Are participants in the ‘new career’ good organizational citizens?

Ricardo Rodrigues; David Guest; Teresa Carla Oliveira

doi:10.1080/09585192.2021.1900322

Are participants in the ‘new career’ good organizational citizens?

Ricardo Rodrigues^*, David Guest, Teresa Carla Oliveira

^*Corresponding author for this work

Human Resource Management

Research output: Contribution to journal › Article › peer-review

3 Citations (Scopus)

Abstract

Research on the ‘new career’ has explored some individual correlates of protean and boundaryless career orientations while largely neglecting their consequences for organizations. Our paper addresses this omission by exploring the link between ‘new career’ orientations and both positive and negative extra-role behaviours based on the argument that these dimensions of performance are potentially more variable given their volitional nature. In addition, it explores the role of organizational commitment and perceived organizational support in shaping this relationship. We present the results of a study with 641 employee-supervisor dyads in nineteen organizations showing that a protean career orientation results in more positive extra-role behaviours, whereas a boundaryless career orientation is associated with less citizenship behaviour and higher deviant behaviour due to its negative impact on commitment. In addition, our findings suggest that organizations can positively influence the behaviour of individuals with high boundaryless career orientations by offering high levels of support.

Original language	English
Journal	International Journal of Human Resource Management
DOIs	https://doi.org/10.1080/09585192.2021.1900322
Publication status	Accepted/In press - 2021

Keywords

organizational citizenship behaviour
organizational commitment
perceived organizational support
Protean and boundaryless careers
workplace deviant behaviour

Access to Document

10.1080/09585192.2021.1900322

Cite this

@article{4fb9d18fd8364381ab5c17e38941a1af,

title = "Are participants in the {\textquoteleft}new career{\textquoteright} good organizational citizens?",

abstract = "Research on the {\textquoteleft}new career{\textquoteright} has explored some individual correlates of protean and boundaryless career orientations while largely neglecting their consequences for organizations. Our paper addresses this omission by exploring the link between {\textquoteleft}new career{\textquoteright} orientations and both positive and negative extra-role behaviours based on the argument that these dimensions of performance are potentially more variable given their volitional nature. In addition, it explores the role of organizational commitment and perceived organizational support in shaping this relationship. We present the results of a study with 641 employee-supervisor dyads in nineteen organizations showing that a protean career orientation results in more positive extra-role behaviours, whereas a boundaryless career orientation is associated with less citizenship behaviour and higher deviant behaviour due to its negative impact on commitment. In addition, our findings suggest that organizations can positively influence the behaviour of individuals with high boundaryless career orientations by offering high levels of support.",

keywords = "organizational citizenship behaviour, organizational commitment, perceived organizational support, Protean and boundaryless careers, workplace deviant behaviour",

author = "Ricardo Rodrigues and David Guest and Oliveira, {Teresa Carla}",

year = "2021",

doi = "10.1080/09585192.2021.1900322",

language = "English",

journal = "International Journal of Human Resource Management",