Career transitions and career success in the ‘new’ career era

an article by Katharina Chudzikowski (Interdisciplinary Group for Management and Organizational Behavior, Vienna, Austria) published in Journal of Vocational Behavior Volume 81 Issue 2 (October 2012)

Abstract

The ‘new’ career, most notably the boundaryless career, is associated with high career mobility, which is in turn associated with employability and career success of individuals.

The current study examined how frequency, form (organisational, horizontal or vertical) and impact (objective career success) of career transitions have changed across two cohorts of Austrian business graduates (1970 and 1990) throughout the first 15 years of their careers (n = 291).

Data for the study were collected by way of standardised questionnaires; participants’ career transitions (n = 807) were plotted based on curriculum-vitae type lists of their successive jobs. This research examined two assumptions: (1) that careers have become more turbulent and complex and (2) that this is generally a positive evolution for individuals.

Results indicate that overly dramatic claims about the ‘death’ of the traditional-organisational career need to be reconsidered.

Highlights

► This study examined frequency, form and impact of career transitions in two cohorts.
► This research examined if careers have become more turbulent and complex.
► It examined if the ‘new’ career is generally a positive evolution for individuals.
► Career transitions in the ‘new’ career era showed less wage increase.
► Dramatic claims about the ‘death’ of the traditional career need to be reconsidered.

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Psychological mobility and career success in the ‘New’ career climate

an article by Marijke Verbruggen (Katholieke Universiteit Leuven, Belgium) published in Journal of Vocational Behavior Volume 81 Issue 2 (October 2012)

Abstract

We examined the influence of two types of psychological mobility, i.e. boundaryless mindset and organisational mobility preference, on career success.

We hypothesised that this relationship would be partially mediated by physical mobility. In addition, we expected the direction of the influence to depend on the type of psychological mobility.

We tested our hypotheses using data of 357 business alumni. Results showed that a boundaryless mindset related positively to wage and promotions, while organisational mobility preference led to less promotions, lower job satisfaction and lower career satisfaction.

The relationship between boundaryless mindset and career success was partially mediated by functional mobility whereas organisational mobility preference impacted career success via organisational mobility. Implications and limitations of the study are discussed.

Highlights

► We tested the impact of psychological mobility on career success.
► Boundaryless mindset related positively to wage and promotions.
► Organizational mobility negatively affected promotions, job and career satisfaction.
► Boundaryless mindset impacted career success via functional mobility.
► The effect of mobility preference was mediated by organizational mobility.

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