| The Experience of Boundarylessness: Job Change, Extrinsic and Intrinsic Career Success Among Early-Career MBAs |
| | Peiperl, Maury A. | London Business School | Mpeiperl@lbs.ac.uk | (44)-171-262-3228 |
| | Van der Sluis, Lidewey | London Business School | Lvandersluis@lbs.ac.uk | (44)-171-262-5050 |
| | The context in which careers are being played out has changed and is
changing, though perhaps less radically than is sometimes claimed. The
authors use data from the first three years of an ongoing longitudinal
study of MBA careers to investigate the impact of such
"boundarylessness", operationalized as movement across organizations,
on career success, operationalized as intrinsic (career, personal
life, health, and global life satisfactions) and extrinsic (income)
outcomes. Over the period, those who had changed organizations
evidenced significantly lower career satisfaction afterward.
Conversely, low career satisfaction was found to predict job change in
at least one year of the study. There was no effect of job changes on
subsequent income in the sample, but those who did change jobs had, on
average, experienced significantly lower incomes beforehand. Finally,
income was a major predictor of career satisfaction, but not of global
life satisfaction. The results suggest that the experience of
boundarylessness, at least in terms of early career job change, may
hinder rather than help individuals' intrinsic and extrinsic career
success.
|
| | Keywords: Boundaryless careers; Career development; Career success |
| The Clean Slate Effect on Tournament Mobility in Organizations |
| | Hurley, Amy E. | Chapman U. | ahurley@chapman.edu | (714) 628-7312 |
| | Wally, Stefan | Chapman U. | wally@chapman.edu | (714) 997-6682 |
| | Sonnenfeld, Jeffrey A. | Chief Executive Institute | sonnenfe@chief.edu | (770)-409-8887 |
| | Literature on tournament mobility in Internal Labor Markets (ILMs) is reviewed revealing a paucity of studies examining the promotion patterns of late entrants into internal promotion systems. A matched sample investigation of N=502 managers in a large corporation indicated that late entrants attained higher rank. Other significant predictors were experience in the corporate office, gender, and the number of years to reach middle management. Implications for future research are discussed. |
| | Keywords: tournament; career; labor |
| Job Seeking: The Importance of Cross-Industry Ties to an Industry Change |
| | Brown, Deborah Wright | Long Island U. | dbrown@phoenix.liu.edu | (516) 299-4232 |
| | This study demonstrates that job seeking behaviors are affected by macro-level factors.
Using a longitudinal research design, I monitored the job seeking strategies of unemployed
workers. Specifically, I examined the impact of shrinking or growing industry sectors on
the use of personal contacts. Overall, results indicated that growth or decline in
employment levels of the job seeker's pre-displaced industry subsequently affected the
likelihood of using cross-industry contacts during a job search. In addition, the use of
cross-industry significantly increased the likelihood of making an industry change.
Practical implications for conducting a job search in a contemporary environment are also
discussed. |
| | Keywords: Job Searching; Networking; Weak Ties |
| The Nature of the New Employment Relationship(s): A Content Analysis of the Practitioner and Academic Literatures |
| | Roehling, Mark V. | Western Michigan U. | mark.roehling@wmich.edu | (616)-387-5860 |
| | Cavanaugh, Marcie A. | Cornell U. | mac32@cornell.edu | (607)-255-2740 |
| | Moynihan, Lisa M. | Cornell U. | lmm24@cornell.edu | (607)-255-6552 |
| | Boswell, Wendy R. | Cornell U. | wrh4@cornell.edu | 607-255-6552 |
| | This article seeks to provide HRM professionals information and guidance that will assist them in understanding, evaluating, and applying current thinking regarding the new employment relationship. The focus of the article is a study that investigates the extent to which there is a consensus in the literature regarding the nature of the new employment relationship by systematically analyzing the content of relevant articles. The discussion incorporates empirical findings from other studies, notes differences between the articles found in scholarly publications versus those found in trade magazines, provides recommendations for HRM professionals, and suggests areas of future research. |
| | Keywords: New Employment Relationship; Psychological Contract; New Deal |