By M. Cortini, G. Tanucci, E. Morin
The connection among the so referred to as boundaryless careers and the occupational health is an engaging issue.
The subject matters of boundaryless and protean careers are noteworthy if we ponder the demanding situations posed by way of a transition to extra transitority employment preparations from an business to a knowledge-based economic climate we face today.
The publication is enriched by means of empirical info research and case reports, 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 seem at.
The novelty is represented through the trouble of giving such build an interdisciplinary strategy, relocating from legislations to organizational psychology, to economic climate, and to occupational healthiness.
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Extra resources for Boundaryless Careers and Occupational Well-being
1987). Role innovation in the world of work. British Journal of Social Psychology, 26, 305–315. West, M. , & Rees, A. (1987). Transitions into newly created jobs. Journal of Occupational Psychology, 60, 97–113. indd 29 11/25/2010 6:57:44 PM 3 A Newcomer’s Career between Community and Identity Marta Traetta and Susanna Annese The boundaryless career theory in a cultural perspective In recent years the concept of career has changed according to the social and economic setting, characterized by the introduction of flexibility in professional contexts (Arthur, Hall, & Lawrence, 1989).
Especially in the 1980s, samples have often been heterogeneous, or with no clear information about the type of transition studied, but there is now evidence that transitions differ on the basis of the same attributes (for example, Ashforth (2001), identified eight attributes, such as magnitude, desirability, and duration). The main distinction that can be drawn is between new hires and job changers within the same organization. Chao, O’Leary-Kelly, Wolf, Klein and Gardner (1994) found that the adjustment requirement and need for learning are different for these two groups and higher for those who change both job and organization.
Karasek, R. (1979). Job demands, job decision latitude, and mental strain: Implications for job design. Administrative Science Quarterly, 24, 285–308. Mackenzie Davey, K. & Arnold, J. (2000). A multi-method study of accounts of personal change by graduates starting work: self-ratings, categories and women’s discourses. Journal of Occupational and Organizational Psychology, 73, 461–486. Munton, A. G. & West, M. A. (1995). Innovations and personal change: patterns of adjustment to relocation. Journal of Organizational Behavior, 16, 363–375.