The relationship among career commitment, boundaryless and protean career tendencies: A research

Organizational carrier has been accepted as losing its feasibility due to the changes on today's work life. As such, new career approaches have been emerged. These emerging approaches are named as boundaryless career, protean career, post-corporate career, and portfolio career. This thesis study focuses on boundaryless and protean career as result of their prevalent use in the related literature. Examining the relevant literature reveals that career commitment has been conceptualized as a key approach in the boundaryless and protean careers. Hence, purpose of this study is to examine the effects of the boundaryless and protean careers tendencies on the career commitment. Moreover, the effects of the subdimensions of the boundaryless and protean careers on the career commitment are examined in this study. Survey is used as the main data collection instruments in this thesis. In this study, 407 people are responded the survey, however, only 387 has been considered during the data analysis process due to the 20 invalid surveys. The multiple regression analysis reveals that participants' boundaryless career tendencies are negatively associated with their career commitment, while their protean careers tendencies are positively associated with career commitment. Furthermore, it is found that self-directed career has positively associated with career commitment. The choice of organizational mobility is also negatively associated with career commitment. In addition, there is not any statistically significant relationship between value-oriented career management and boundaryless thinking.