title: Interfirm mobility and carreer success of knowledge workers
metadata.name: dc.contributor.author
metadata.value: Povarnitsyna, Yulia P.
metadata.lang: -
metadata.name: dc.date.accessioned
metadata.value: 2020-09-22T18:18:21Z
metadata.lang: -
metadata.name: dc.date.available
metadata.value: 2020-09-22T18:18:21Z
metadata.lang: -
metadata.name: dc.date.issued
metadata.value: 2020-06
metadata.lang: -
metadata.name: dc.identifier.citation
metadata.value: Povarnitsyna Yu.P. Interfirm mobility and carreer success of knowledge workers. Vestnik of Saint Petersburg University. Sociology, 2020, vol. 13, issue 2, pp. 161–173.
metadata.lang: en_GB
metadata.name: dc.identifier.other
metadata.value: https://doi.org/10.21638/spbu12.2020.204
metadata.lang: -
metadata.name: dc.identifier.uri
metadata.value: http://hdl.handle.net/11701/19556
metadata.lang: -
metadata.name: dc.description.abstract
metadata.value: The paper presents a critical review of studies concerned with the relationship between interfirm mobility of knowledge workers and their objective and subjective career success. Within
  the context of discussions regarding employment standardization and the individualization
  of life trajectories, nonlinear career paths based on high mobility of workers during their life
  are attracting attention of researchers. From the perspective of the “new” career theories and
  theories of post-industrialism, high mobility is associated with achieving greater career success compared to a traditional career. The ability to stay mobile is considered not only as a
  condition for adapting to the realities of the modern labor market, but also as accumulation
  of unique human and social capital acquired through work experience in different companies.
  The opposite point of view postulates that stability is still more valued by the best workers. Potential risks and losses associated with mobile behavior may be too high, allowing those who
  adhere to the model of long-term labor relations be at an advantage. In the paper the author
  summarizes the results of existing empirical studies within given research field, examining the
  impact of physical and psychological mobility of workers on the indicators of their objective
  and subjective career success. Changes in the level of income and job position are used as indicators of objective success. Subjective success includes perceived career success, career satisfaction, satisfaction by achievement and non-achievement aspects of work, perceived employability, work engagement, work-life balance satisfaction and overall well-being. A comparison
  of the research results confirms the controversy of theoretical views on the role of interfirm
  mobility in career. The author offers promising areas of possible research and brings forward
  the opportunities for further research of this issue.
metadata.lang: en_GB
metadata.name: dc.language.iso
metadata.value: ru
metadata.lang: en_GB
metadata.name: dc.publisher
metadata.value: St Petersburg State University
metadata.lang: en_GB
metadata.name: dc.relation.ispartofseries
metadata.value: Vestnik of St Petersburg University. Sociology;Volume 13; Issue 2
metadata.lang: -
metadata.name: dc.subject
metadata.value: interfirm mobility
metadata.lang: en_GB
metadata.name: dc.subject
metadata.value: career success
metadata.lang: en_GB
metadata.name: dc.subject
metadata.value: boundaryless career
metadata.lang: en_GB
metadata.name: dc.subject
metadata.value: knowledge workers
metadata.lang: en_GB
metadata.name: dc.title
metadata.value: Interfirm mobility and carreer success of knowledge workers
metadata.lang: en_GB
metadata.name: dc.type
metadata.value: Article
metadata.lang: en_GB
resources.filename: 161-173.pdf
resources.url: https://dspace.spbu.ru/bitstream/11701/19556/1/161-173.pdf
resources.format: Adobe PDF
resources.size: 647,06 kB