| Summary: | 碩士 === 國立聯合大學 === 管理碩士學位學程 === 101 === Today’s competitive climate requires organizations to maintain their advantages in the face of environmental stresses. Speed and complexity are the two key qualities of organizational transformation in the modern business world. Organizational innovation is based on individual creativity. Because organizations seek more innovative ways to compete, the ability of their employees to generate new and valuable ideas becomes a fundamental survival skill. Individuals’ increasing concern for the work life balance should be considered as another source of the career context change. One of the important factors influencing creativity is individual career orientation. Two metaphorical conceptions of the career have dominated the careers literature: the protean career and the boundaryless career. The protean career involves self-directed and values-driven; the boundaryless career involves physical and psychological mobility.
This study investigated the relationships among boundaryless career, protean career, creative self-efficacy and creativity. We used questionnaire survey to collect data. In a sample of 213 employees, as hypothesized, employees with high boundaryless career and high protean career exhibited the highest creative self-efficacy. The creativity was positively influenced by creative self-efficacy.
In addition, the results indicated that employee creativity also had significant relationships with age, gender, marital status, educational background and serving industry. Gender and age were also significant factors for creative self-efficacy. This study may reveal trends on the creativity that affected by relations between the contemporary career variables. This study results are also useful not only to researchers but also to Human Resource Deapartemnt (HRD) practitioners. With regard to the implications of the research results, HRD practitioners may use the study results to gain a greater understanding of the existence of the protean career and boundaryless career, organizational responsibility for supporting the protean career and boundaryless career, and the way to encourage workers to take responsibility for supporting.
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