Buradasınız

Anasayfa » Content

İşgörenlerin Çok Yönlü ve Sınırsız Kariyer Tutumları: Hizmet Sektöründe Bir Araştırma

Protean and Boundaryless Career Attitudes of Employees: A Study in Service Sector

Journal Name:

  • Eskişehir Osmangazi Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi

Publication Year:

  • 2012

Key Words:

Keywords (Original Language):

Author NameUniversity of AuthorFaculty of Author
Abstract (2. Language): 
The study is carried out to identify protean and boundaryless career attitudes of employees and determine whether the attitudes differ in terms of employees’ features. The universe consists of the employees in four service sectors (tourism, finance, education and health) in Nevsehir. Questionnaire technique is used in the study and 308 applicable questionnaire forms are gathered. In order to determine whether the attitudes of protean and boundaryless career differ in terms of employees’ features, one-way Anova and independent-samples t-test are used. After the analyses; while the attitudes of “selfdirected” dimension of protean career differ in terms of number of children, occupation and income, those of “values-driven” dimension differ in terms of occupation, income and status Moreover, while the attitudes of “psychological mobility” dimension of boundaryless career differ in terms of sector, those of “physical mobility” dimension differ in terms of age and occupation.
Bookmark/Search this post with
Abstract (Original Language): 
Bu çalışma, işgörenlerin çok yönlü ve sınırsız kariyer tutumlarını tespit etme ve bu tutumların işgörenlerin özelliklerine göre farklılık gösterip göstermediğini belirleme amacını taşımaktadır. Araştırmanın evrenini Nevşehir ili merkezindeki dört hizmet sektöründe (turizm, finans, eğitim, sağlık) çalışanlar oluşturmaktadır. Araştırmada veriler anket tekniği ile toplanmış ve araştırma sonunda 308 adet kullanılabilir anket elde edilmiştir. Çok yönlü ve sınırsız kariyer boyutlarının, işgörenlerin özellikleri itibariyle farklılık gösterip göstermediğini tespit etmek amacıyla tek yönlü Anova ve bağımsız t-testi uygulanmıştır. Araştırma sonunda, çok yönlü kariyerin “kendi kendini yönetme” boyutuna ilişkin tutumların, işgörenlerin çocuk sayısı, meslek ve gelir açısından; “değerlerine göre hareket etme” boyutuna ilişkin tutumların ise meslek, gelir ve işletmedeki konumu açısından farklılık gösterdiği ortaya çıkmıştır. Sınırsız kariyerin “psikolojik hareketlilik” boyutuna ilişkin tutumlar, işgörenlerin çalıştıkları sektör açısından farklılaşırken; “fiziksel hareketlilik” boyutuna ilişkin tutumlar ise, yaşları ve mesleklerine göre farklılık göstermektedir.
FULL TEXT (PDF): 
PDF icon arastrmx_14926_7_pp_.pdf
  • 2
  • Turkish

REFERENCES

References: 

Arıkan, R. (1995), Araştırma Teknikleri ve Rapor Yazma, Ankara: Tutibay Yayınları.
Arthur, M. (1994), “The Boundaryless Career: A New Perspective for
Organizational Inquiry”, Journal of Organizational Behavior, 15(4), 295-306.
Arthur, M. B. ve D. M. Rousseau (1996), “Introduction: The Boundaryless Career
as a New Employment Principle”, Ed. M. B. Arthur ve D. M. Rousseau, The
Boundaryless Career: A New Employment Principle for a New Organizational Era,
New York: Oxford University, 3-20
Arthur, M. B., D. T Hall ve B. C. Lawrence (1989), “Generating New Directions in
Career Theory: The Case for A Transdisciplinary Approach”, Ed. M. B. Arthur, D. T.
Hall ve B.C. Lawrence, The Handbook of Career Theory, New York: Cambridge
University, 7-25
Arthur, M. B., K. Inkson, ve J. K. Pringle (1999), The New Careers: Individual Action
and Economic Change, Thousand Oaks, CA: Sage Publications.
Baruch Y. ve E. Rosenstein (1992), “Human Resource Management in Israeli Firms:
Planning and Managing Careers in High-Technology Organizations”, The
International Journal of Human Resource Management, 3(3), 477-495
Baruch, Y. (2006), “Career Development in Organizations and Beyond: Balancing
Traditional and Contemporary Viewpoints”, Human Resource Management
Review 16, 125–138
Briscoe, J. P. ve D. T. Hall (2006a), “Special Section on Boundaryless and Protean
Careers: Next Steps in Conceptualizing and Measuring Boundaryless and Protean
Careers”, Journal of Vocational Behavior, 69(1), 1–3.
Briscoe, J. P. ve D. T. Hall (2006b), “The Interplay of Boundaryless and Protean
Careers: Combinations and Implications”, Journal of Vocational Behavior, 69(1),
4–18.
Briscoe, J. P. ve L. M. Finkelstein (2009), “The “New Career” and Organizational
Commitment Do Boundaryless and Protean Attitudes Make a Difference?”, Career
Development International,14(3), 242-260
Briscoe, J. P., D. T. Hall ve R. L. F. DeMuth (2006), “Protean and Boundaryless
Careers: An Empirical Exploration”, Journal of Vocational Behavior, 69(1), 30–47.
Brislin, R.W., W. J. Lonner ve R.M. Thorndike (1973), Cross-Cultural Research
Methods, New York: John Wiley &Sons Production.
EKİM 2012 195
Buelens, M. ve H. Van den Broeck (2007), “An Analysis of Differences in Work
Motivation Between Public and Private Sector Organizations”, Public
Administration Review, 67(1), 65–74.
Clarke, M. (2009), “Plodders, Pragmatists, Visionaries and Opportunists: Career
Patterns and Employability”, Career Development International,14(1), 8-28
Crant, J. M.(2000), “Proactive Behavior in Organizations”, Journal of Management,
26(3), 435-462
Currie, G., S. Tempest ve K. Starkey (2006), “New Careers for Old? Organizational
and Individual Responses to Changing Boundaries”, International Journal of
Human Resource Management, 17 (4), 755-74.
DeFillippi, R. J. ve M. B. Arthur (1996), “Boundaryless Contexts and Careers: A
Competency-Based Perspective”, Ed. M. B. Arthur ve D. M. Rousseau, The
Boundaryless Career: A New Employment Principle for a New Organizational Era,
New York: Oxford University, 116-131
Eby, L. T., M. Butts ve A. Lockwood (2003), “Predictors of Success in the Era of the
Boundaryless Career”, Journal of Organizational Behavior, 24, 689–708.
Erdoğmuş, N. (2004), “Career Orientations of Salaried Professionals: The Case of
Turkey”, Career Development International, 9(2), 153-175
Gunz, H., M Evans ve M. Jalland (2000), “Career Boundaries in a Boundaryless
World”, Ed. M. Peiperl, M. Arthur, R. Goffee ve T. Morris, Career Frontiers: New
Conceptions of Working Lives, Oxford: Oxford University, 24-53
Hall, D. T. ve D. E. Chandler, (2005), “Psychological Success: When the Career is A
Calling”, Journal of Organizational Behavior, 26, 155–176.
Hall, D. T. (1996), “Protean Careers of the 21st Century”, Academy of
Management Executive, 10, 8–16.
Hall, D. T. (2002), Careers in and out of Organizations, Thousand Oaks, CA: Sage
Publications.
Hall, D. T. (2004), “The Protean Career: A Quarter-century Journey”, Journal of
Vocational Behavior, 65(1), 1–13.
Hall, D. T. ve J. E. Moss, (1998), “The New Protean Career Contract: Helping
Organizations and Employees Adapt”, Organizational Dynamics, 26(3), 22–37
Houston, D. J. (2000), “Public Service Motivation: A Multivariate Test”, Journal of
Public Administration Research and Theory, 10(4), 713–727.
ESKİŞEHİR OSMANGAZİ ÜNİVERSİTESİ 196 İİBF DERGİSİ
Inceoglu, I., J. Segers, D. Bartram ve D. Vloeberghs (2008), “Age Differences in
Work Motivation”, 23rd Annual Conference of the Society for Industrial and
Organizational Psychology, San Francisco.
Inkson, K. (2006), “Protean and Boundaryless Career as Metaphors”, Journal of
Vocational Behaviour, 69(1), 48-63.
King, Z. (2004), “Career Self-Management: Its Nature, Causes and Consequences”,
Journal of Vocational Behavior 65, 112–133
McDonald, P., K. Brown ve L. Bradley (2005), “Have Traditional Career Paths Given
Way to Protean Ones? Evidence from Senior Managers in The Australian Public
Sector”, Career Development International,10(2), 109-129
Miner, A. S. ve D. F. Robinson (1994), “Organizational and Population Level
Learning as Engines for Career Transitions”, Journal of Organizational Behavior,
15(4), 345–364.
Mirvis, P. H. ve D. T. Hall (1994), “Psychological Success and The Boundaryless
Career”, Journal of Organizational Behavior, 15, 365-380
Segers, J., I. Inceoglu, D. Vloeberghs, D. Bartram ve E. Henderickx (2008), “Protean
and Boundaryless Careers: A Study on Potential Motivators”, Journal of Vocational
Behavior 73(2), 212–230.
Seibert, S. E., M. L. Kraimer ve J. M. Crant (2001), “What Do Proactive People Do?
A Longitudinal Model Unking Proactive Personality and Career Success”,
Personnel Psychology, 54, 845-874
Sullivan, S. E. (1999) “The Changing Nature of Careers: A Review and Research
Agenda”, Journal of Management, 25, 457–484.
Sullivan, S. E. ve M. B. Arthur (2006), “The Evolution of The Boundaryless Career
Concept: Examining Physical and Psychological Mobility”, Journal of Vocational
Behavior, 69, 19–29.
Sullivan, S. E., W. A. Carden ve D. F. Martin (1998), “Careers in The Next
Millennium: Directions for Future Research”, Human Resource Management
Review, 8, 165–185.
Valcour, M. ve J. J. Ladge (2008), “Family and Career Path Characteristics as
Predictors of Women’s Objective and Subjective Career Success: Integrating
Traditional and Protean Career Explanations”, Journal of Vocational Behavior, 73,
300–30.

Thank you for copying data from http://www.arastirmax.com