En su segunda edición INBAM se va consolidando como uno de los congresos internacionales de referencia en Management. Destacar de esta edición la buena calidad de las ponencias, el incremento significativo de la procedencia internacional de los investigadores, y una excelente organización en todos los sentidos que han hecho que sea un auténtico lujo haber podido participar un año más como ponentes. La red internacional del congreso va creciendo y ya cuenta con trece track asociado cada uno a una revista indexada en el JCR Social Science Edition.
En esta edición hemos expuesto nuestra investigación sobre compromiso organizativo y nuevos perfiles de carrera en el track International Journal of Manpower (Emerald). Special issue on "The Changing Economic Environment: Implications for Human Resource Management" realizando la ponencia Mihaela Enache. Antes de poder hacer pública la publicación escrita quedamos a la espera de su evaluación para su posible publicación en el special issue de la revista, así mismo adelantamos el resumen del articulo.
Resumen de la ponencia:
Purpose: This paper analyzes the relation between the underlying dimensions of protean (self direction and values driven) and boundaryless (boundaryless mindset and organizational mobility preference) career attitudes (Briscoe et al., 2006) and organizational commitment, within today’s unstable and uncertain business scenario.
Design/methodology/approach: Data was collected from 167 professionals attending graduate and post-graduate distance learning courses. The hypotheses were tested using hierarchical regression analysis.
Findings: Research results suggest that protean career attitudes contribute significantly to individuals’ emotional attachment to their employing organization. Furthermore, organizational mobility preference was found to be significant in predicting both affective and continuance commitment.
Research limitations: First, cross-sectional correlational designs impede conclusive inferences regarding
causal relationships among the variables. Second, the use of a sample of professionals attending distance learning business courses could limit the generalizability of the study findings, because the majority of the respondents were homogenous in terms of age and educational background.
Practical implications: Fostering individuals’ self-direction results in enhanced affective commitment to their employing organizations. Workshops oriented at clarifying and communicating organizational values, philosophy and principles can be all beneficial for strengthening employees’ commitment to the organization.
Originality/value: This is the first paper to test the relationship between boundaryless and protean career attitudes and organizational commitment on a European sample.
Keywords: organizational commitment; contemporary careers
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