Are freelancers a breed apart? The role of protean and boundaryless career attitudes in employability and career success

Recent economic and organisational changes have fostered an increasing diversification of the workforce, among whom freelancers are an under‐represented population in the literature. This study aimed at examining the role of protean and boundaryless career, professional commitment, and employability activities in fostering freelancers' subjective career success. Data were collected via an online survey among a sample of 425 Italian freelancers and analysed through structural equation modelling. Results partially confirmed several hypotheses: higher self‐directed career management and boundaryless mindset predicted higher employability activities and professional commitment; moreover, employability and professional commitment acted as mediators between career attitudes and subjective career success. The study provides support for the importance of such variables to freelancers' career success, as well as for the significance of protean and boundaryless careers among nontraditional occupational groups. Interventions aimed at fostering such attitudes could support freelancers in improving their attainment of professional progress and perception of career success.     

Does Domestic Intimate Partner Aggression Affect Career Outcomes? The Role of Perceived Organizational Support

Drawing upon the conservation of resources theory, we developed and tested a moderated mediation model linking domestic intimate partner aggression (IPA) to job performance and career advancement. Our model posits that the indirect relationship between IPA and career advancement via in‐role performance and organizational citizenship behaviors (OCBs) is moderated by perceived organizational support (POS). Overall, multisource and multiwave data obtained from two independent samples of employed women from the Philippines supported our predictions. Specifically, results suggest that: (1) IPA was negatively associated with supervisor‐rated in‐role performance and OCBs; (2) there was a stronger negative relationship between IPA and in‐role performance and OCBs for employees with low as opposed to those with high levels of POS; and (3) the conditional indirect effects of IPA in predicting supervisor‐rated promotability and actual promotion via in‐role performance and OCBs were stronger under conditions of low as opposed to high POS. Implications for theory and practice are discussed. © 2016 Wiley Periodicals, Inc.     

Cross-sectional surveys: Inferring total eventual time in current state using only elapsed time-to-date

We focus on snapshot surveying of sub-populations whose members are in a temporary state and where one of the questions asked is the elapsed time already spent in that state. From these answers we develop probabilistic and statistical procedures to estimate the distribution of total time that will eventually be spent in that state by any random individual who enters the state. The method relies on a selection bias often found in temporal sampling, sometimes called “random incidence” or “longevity bias.” We develop results for several types of sampling, including random and fixed times of surveying, random and fixed times of entering the state, and sampling only those who have already spent some minimal specified time in the targeted state. An example with post-doc data is included to demonstrate the steps.     

信息加工两分法对性别差异的解释及其对广告的启示

在解释信息加工的性别差异上,研究者们依据信息加工两分法提出选择性假设和项目特定性、相关性加工假设两种解释。前者认为男性更多受整体信息主题或图式的驱动,女性更易接受细节化的信息内容;后者认为男性更倾向于项目特定性加工而女性更倾向于相关性加工。这两种解释对广告的策划与制作具有新的启示。     

Implications of core self-evaluations for a changing organizational context

There is a need for individuals who have the confidence and assertiveness to adapt to and create positive change in contemporary organizations. The concept of core self-evaluations provides one way to conceptualize this requisite positive self-construal. This article begins by covering the concept of core self-evaluations, highlighting what has been learned about the relationship between core self-evaluations and attitudes, motivation, performance, and career progress. After this review, implications of the core self-evaluation construct for challenges in contemporary organizations are reviewed. Specifically, the potential importance of core self-evaluations for creative performance, transformational leadership, coping with organizational change, and managing “boundaryless” careers is discussed.     

Occupational Careers and Longitudinal Data: Tools and Perspectives of Research

Over the last years, the start of an increasing number of longitudinal researches and the development of suitable techniques of analysis have made possible the study of an increasing number of questions about social mobility and individual careers. Yet there is not just one way to face the study of careers. For the richness of the information they contain, longitudinal data offer the possibility to carry out different types of analysis according to the different questions of research. In this article four different approaches to the study of work-life careers will be introduced. The objective is twofold. On one hand, the study intends to offer a brief introduction to the most recent and sophisticated techniques that can be used for the analysis of careers. On the other hand, the article aims to point out the theoretical contribution that each technique can give to the debate on social mobility. The main potentialities and limits of the techniques will be stressed too.The techniques introduced in this article represent a fruitful approach for the study of work-life histories and occupational careers. Nevertheless they can be used for the analysis of all kinds of social careers.     

What makes them move abroad? Reviewing and exploring differences between self-initiated and assigned expatriation

Only in recent years have self-initiated expatriates (SIEs) been distinguished from assigned expatriates (AEs). But there is still a lack of empirically based comparative results. Statistical analysis, performed on data from 193 expatriates (N_AE = 67; N_SIE = 126), indicates that self-initiated foreign work experience is significantly more likely to be chosen by women and those having lower job levels. Furthermore, boundaryless and protean career orientation only partially predicted which career path is chosen. SIEs have higher organizational mobility preferences, but do not differ from AEs in their boundaryless mindset and protean career attitude. Implications of these findings for research in expatriation are discussed.