Prediction of protean and physical boundaryless career attitudes (organizational mobility preference) was investigated through two work cognitions: work importance and work alternatives. Regulatory focus theory served to explore mediation effects in these predictive relations. Respondents were 336 engineers and computer scientists employed in Israel’s hi-tech industry in a post-organizational downsizing period. Results of the direct model showed that perceptions of work importance were related to protean career attitude and not to physical boundaryless career attitude, while perceived work alternatives were related to both career attitudes, but more to the physical boundaryless. The mediated model showed that the promotion motive predicted increase and the prevention motive predicted decrease in both career attitudes, implying that both were triggered more by motives for opportunities and gains than by fears. These results contribute to knowledge on career self-management in the context of repeated organizational downsizings, and underscore the importance of designing human resource career policies that consider employees’ work values and work alternatives.
|Number of pages||23|
|Journal||International Journal of Human Resource Management|
|State||Published - 22 Aug 2017|
Bibliographical notePublisher Copyright:
© 2016 Informa UK Limited, trading as Taylor & Francis Group.
- boundaryless career
- organizational mobility preference
- Protean career
- regulatory motivation
- work alternatives
- work importance
ASJC Scopus subject areas
- Strategy and Management
- Organizational Behavior and Human Resource Management
- Management of Technology and Innovation