The Impact Mechanism Of Boundarvless Career On Organizational Commitment

With the development of knowledge-based economy and the acceleration of organizational change,traditional careers associated with upward mobility in a single hierarchy have been replaced by boundaryless careers that are not bounded to regions and borders.The change of career attitudes will impact individuals’work behaviors.In the meantime,situated within the tremendous change in the nature of careers,individuals need to increase employability in the labor market to maintain and get desirable job opportunities.However,this kind of ability may influence one’s organizational commitment.The present study examined the relation of boundaryless career to organizational commitment and whether the self-perceived employability mediated these relationships.Moreover,this study established organizational career management as a moderator between self-perceived employability and organizational commitment.Surveys from413employees in China were analyzed using regression to explore relationships we assumed.The results demonstrate that boundaryless mindset is negatively related to affective and normative commitment,and organizational mobility preference is negatively related to all three dimensions of organizational commitment.Boundaryless mindset and organizational mobility preference are both positively related to self-perceived employability, while self-perceived employability is negatively related to all three dimensions of organizational commitment. Moreover, self-perceived employability fully mediates the relationships between boundaryless mindset and affective commitment, between boundaryless mindset and normative commitment.And self-perceived employability also fully mediates the relationships between organizational mobility preference and affective commitment, between organizational mobility preference and continuance commitment.There is significant evidence provided for a moderating effect of organizational career management on the relationships between self-perceived employability and continuance commitment.The main contributions of this study are theoretical and practical. Theoretically,this study confirmed the mediatng role of self-perceived employability on the relationships between boundaryless career and organizational commitment,which filled the gap of recent research. On the other hand,the moderating effect of organizational career management on the relationships between self-perceived employability and organizational commitment enriches relevant fields of study.The practical implication of this study are as follows.Firstly,to improve employability contributes to enhance individuals’competitiveness and reduce dependence on organizations. Secondly,organizational support and help raise the possible lose when leaving the organization which provides a new kind of thought to manage talents.