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论文作者:英语论文论文属性:职称论文 Scholarship Papers登出时间:2012-03-05编辑:lena ding点击率:3542
论文字数:2574论文编号:org201203051026023774语种:英语 English地区:中国价格:$ 22
关键词:BehaviourAnalysisboundaryless career
摘要:本文首先给出一种所谓的职业生涯从主观和客观角度的解释。然后,它将会照亮的优缺点,对工人和事业组织进行论述。最终,它会显示是否一个无边界职业生涯对每个人都是一个不错的选择。
BUAP93-Organisational Behaviour & Analysis
1.Introduction
2.Concept of boundaryless career
3.Pros and Cons for and workers and organizations
4.Workers
5.Organizations
6.Are boundaryless careers good for everyone?
7.Conclusion
1Introduction
The concept of organizational career that applies to all individuals who expect lifelong employment with one organization or employer within the hierarchical organizational structure appeared to be predominant for a long time. On the one hand, the well-implemented inter-commitment between the organization and the individual plays an important role in maintaining stable employment relations. Employers offer long-term job security to employees who, simultaneously, promise to devote their entire lifetime to one single career or employer. On the other hand, the distinct definitions of each employee’s role within the organization and the nature of their relationship with other employees emphasize the structure of bureaucratic hierarchy and specialization. However, due to the booming new economy characterized by a knowledge-based business and deep involvement with the interdependent work, the traditional structure with verticality and hierarchy is challenged by the structure of horizontal coordination and egalitarian. Furthermore, the relationship between the organization and the individual becomes loosing. At the organization level, the sense of increasing insecurity in the face of deregulation and global competition makes it difficult to sustain a long term contractual relationship with employees. At the individual level, people with a highly skilled and knowledgeable level are not willing to confine themselves to specific organizations but grow through project-based competency development in an industry network (Arthur and Rousseau, 1996). Consequently, the concept of the boundaryless career starts to arouse people’s attention, whereas the old picture of stable employment and associated organizational careers is fading (Arthur and Rousseau, 1996:6).
Reference
1. Arthur, M.B., and Rousseau, D.M. (eds) (1996) The boundaryless career. A new employment principle for a new organizational era, Oxford/New York: Oxford University Press.
2. Becker, G. (1964) Human Capital. New York: Columbia University Press.
3. Becker, K.H./Haunschild, A. (2003) ‘The impact of boundaryless careers on organizational decision-making: An analysis from the perspective of Luhmann’s theory of social systems’, International Journal of Human Resource Management, 14(5):713-727
4. Burt, R. S. (1992) Structural Holes. Cambridge, Mass.: Harvard University Press.
5. Cohen, L. and Mallon, M. (1999) ‘The transition from organizational employment to portfolio working: Perceptions of “boundarylessness”’, Work, Employment and Society, 13(2): 329-352
6. Currie, G., Tempest, S., and Starkey, K. (2006) ‘New careers for old? Organizational and individual responses to changing boundaries’, International Journal of Human Resource Management, 17(4):755-774
7. DeFillippi, R.J. and Arthur, M.B. (1994) ‘The boundaryless career: A competency-based perspective’, Journal of Organizational Behavior, 15: 307-324
8. DeFillippi, R.J. and Arthur, M.B. (1996) ‘Boundaryless Contexts and Careers: A Competency-Based Perspective’. In Ar本论文由英语论文网提供整理,提供论文代写,英语论文代写,代写论文,代写英语论文,代写留学生论文,代写英文论文,留学生论文代写相关核心关键词搜索。