individuals, the successful pursuit of a boundaryless career requires ongoing effort and investment in simultaneously developing all these three competencies. In terms of organizations, they can structure and implement programs and activities to support the development of these important competencies. They can offer, for example,

Career services such as self-assessments and career counseling to help individuals understand themselves better. Training programs, seminars, and certification programs that constantly update knowledge and skill bases of their employees. Mentoring programs and various networking activities in which the employees can expand their inside and outside of the organization networks.

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Suggestions for Future Research

More in-depth understanding of career

boundarylessness construct and its measure (e.g., dimensions). Studying different populations other than MBA Alumni to improve the generalizabilty of the study results. Using a longitudinal study design to make causal inferences regarding the study results. Expanding the study to examine the relationship between career boundarylessness and work-related attitudes and behaviors (e.g., job satisfaction, organizational commitment, and turnover).
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THANK YOU

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