By M. Cortini, G. Tanucci, E. Morin
This book presents a topical consideration of the demanding situations posed by means of the transition to extra transitority employment preparations as we stream from an business to a knowledge-based economic system.
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The HR department sent them the questionnaire one, three, and six months after the role transition (via the firm’s internal mail service). With the first questionnaire, the workers received a numerical code, which they had to state on every questionnaire that they filled in. Workers returned the completed questionnaires by mail directly to the author’s university address. Of the 311 employees identified (120 newcomers and 191 job changers), 159 returned the questionnaire at t1, 114 at t2, and 85 at t3 (43 newcomers and 42 job changers).
58 Ricerco impegni di lavoro che mi permettano di apprendere cose nuove Mi piacerebbe lavorare a più di un progetto con persone di differenti aziende Preferisco impegni di lavoro che mi portano a lavorare fuori dall’azienda Preferisco compiti lavorativi che mi portino a lavorare con persone di altri reparti dell’azienda Mi piace lavorare e/o collaborare professionalmente con persone di altre aziende Preferisco lavori per i quali è necessario interagire con persone di differenti aziende Ho cercato in passato opportunità e alternative che mi permettessero di lavorare al di fuori della mia azienda Nuove esperienze e situazioni mi danno la carica Organizational mobility preference Mi piace la routine che nasce dal lavorare sempre per la stessa azienda (R)* Mi sentirei perso se non potessi lavorare per la mia azienda (R) Preferisco lavorare per un’azienda che già conosco, piuttosto che spostarmi a lavorare altrove (R) Se la mia azienda mi assicurasse lo stesso lavoro per tutta la vita, non mi verrebbe mai in mente di cercare un altro lavoro altrove (R) La mia carriera ideale sarebbe quella di lavorare per una sola azienda (R) Note: *(R) = reverse-scored items.
Interestingly, while the Italian sample actually showed a slightly higher Organizational Mobility Preference than the original US sample, this preference did not correlate with Self-Directed Career Management and Boundaryless Mindset to the degree it did in the United States. Recall that Organizational Mobility Preference was negatively correlated with both Boundaryless Mindset and Self-Directed Career Management in the Italian sample. In the US sample this same preference had a positive correlation with the same attitudes.
Boundaryless Careers and Occupational Wellbeing by M. Cortini, G. Tanucci, E. Morin