Study On Relationship Betweeen Boundaryless Career Attitude And Career Management

With the development of information technology and economic globalization, the organization is becoming the flattening and virtualizing. Organizational boundaries become increasingly blurred. Boundaryless organizational model is becoming more common day by day. In the boundaryless organization, the career is no longer confined to an organization, but across multiple organizational boundaries. Boundaryless career brings new demands of career management. Under such conditions, it is necessary to grasp the relationship between the boundaryless career attitude and career management to improve career management and career satisfaction.In the beginning, this research defines and measures variables:boundaryless career attitude, individual career management, organizational career management and career satisfaction. The boundaryless career attitude consists of two dimensions:boundaryless mindset and organizational mobility preference. Career management contains two aspects: individual career management and organizational career management. Individual career management is made up of five dimensions:occupation exploration, occupation target, continuing to study, ego demonstration and paying attention to relationship. Organizational career management includes four dimensions:occupation development, equity to promotion, paying attention to training and providing the information. We measure the reliability and validity of boundaryless career attitude scale, individual career management scale, organizational career management scale and career satisfaction scale. Through testing, these scales have the higher reliability and validity. Besides, it is analysed the influence of demographic variables (such as gender and age) on individual career management, boundaryless career attitude, career satisfaction and organizational career management.It is made a confirmatory factor analysis of relationship between boundaryless career attitude and individual career management based on questionnaire data. The results of study enunciate:There was a significant positive correlation between boundaryless mindset and occupation exploration, occupation target, continuing to study, ego demonstration and paying attention to relationship. There was a significant negative correlation between organizational mobility preference and occupation target, ego demonstration and paying attention to relationship. There was no significant correlation between organizational mobility preference and occupation exploration, continuing to study. We study the relationship of boundaryless career attitude and career satisfaction. The results show:boundaryless mindset and career satisfaction are positively related; organizational mobility preference and career satisfaction are negatively related.We constructed and verified the whole relationship model between boundaryless career attitude and career management by using second-order factor analysis and structural equation model. We confirmed the mediating role of individual career management in the relationship between boundaryless career attitude and career satisfaction. The research proved:the moderating effect of organizational career management is significant between organizational mobility preference and individual career management; the moderating effect of organizational career management is insignificant between individual career management and career satisfaction.According to research result and demographic analysis, we put forward boundaryless career management strategies to raise career satisfaction.