The impact of career customization on work outcomes: boundary conditions of manager support and employee age

P. Matthijs Bal, Marco Van Kleef, Paul G. W. Jansen

Research output: Contribution to journalArticle

17 Citations (Scopus)
180 Downloads (Pure)

Abstract

The current paper investigated the longitudinal effects of mass career customization (MCC) on job attitudes and objective career outcomes of employees in a professional service firm in the Netherlands. Based on theory on individualization of career trajectories, it was expected that the possibility for employees to customize their careers would be positively related to their job attitudes and subsequent objective career success, as indicated by their levels of affective commitment, work engagement, and received salary and bonuses. However, these effects were expected to occur primarily under the combination of high manager support for implementation of career customization and, based on lifespan theory, older workers, since customization fulfills their increased heterogeneous career preferences. A three-wave longitudinal study largely showed support for the study hypotheses; the relation between MCC use and work engagement and subsequent career success was stronger for older workers who received support for MCC, while the relation between MCC use and commitment was negative for older workers who received low support. The study shows the benefits of career customization in organizations by showing the conditions under which these benefits will manifest.
Original languageEnglish
Pages (from-to)421-440
Number of pages20
JournalJournal of Organizational Behavior
Volume36
Issue number3
Early online date23 Mar 2015
DOIs
Publication statusPublished - 1 Apr 2015

Keywords

  • career customization
  • older workers
  • aging
  • lifespan theory
  • individualization

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