This thesis examines the capacity and desire of older workers to provide discretionary effort and skilled contributions in what some researchers consider to be the predominant form of new career, the 'boundaryless career'. Features of the 'boundaryless career' include multiple employers, and the demise of the organisational loyalty that was embodied within the image of the 'company man'. The research is justified by the fall in Australia's fertility rates and the simultaneous ageing of Australia's population. In combination, these are predicted to produce significant shortfalls in skilled labour, which experts believe will require organisations to better manage and utilise its older workers. The case study and pattern matching methodology involved interviews with forty volunteer older workers who worked in the headquarters of Australia Post, which enjoys a formidable local and international reputation. 'Career plateau' was a term used by many to describe their perception of their current career position and prospects. Their descriptions of their work situation and their ambitions, at work and in retirement, were analysed for patterns which were then compared with literature on career plateaus, motivation and job design, and the 'boundaryless career'. This analysis was overlaid onto a foundation of contemporary management practice with regard to older workers, current business environments and issues, and views on the skill sets needed for the future. This foundation emerged from a review of academic literature, business and government reports and from an ongoing review of the Australian Financial Review over the six years of the study. Contributions to theory and practice are claimed in the parent theories of career plateau, and older worker motivation; together with the focus theory of boundaryless careers. Although there are legitimate organisational constraints on optimising the older worker contribution, older workers do not contribute to capacity, and organisations do little to optimise their contribution. Joint organisational and individual worker attention to skills maintenance and career management over an entire working life will likely be 'boundaryless' for both organisations and the older workforce.

The study aimed to extend knowledge of women’s self-initiated expatriation. Self-initiated expatriates (SIEs) take responsibility for their own careers, and such expatriation is often advocated as an alternative, boundaryless career option for women. However, little has previously been published about the experiences of SIE women or the role of Cultural Intelligence (CQ) in the cross-cultural adjustment of SIE women. The research focused on the following questions:  What linkages can be identified between the individual adjustment factors and processes perceived and experienced by SIE women?  What insights can be gained about CQ as a facilitator of the adjustment of SIE women? An Interactive Qualitative Analysis (IQA) approach was used in the research. Two IQA focus groups were hosted in the Netherlands in April and June 2010. A total of 12 SIE women participated in Focus Group 1, and nine SIE women participated in Focus Group 2. The Systems Influence Diagrams (SIDs) representing the realities of the two groups were compared and were subsequently integrated into a combined new conceptual model represented by a final combined SID. The metaphor of Alice in Wonderland’s journey of choice and chance was used to describe the final combined SID, which starts with the decision to expatriate and ends with personal/professional development. The main outcomes are the following: Contribution to knowledge – The study expands on the existing adjustment knowledge about SIE women, illustrating the facilitative role of CQ in the adjustment of SIE women. Experiential learning processes related to CQ were highlighted, and a new conceptual model for understanding the role of CQ in career development was proposed. In addition, key dilemmas faced by SIE women during the adjustment process were identified. Contribution to professional practice – The study provides new insights to international HR departments and policy-makers into the challenges SIE women face, together with possible themes for supporting them through training, coaching, mentoring and adjustments to recruitment practices. Contribution to paradigms of inquiry – No studies applying the IQA as a process to the exploration of expatriate adjustment have previously been published. This study explored the use of IQA as a methodological approach in this context. / Thesis (PhD)--University of Pretoria, 2014. / gm2014 / Human Resource Management / restricted

There is a global trend towards using part-time lecturers to reduce unit labour costs and raise institutional efficiency. At the same time there is pressure on academics to develop their skills in an academic career path. The use of part-time lecturers is a recognised phenomenon at the University of Pretoria. This study set out to determine how part-time academics in Humanities manage and sustain their careers. The conceptual framework for this study juxtaposes key aspects of the part-time academic career with features of the traditional career model on the one hand, and those of the boundaryless and protean career on the other. This study was undertaken as a quantitative survey designed for self-completion. The aim was to describe trends in the data provided about the sample. It was found that the boundaryless and protean career models have relevance in describing the careers of part-time academics in Humanities. These lecturers measure career success by accumulated knowledge, a developed skills portfolio as well as psychologically meaningful work leading to an inner feeling of achievement. They respond to the tenuous nature of their employment situation by working across organisational boundaries and developing networks of career contacts, so as to sustain a career. Aspects that are not conducive to a part-time academic career such as early career stage, experience of positional insecurity and lack of inclusion into the collegium were identified. Those aspects that support a part-time academic career are flexibility and work-family balance. Recommendations for improvements at individual and institutional level were drawn from current literature and relevant research findings. These include the need for institutional planning, inclusion of part-time lecturers into the collegium, investment in the part-time human resource and consideration of improved contractual arrangements. Part-time lecturers need to invest in their transferable skills and maintain a career network as part of a planned strategy for obtaining their career objectives. They may need to function in boundaryless fashion in multiple positions. The significant priority accorded by respondents to the accumulation of knowledge and the development of skills may hold a key to a mutually beneficial work relationship between the institution and these part-time lecturers. / Dissertation (MEd)--University of Pretoria, 2010. / Education Management and Policy Studies / unrestricted

Os estudos sobre gestão de carreira, quer sejam no âmbito organizacional ou individual, são algo recente na literatura. Atualmente, entende-se que a responsabilidade pela gestão da carreira é das pessoas e que a sua consolidação ocorre ao longo das experiências de vida pessoal e profissional. Com as mudanças originadas pela globalização, novas tecnologias e aumento da competitividade, o contrato psicológico de trabalho migrou de um modelo de emprego vitalício para um modelo de independência e autonomia, onde o indivíduo é responsável pela gestão e desenvolvimento de sua própria carreira. Essas mudanças influenciaram os conceito de carreira e demandaram o desenvolvimento de teorias que considerassem aspectos relacionados à mobilidade, à busca de um sentido para o trabalho e ao sucesso psicológico, tais como a carreira sem fronteiras e a carreira proteana. Considerando a escassez e a necessidade de estudos empíricos no Brasil acerca do tema, o presente trabalho teve como principal objetivo identificar e analisar se a atitude de carreira de universitários tem relação com as novas teorias de carreira. O perfil de carreira agrupa os indivíduos de acordo com a presença de atitudes de carreira proteana, representada pelas dimensões autodirecionamento e orientação pelos valores, e de atitudes de carreira sem fronteiras, representada pelas dimensões mobilidade psicológica e mobilidade física. Esta é uma pesquisa descritiva, com características quantitativa e qualitativa. A coleta de dados foi realizada através da aplicação de um questionário, cujas escalas foram validadas nos Estados Unidos e no Brasil, bem como pela realização de entrevistas. A amostra é não probabilística e intencional e foi formada por 140 estudantes de graduação da Faculdade de Administração, Economia e Contabilidade da USP. A validação da escala de atitude de carreira foi feita a partir da análise da confiabilidade e consistência interna do instrumento de pesquisa, com base no software SPSS - Statistical Package for the Social Sciences. Os resultados obtidos através da técnica de análise fatorial foram satisfatórios no que tange à confiabilidade, utilizado o software SPSS. Com base nos dados estatísticos, os escores gerais de carreiras proteana e sem fronteiras apresentaram uma relação positiva, indicando a existência de uma correlação geral entre os dois modelos de carreira para a amostra deste estudo. Os resultados desta pesquisa, no geral, apontam a presença de direcionamento pelos valores, autodirecionamento da carreira, mobilidades física e psicológica, indicando que os respondentes apresentam atitudes de carreiras favoráveis para enfrentar as mudanças exigidas pelo mercado de trabalho. Estas atitudes são mais relevantes para os que fizeram a disciplina Gestão de Carreira, o que também foi confirmado pelas entrevistas. Com isso, conclui-se ser relevante discutir a gestão de carreira no início da carreira profissional desses jovens discentes, que estão entrando no mercado de trabalho. Para esses jovens, essas novas carreiras são uma realidade, ainda que se verifique se tratar de um movimento, não podendo ser ainda considerado como fato para todos os indivíduos pesquisados. Acompanhar a trajetória profissional desses alunos, ampliando a pesquisa com outras variáveis, agregará ao estudo um maior detalhamento sobre as inclinações de carreiras desses indivíduos. Ainda, as discussões deste trabalho, além de contribuírem para as reflexões acerca do assunto gestão de carreira no Brasil, abrem portas para pesquisas com egressos que estejam no mercado de trabalho há mais tempo, ampliando a discussão dos resultados de correlação entre os modelos de carreira proteana e sem fronteiras. / Studies on career management, whether organizational or individual, are something new in literature. Currently, it is understood that the responsibility for the career management is of the person and that its consolidation takes place over the experiences of personal and professional life. With the changes arising from globalization, new technologies and increased competition, the work\'s psychological contract migrated from a lifetime employment model to an independence and autonomy model, where the individual is responsible for the management and development of his own career. These changes influenced the concept of career and demanded the development of theories that consider aspects related to mobility, the search of a meaning to work and psychological success, such as boundaryless career and protean career. Considering the scarcity and the need for empirical studies in Brazil on the subject, this study aimed to identify and analyze if the career atitude of university students is related to the new career theories. The career profile groups the individuals according to the presence of protean career attitudes, represented by self-direction dimensions and values orientation, and attitudes of a boundaryless career, represented by the dimensions of psychological mobility and physical mobility. This is a descriptive research with quantitative and qualitative characteristics. Data collection was performed by applying a questionnaire, whose scales were validated in the United States and Brazil, as well as conducting interviews. The sample is not probabilistic and intentional and was formed by 140 undergraduate students of USP\'s School of Business, Economics and Accounting. The validation of the career attitude scale was made by the analysis of reliability and internal consistency of the survey instrument based on SPSS - Statistical Package for Social Sciences. The results obtained through the factorial analysis technique were satisfactory in terms of reliability, using the SPSS software. Based on statistics, the overall scoresof protean careers and boundaryless career presented a positive relation, indicating the existence of a general correlation between the two career models for this study\'s sample. Theresults of this research, in general, indicate the presence of targeting by values, career selfdirection, physical and psychological mobility, indicating that respondents have career attitudes favorable to face the changes required by the labor market. These attitudes are more relevant to those who made the Career Management discipline, which was also confirmed by interviews. Thereby, it is concluded to be relevant to discuss career management at the beginning of the career of these young students, who are entering the labor market. For these young people, these new careers are a reality, even if it is verified to be a movement, and can not be considered as a fact for all individuals surveyed. Follow the career path of these students, expanding research with other variables, will add to the study greater details on the slopes careers of these individuals. The discussions of this work, besides contributing to the reflections on the career management business in Brazil, opens doors for research with graduates who are in the labor market longer, expanding the discussion of correlation results between protean and boundaryless career models.

Made available in DSpace on 2016-04-25T16:44:14Z (GMT). No. of bitstreams: 1 Carlos Eduardo S Tieppo.pdf: 2067293 bytes, checksum: 14717d74f219e6960bfd665be46cf02b (MD5) Previous issue date: 2010-11-18 / Coordenação de Aperfeiçoamento de Pessoal de Nível Superior / In recent decades, changes in labor relations, caused by a new social paradigm have led to the emergence of new career models. Nowadays, the old psychological contract marked by the promise of a long-term job can no longer be held. In this new scenario, people are urged to take responsibility for their own career and new approaches of personal development are, therefore, arising. Among them, the approach of Boundaryless Careers takes into account factors of flexibility and independence between the organization and the individual and also considers aspects of personal fulfillment. Such concept has been used in this piece of work to investigate the personal management of one s career by physicians who have been enrolled in medical specialization through residency training program; and the general goal of this study was the identification of the manifestation of Boundaryless Careers in the management of the medical career, recognizing the values that guide professional decisions in this professional category. The methodological approach adopted in this study was quantitative, presented through a survey conceived for professionals who have acquired a degree of medical specialization at a teaching hospital in the City of São Paulo and have concluded their undergraduate degree at most 10 years ago. The assumption of this study s basic hypothesis that the Boundaryless Career Model explains the Model of the Medical Career in Brazil was accepted. The results that lead to this acceptance show that the values and competences that such individuals apply to build their careers are expressed in the following patterns: strong identity with the sense of work; constant learning; low degree of dependence of an organization and psychological success. Besides this identification with forms of manifestation of Boundaryless Careers, the fact that such professionals, when achieving progress in their careers, start to show characteristics of protean careers. Despite this identification, the results have not allowed the complete establishment of a pattern for all physicians. Therefore, the findings show that Boundaryless Careers can t be generalized or even explain the totality of today s careers; however, it helps the comprehension of a significant part of professionals that make use of it to build and manage their careers / Nas últimas décadas, transformações nas relações de trabalho, ocasionadas por um novo paradigma social, propiciaram o surgimento de novos modelos de carreira. Atualmente, o antigo contrato psicológico caracterizado pela promessa de emprego de longo prazo não se sustenta. Nesse novo cenário, as pessoas são chamadas a assumir a responsabilidade da própria carreira. Surgem, então, novas abordagens de desenvolvimento profissional, entre elas, a das carreiras sem fronteiras, que consideram fatores de flexibilidade e independência entre indivíduo e organização e que, além disso, incorporam aspectos de realização pessoal. Tal conceito foi utilizado nesse trabalho para a investigação da gestão pessoal da carreira por médicos que cursaram especialidade médica através de residência. Como objetivo geral do estudo, buscou-se identificar a manifestação das carreiras sem fronteiras na gestão da carreira médica, identificando os valores que norteiam as decisões profissionais dessa categoria profissional. O procedimento metodológico adotado no estudo foi o quantitativo, apresentado através de questionário do tipo survey para profissionais que possuíssem especialidade médica cursada num hospital-escola da cidade de São Paulo e com até dez anos de formação acadêmica da graduação. A suposição da hipótese básica desse estudo de que O Modelo de Carreiras sem Fronteiras explica o Modelo de Carreira Médica no Brasil foi aceita. Os resultados, que levam a essa aceitação, mostram que os valores e competências que tais indivíduos empregam para construir suas carreiras são manifestados da seguinte forma: forte identidade com o sentido do trabalho; aprendizado constante; baixa dependência de uma organização e sucesso psicológico. Além da identificação dessas formas de manifestação das carreiras sem fronteiras, foi constatado que, ao evoluir na carreira, tais profissionais passam a apresentar também características das carreiras proteanas. Apesar da identificação dessas formas de manifestação das carreiras sem fronteiras e das carreiras proteanas no grupo estudado, os resultados não permitiram estabelecer por completo um padrão para todos os profissionais de Medicina. Constata-se, então, que o modelo das carreiras sem fronteiras não pode ser generalizado, nem mesmo explicar a totalidade das carreiras atuais, entretanto, ajuda a compreender uma significativa parte dos profissionais que fazem uso dele para construir e gerir suas carreiras

A Reflexividade é uma natureza humana universal que caracteriza os seres humanos da mesma maneira genérica em qualquer época e lugar. Esta dissertação investigou o processo reflexivo de profissionais no contexto da carreira contemporânea. Para tanto foram realizados cinco estudos. O primeiro revisou artigos relacionados às carreiras proteanas e sem-fronteiras publicados nos últimos dez anos. O segundo apresentou e explorou as qualidades psicométricas da Escala de Reflexividade. O terceiro consistiu na validação das escalas de Atitudes de Carreira Proteanas e de Atitudes de Carreira Sem-fronteira. O quarto investigou correlações entre os estilos de carreira, a reflexividade e os valores organizacionais e comparou diferentes grupos. Finalmente, o quinto estudo investigou a relação entre estilos reflexivos e as atitudes de carreira proteanas e sem-fronteiras. / Reflexivity is a universal human nature that characterizes human beings in the same general way at any time and place. This thesis investigates the reflexive process of professionals in the context of contemporary careers. Therefore, five studies were conducted. The first study revised articles related to protean and boundaryless careers published in the last ten years. The second, proposed and explored the psychometric properties of the Reflexivity Scale. The third involved the validation of the Protean Career Attitudes Scale and of the Boundaryless Career Attitudes Scale. The fourth study investigated correlations between career styles, reflexivity and organizational values, and compared different groups. Finally, the fifth study investigated the relationship between different styles of reflexivity and the implementation of protean and boundaryless career attitudes.

A Reflexividade é uma natureza humana universal que caracteriza os seres humanos da mesma maneira genérica em qualquer época e lugar. Esta dissertação investigou o processo reflexivo de profissionais no contexto da carreira contemporânea. Para tanto foram realizados cinco estudos. O primeiro revisou artigos relacionados às carreiras proteanas e sem-fronteiras publicados nos últimos dez anos. O segundo apresentou e explorou as qualidades psicométricas da Escala de Reflexividade. O terceiro consistiu na validação das escalas de Atitudes de Carreira Proteanas e de Atitudes de Carreira Sem-fronteira. O quarto investigou correlações entre os estilos de carreira, a reflexividade e os valores organizacionais e comparou diferentes grupos. Finalmente, o quinto estudo investigou a relação entre estilos reflexivos e as atitudes de carreira proteanas e sem-fronteiras. / Reflexivity is a universal human nature that characterizes human beings in the same general way at any time and place. This thesis investigates the reflexive process of professionals in the context of contemporary careers. Therefore, five studies were conducted. The first study revised articles related to protean and boundaryless careers published in the last ten years. The second, proposed and explored the psychometric properties of the Reflexivity Scale. The third involved the validation of the Protean Career Attitudes Scale and of the Boundaryless Career Attitudes Scale. The fourth study investigated correlations between career styles, reflexivity and organizational values, and compared different groups. Finally, the fifth study investigated the relationship between different styles of reflexivity and the implementation of protean and boundaryless career attitudes.

A Reflexividade é uma natureza humana universal que caracteriza os seres humanos da mesma maneira genérica em qualquer época e lugar. Esta dissertação investigou o processo reflexivo de profissionais no contexto da carreira contemporânea. Para tanto foram realizados cinco estudos. O primeiro revisou artigos relacionados às carreiras proteanas e sem-fronteiras publicados nos últimos dez anos. O segundo apresentou e explorou as qualidades psicométricas da Escala de Reflexividade. O terceiro consistiu na validação das escalas de Atitudes de Carreira Proteanas e de Atitudes de Carreira Sem-fronteira. O quarto investigou correlações entre os estilos de carreira, a reflexividade e os valores organizacionais e comparou diferentes grupos. Finalmente, o quinto estudo investigou a relação entre estilos reflexivos e as atitudes de carreira proteanas e sem-fronteiras. / Reflexivity is a universal human nature that characterizes human beings in the same general way at any time and place. This thesis investigates the reflexive process of professionals in the context of contemporary careers. Therefore, five studies were conducted. The first study revised articles related to protean and boundaryless careers published in the last ten years. The second, proposed and explored the psychometric properties of the Reflexivity Scale. The third involved the validation of the Protean Career Attitudes Scale and of the Boundaryless Career Attitudes Scale. The fourth study investigated correlations between career styles, reflexivity and organizational values, and compared different groups. Finally, the fifth study investigated the relationship between different styles of reflexivity and the implementation of protean and boundaryless career attitudes.

Os estudos sobre gestão de carreira, quer sejam no âmbito organizacional ou individual, são algo recente na literatura. Atualmente, entende-se que a responsabilidade pela gestão da carreira é das pessoas e que a sua consolidação ocorre ao longo das experiências de vida pessoal e profissional. Com as mudanças originadas pela globalização, novas tecnologias e aumento da competitividade, o contrato psicológico de trabalho migrou de um modelo de emprego vitalício para um modelo de independência e autonomia, onde o indivíduo é responsável pela gestão e desenvolvimento de sua própria carreira. Essas mudanças influenciaram os conceito de carreira e demandaram o desenvolvimento de teorias que considerassem aspectos relacionados à mobilidade, à busca de um sentido para o trabalho e ao sucesso psicológico, tais como a carreira sem fronteiras e a carreira proteana. Considerando a escassez e a necessidade de estudos empíricos no Brasil acerca do tema, o presente trabalho teve como principal objetivo identificar e analisar se a atitude de carreira de universitários tem relação com as novas teorias de carreira. O perfil de carreira agrupa os indivíduos de acordo com a presença de atitudes de carreira proteana, representada pelas dimensões autodirecionamento e orientação pelos valores, e de atitudes de carreira sem fronteiras, representada pelas dimensões mobilidade psicológica e mobilidade física. Esta é uma pesquisa descritiva, com características quantitativa e qualitativa. A coleta de dados foi realizada através da aplicação de um questionário, cujas escalas foram validadas nos Estados Unidos e no Brasil, bem como pela realização de entrevistas. A amostra é não probabilística e intencional e foi formada por 140 estudantes de graduação da Faculdade de Administração, Economia e Contabilidade da USP. A validação da escala de atitude de carreira foi feita a partir da análise da confiabilidade e consistência interna do instrumento de pesquisa, com base no software SPSS - Statistical Package for the Social Sciences. Os resultados obtidos através da técnica de análise fatorial foram satisfatórios no que tange à confiabilidade, utilizado o software SPSS. Com base nos dados estatísticos, os escores gerais de carreiras proteana e sem fronteiras apresentaram uma relação positiva, indicando a existência de uma correlação geral entre os dois modelos de carreira para a amostra deste estudo. Os resultados desta pesquisa, no geral, apontam a presença de direcionamento pelos valores, autodirecionamento da carreira, mobilidades física e psicológica, indicando que os respondentes apresentam atitudes de carreiras favoráveis para enfrentar as mudanças exigidas pelo mercado de trabalho. Estas atitudes são mais relevantes para os que fizeram a disciplina Gestão de Carreira, o que também foi confirmado pelas entrevistas. Com isso, conclui-se ser relevante discutir a gestão de carreira no início da carreira profissional desses jovens discentes, que estão entrando no mercado de trabalho. Para esses jovens, essas novas carreiras são uma realidade, ainda que se verifique se tratar de um movimento, não podendo ser ainda considerado como fato para todos os indivíduos pesquisados. Acompanhar a trajetória profissional desses alunos, ampliando a pesquisa com outras variáveis, agregará ao estudo um maior detalhamento sobre as inclinações de carreiras desses indivíduos. Ainda, as discussões deste trabalho, além de contribuírem para as reflexões acerca do assunto gestão de carreira no Brasil, abrem portas para pesquisas com egressos que estejam no mercado de trabalho há mais tempo, ampliando a discussão dos resultados de correlação entre os modelos de carreira proteana e sem fronteiras. / Studies on career management, whether organizational or individual, are something new in literature. Currently, it is understood that the responsibility for the career management is of the person and that its consolidation takes place over the experiences of personal and professional life. With the changes arising from globalization, new technologies and increased competition, the work\'s psychological contract migrated from a lifetime employment model to an independence and autonomy model, where the individual is responsible for the management and development of his own career. These changes influenced the concept of career and demanded the development of theories that consider aspects related to mobility, the search of a meaning to work and psychological success, such as boundaryless career and protean career. Considering the scarcity and the need for empirical studies in Brazil on the subject, this study aimed to identify and analyze if the career atitude of university students is related to the new career theories. The career profile groups the individuals according to the presence of protean career attitudes, represented by self-direction dimensions and values orientation, and attitudes of a boundaryless career, represented by the dimensions of psychological mobility and physical mobility. This is a descriptive research with quantitative and qualitative characteristics. Data collection was performed by applying a questionnaire, whose scales were validated in the United States and Brazil, as well as conducting interviews. The sample is not probabilistic and intentional and was formed by 140 undergraduate students of USP\'s School of Business, Economics and Accounting. The validation of the career attitude scale was made by the analysis of reliability and internal consistency of the survey instrument based on SPSS - Statistical Package for Social Sciences. The results obtained through the factorial analysis technique were satisfactory in terms of reliability, using the SPSS software. Based on statistics, the overall scoresof protean careers and boundaryless career presented a positive relation, indicating the existence of a general correlation between the two career models for this study\'s sample. Theresults of this research, in general, indicate the presence of targeting by values, career selfdirection, physical and psychological mobility, indicating that respondents have career attitudes favorable to face the changes required by the labor market. These attitudes are more relevant to those who made the Career Management discipline, which was also confirmed by interviews. Thereby, it is concluded to be relevant to discuss career management at the beginning of the career of these young students, who are entering the labor market. For these young people, these new careers are a reality, even if it is verified to be a movement, and can not be considered as a fact for all individuals surveyed. Follow the career path of these students, expanding research with other variables, will add to the study greater details on the slopes careers of these individuals. The discussions of this work, besides contributing to the reflections on the career management business in Brazil, opens doors for research with graduates who are in the labor market longer, expanding the discussion of correlation results between protean and boundaryless career models.

Le concept de carrière, autrefois considéré comme étant un chemin linéaire au sein d'une même entreprise dont les perspectives d'évolution étaient tenues pour acquis, semble aujourd'hui évoluer vers de nouveaux concepts de carrière. La rhétorique organisationnelle depuis la fin des années 1980 a progressivement évolué a d'un concept d'emploi long terme et permanent vers une nécessité claire de prise de responsabilité individuelle en vue d'assurer sa propre progression et son propre développement de carrière (Bolton & Gold, 1994; Baruch, 2006). En outre, les différences générationnelles et les avancées technologiques ont considérablement modifié l'environnement et le marché du travail, facilitant ainsi les échanges au-delà des frontières géographiques et introduisant la nécessité de gérer les différences culturelles (Crepeau et al., 2006). Nous analysons deux concepts de carrière afin de comprendre la vision contemporaine de carrière : en premier lieu, nous avons utilisé la théorie d'ancres de carrière développée par Schein (1978) qui a donné lieu à une compréhension plus large des différences individuelles ainsi que de la culture organisationnelle selon une perspective interdisciplinaire. Schein a défendu le point de vue que l'individu développe un « concept de soi » associé à sa carrière, qui devient une ancre stabilisant et influençant ses décisions liées à sa carrière. Dans une nouvelle conceptualisation de cette analyse, Feldman & Bolino (1996) défendent le point de vue que les ancres de carrière ont des associations les unes avec les autres. Ils proposent un modèle de compatibilité ou d'opposition basé sur le concept des huit ancres de carrière de Schein / Careers that were once conceptualized as life-long linear paths with frequent upward mobility within one organization have increasingly given way to new models of how careers unfold. The organizational rhetoric since the late 1980's has progressively changed from offering long-term and life-long employment, to clear messages concerning the imperative of individual career responsibility for one's progression and development (Bolton & Gold, 1994; Baruch, 2006). In addition, generational differences and technological advances have greatly changed the face of the work place, easily allowing the crossing of borders and the necessity to deal with cultural differences (Crepeau et. al., 2006). To understand how contemporary workers navigate in their careers, we mobilized two main career concepts. First, we used the theory of career anchors developed Schein (1978), which gave rise to wider understanding of both individual differences and organizational culture from an interdisciplinary perspective. Schein postulated that individuals develop a career “self-concept” which becomes an “anchor”, stabilizing and directing individual career decision-making. A re-conceptualization of his work by Feldman & Bolino (1996) postulated that career anchors could be associated with each other, proposing a model of compatibility or opposition in the relationships between the eight career anchors of Schein. Second, we used the boundaryless career concept, which suggested a change from the traditional career ideal of one single employer for the entirety of one's professional life (Arthur & Rousseau, 1996; Sullivan & Arthur, 2006)