The Character Of Traditional Career And Boundaryless Career And Their Impacts On Organizational Commitment And Turnover Intentions

With the increasing development of world economy, technology and immigrants and the popularization of professionalization and the advancing industrial society, the values of jobs have changed, which influenced the attitude of organizations and individuals towards job careers. Because of the change of job attitudes and the effect of external environment, two new-type of career models, apart from traditional career, have been brought about immediately, namely boundaryless career and protean career. They are the products of the development of new job career under management environment, which lay emphasis on individual career management and have overlapped and related to each other to some extent. Thus, most scholars make comparative study between boundaryless career and protean career, but few scholars pay much attention to the systematic study between traditional career and boundaryless career. This research paper aims to tell the difference between traditional career and boundaryless career and to probe into the influence of these two career models on organizational commitment and turnover intentions from the perspective of demography variable by the way of questionnaire survey.This research can be divided into three stages:the first stage is the traditional career questionnaire formation. After consulting and researching for monographs, periodicals, papers, and interviews, the questionnaire is preliminarily designed. And then, supervisors and masters majored in human resources management will be invited to discuss and evaluate items in the questionnaire as soon as the questionnaire is finished. The second stage is prediction. Having made a prediction about the junior students of the seven universities in Wuhan, it shows a coefficient of this questionnaire is0.652. The third stage is formal application. A research questionnaire will be designed, consisting of a set of34items of which traditional career counts9items, boundaryless career counts13items, organizational commitment counts8items, turnover intentions counts4items. Then data collection will be based on the survey of390people:106civil servants of Hubei,108workers in Suning Corporation,112workers of China Third Construction and Engineering Co.Ltd,64workers of Hubei Industrial Construction Group Co.Ltd. Regression analysis found that:in terms of demographic, marriage, age, length of service in traditional career significant difference; Boundaryless career significant difference in age and education level. In the prediction of the variables, the traditional career of emotional commitment and turnover intention is not significant; Boundaryless career negative influence emotional commitment, positive influence on turnover intentions.