无边界职业生涯研究:二十年回顾与展望  

Boundaryless Career: Review and Prospect of Two Decades of Research

作　　者：王忠军[1] 温琳[1] 龙立荣[2] 

机构地区：[1]青少年网络心理与行为教育部重点实验室,华中师范大学心理学院暨湖北省人的发展与心理健康重点实验室,武汉430079 [2]华中科技大学管理学院,武汉430074

出　　处：《心理科学》2015年第1期243-248,共6页Journal of Psychological Science

基　　金：国家自然科学基金重点项目(71232001);教育部人文社科青年基金项目(10YJC630267);湖北省社会科学基金项目(2012143)的资助

摘　　要：当今社会个体职业生涯发展与管理的背景发生了巨大变化,无边界职业生涯应运而生,它指一种不限于单一雇佣范围的一系列就业机会的职业路径。文章在介绍概念及发展历程的基础上,综述了影响无边界职业生涯的四类因素,并指出以往研究在概念、发展现状、维度和影响广度等方面存在的争议。未来应该针对当前争议有目的地展开研究,界定更加清晰的概念,扩展对无边界职业生涯类型的研究,以及这种流动环境在更深层上对个体以及组织的影响。Dramatic changes in markets and organizations have led to a new way of thinking about career--boundaryless career, which refers to a series of career opportunities unfolding in a single employment setting, and contains two types： physical mobility and psychological mobility. This article reviews all the related literatures about boundaryless career from the following perspectives： concept development, measurement, influencing factors, effect, and a summary of past controversies.. Boundaryless career can be divided into six aspects： （1） movement across the boundaries of separate employers; （2） recognition and marketability from outside as well as the present employer; （3） supported by ＂external＂ networks or information; （4） breaking the traditional career boundaries in organization; （5） rejection of immediate career opportunities for personal or family reasons; （6） perceiving a boundaryless future regardless of structural constraints. For the new career model, this article states the differences and similarities among traditional career, protean career and boundaryless career in a simple way. Measurements on the boundaryless career concern two attitudes--boundaryless mindset （BM） and organizational mobility preference （OMP）, and they are both included in the psychological mobility. The former refers to people＇s preference toward initiating and pursuing work-related relationships across departmental and organizational boundaries; the later refers to the inclination to physically crossing organizational boundaries in employment mobility. The article generalizes four influencing factors from individual and cultural dimensions： demography, personality, human capital and cultures. The four factors influence people＇s choice of careers for different reasons. Also, three effects are summed up： the impact on career success, job mobility and the organization. Boundaryless career has both advantages and disadvantages over personal career success. For example, it is benefici

关 键 词：无边界职业生涯 易变性职业生涯 传统职业生涯 流动 边界 

分 类 号：B848[哲学宗教—心理学]