De 'Boundaryless Career': Een Literatuuroverzicht

Caroline

Meeusen

Voor vele mensen verwijst het woord “carrière” naar activiteiten op het werk en opwaartse mobiliteit in termen van promotie. Men spreekt ook vaak van “carrière maken”, waarbij men over het algemeen verwijst naar het geleidelijk evolueren naar een hogere positie in zijn/haar job. Deze populaire interpretatie van de loopbaan geraakt echter meer op de achtergrond.

Heden wordt de arbeidsmarkt gekenmerkt door snelle veranderingen. Dit brengt ook gevolgen met zich mee voor de carrière van medewerkers. In het traditionele psychologische contract staan stabiliteit en duurzaamheid centraal. De medewerker begint te werken in een bepaalde organisatie, werkt er hard, presteert goed, is loyaal en betrokken tot de organisatie. In ruil hiervoor krijgt de medewerker beloningen en jobzekerheid. Dit traditionele psychologische contract wordt vervangen door een nieuw contract dat gebaseerd is op continu leren en verandering, vaak over de grenzen van organisaties. Er is met andere woorden een afname van de traditionele carrière en een toename van de ‘boundaryless career’.

In deze masterproef zal er een overzicht gegeven worden van deze nieuwe carrièrevorm. Allereerst bespreek ik de evolutie van de traditionele carrière naar deze nieuwe carrièrevorm. Meer bepaald ga ik in op de definitie van de ‘boundaryless’ en ‘protean career’, waarna beide carrièrevormen zowel met elkaar als met de traditionele loopbaan zullen worden vergeleken. Om deze nieuwe carrièrevorm duidelijker te stellen geef ik eveneens een voorbeeld van de ‘boundaryless career’. Hierbij zullen de verschillende elementen die aan bod kwamen in de definitie worden toegepast.

Hierna start ik met de bespreking van de antecedenten en de gevolgen van de ‘boundaryless career’.
Voor wat betreft de antecedenten ga ik in op individuele (zoals bijvoorbeeld geslacht een leeftijd) en contextgerelateerde antecedenten (zoals bijvoorbeeld de sociale en organisationele context), alsook de interactie tussen beide. Betreffende de gevolgen ga ik het hebben over loopbaansucces, waarbij er zowel gekeken wordt naar subjectief als objectief loopbaansucces. Bij zowel de bespreking van de antecedenten als de gevolgen is het belangrijk om op te merken dat de literatuur met enige voorzichtigheid dient geïnterpreteerd te worden.

De besproken verandering die zich heeft voorgedaan met betrekking tot de carrièrevorm, met name van een traditionele carrière naar een ‘boundaryless career’, brengt tenslotte implicaties met zich mee voor het HRM-beleid dat de organisatie hanteert.

Vanuit deze literatuurstudie die ik heb gedaan, kan er worden opgemerkt dat het belangrijk is om kritisch te kijken naar de literatuur die er bestaat over de ‘boundaryless career’. In vele onderzoeken wordt inter-organisationele mobiliteit namelijk gelijkgesteld met een ‘boundaryless career’. Nochtans kunnen deze resultaten enkel veralgemeend worden naar de ‘boundaryless career’ wanneer de inter-organisationele mobiliteit vrijwillig plaatsvindt.

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