By M. Cortini, G. Tanucci, E. Morin
The connection among the so known as boundaryless careers and the occupational health is an engaging issue.
The issues of boundaryless and protean careers are noteworthy if we contemplate the demanding situations posed through a transition to extra transitority employment preparations from an commercial to a knowledge-based financial system we face today.
The publication is enriched via empirical info research and case reviews, which on one hand permit an in-depth view of the relation among new careers and well being for experts and, at the different one, develop into a fertile benchmark for pros to appear at.
The novelty is represented by means of the trouble of giving such build an interdisciplinary process, relocating from legislations to organizational psychology, to financial system, and to occupational well-being.
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Additional resources for Boundaryless Careers and Occupational Well-being
S BCAS item loadings Briscoe et al. 58 Boundaryless mindset Ricerco impegni di lavoro che mi permettano di apprendere cose nuove Mi piacerebbe lavorare a più di un progetto con persone di differenti aziende Preferisco impegni di lavoro che mi portano a lavorare fuori dall’azienda Preferisco compiti lavorativi che mi portino a lavorare con persone di altri reparti dell’azienda Mi piace lavorare e/o collaborare professionalmente con persone di altre aziende Preferisco lavori per i quali è necessario interagire con persone di differenti aziende Ho cercato in passato opportunità e alternative che mi permettessero di lavorare al di fuori della mia azienda Nuove esperienze e situazioni mi danno la carica Organizational mobility preference Mi piace la routine che nasce dal lavorare sempre per la stessa azienda (R)* Mi sentirei perso se non potessi lavorare per la mia azienda (R) Preferisco lavorare per un’azienda che già conosco, piuttosto che spostarmi a lavorare altrove (R) Se la mia azienda mi assicurasse lo stesso lavoro per tutta la vita, non mi verrebbe mai in mente di cercare un altro lavoro altrove (R) La mia carriera ideale sarebbe quella di lavorare per una sola azienda (R) Note: *(R) = reverse-scored items.
Moreover, job changers should have more opportunities in their new role to structure or design their role, changing their immediate work environment (Feldman & Brett, 1983). As a consequence, we propose that: Hypothesis 2a: Newcomers change themselves and their skills more than job changers do. Hypothesis 2b: Job changers change the role more than newcomers do. Third, we are interested in the role of job factors (job discretion and job novelty) in explaining adjustment strategies. Previous studies have been inconsistent in determining the relationship between job factors and adjustment strategies.
D. & Seidman, E. (1996). Social transitions: Windows into social psychological processes. In E. T. Higgins & A. W. ) Social Psychology: Handbook of Basic Principles (830–856). NY, US: Guilford Press. Saks, A. , Uggerslev, K. , & Fassina, N. E. (2007). Socialization tactics and newcomer adjustment: A meta-analytic review and test of a model. Journal of Vocational Behavior, 70, 413–446. , & Moens, G. (2001). A psychometric valuation of a Dutch version of the Job Content Questionnaire and of a short direct questioning procedure.