نوع مقاله : مقاله پژوهشی
موضوعات
عنوان مقاله English
نویسندگان English
Rapid transformations in the labor market, the expansion of the digital economy, and the de-cline of traditional employment patterns based on organizational stability have intensified the need to reconsider career path management approaches in the public sector. The Ministry of Economic Affairs and Finance, as a strategic institution within the economic governance structure, simultaneously faces the challenges of retaining human capital, enhancing employ-ees’ employability, and adapting to the logic of a boundaryless labor market. The central issue of this study is the absence of a localized, systematic, and operational model for explaining and guiding boundaryless career paths within this ministry. Accordingly, the present research aims to design and elaborate a boundaryless career path model through a data-driven and em-pirically grounded approach.This study was conducted using an exploratory sequential mixed-methods design. In the qualitative phase, data were collected through semi-structured inter-views with 14 human resource experts as well as senior and middle managers of the ministry and were analyzed using thematic analysis. In the quantitative phase, based on the extracted themes, a researcher-developed questionnaire was designed and distributed among 354 head-quarters employees. The collected data were analyzed using Structural Equation Modeling through the Partial Least Squares (PLS) approach.The findings led to the identification of three main dimensions—individual, organizational, and extra-organizational—along with a set of related components and indicators that play a significant role in explaining the boundary-less career path. Quantitative results indicated that all three dimensions have a positive and significant effect on the formation of such career paths, with extra-organizational factors ex-erting the greatest influence. The final model demonstrated satisfactory fit, reliability, and validity, and provides practical capacity for human resource policymaking, redesigning career path systems, enhancing employability, and strengthening workforce resilience in the face of future labor market changes.
کلیدواژهها English
