| The changing nature of work has resulted in major alteration of career and employment structures,their management as well as their impacts on work related outcomes such as employability.Therefore,new perspectives on careers and the working relationship between organizations and employees have emerged and became popular in the organizational literature during the last decades.In this context,the so-called‘Boundaryless Career’ construct has been at the center of interest for years,as well as an increasing relevance of‘Employability’ as an alternative for job-security.While both constructs have been separately very successful in informing theory,placing them in an interdependent relation prompted limited research and application.In this regard,the following study deals with the analysis of the two constructs"Boundaryless Career" and "Individual Employability" as well as their interrelationship in internal and external labor markets.More precisely,the study examines if and to what extent a boundaryless career mindset may influence the self-perceived individual employability of employees.In order to investigate both constructs as well as their general relationship,employees in several industries in Germany as well as in China were asked to participate in the quantitative research study that formed the basis of the analysis.Results from the statistical analysis,based on in total 87 employees,didn’t support the majority of the hypotheses and could therefore not confirm a general relationship between both constructs that derives from theoretical consideration.However,a significant correlation between the sub-construct‘boundaryless mindset’ and internal employability could be proved in the sample size of German participants.The research contributes to the career and employability literature in connecting relevant constructs of both fields of research in the contexts of contemporary career and employment patterns. |
