Abstract

A traditional career paradigm of job security has shifted recently since management environments became more turbulent than ever before. Self-directed, lifespan-based kinetic, and subjective became the meaning and focus of career development and management. With this change prevalent, people have been challenged to develop a protean/boundaryless career. Especially, this study was implemented to conceptualize internal and external career movement (1 & ECM) and identify its antecedents. It is an very important issue for both employees and employers with current trends of revolving door syndrome and look into the relationships among them. For this purpose, we collected and classified critical reasons of I & ECM by open-ended group interviews and questionnaires in Study 1. Then, in Study 2, we rationally came up with critical antecedents of I & ECM based on Study 1 and relevant literatures and tested the relationship among them using LISREL Additionally, utility analysis was carried out with antecedents of I & ECM and it was found that supervisory career development support, job competence, and job satisfaction were the useful antecedents of internal career movement and corporate career development support, career vision, and career satisfaction were those of external career movement. Lastly, implications for human resources management, research limitations, and future directions were discussed.