職業(yè)多元化和項目績效外文文獻翻譯中英文最新

1、外文文獻翻譯原文及譯文標題：職業(yè)多元化外文文獻翻譯中英文文獻出處：Francesca Vicentini, Paolo Boccardelli. Journal of Business Research， Volume 69, Issue 7， July 2016.pp: 2080-2087譯文字數(shù)：4000 多字英文Career diversity and project performance in the Italian television industry Francesca Vicentini, Paolo BoccardelliAbstractThis paper contrib

2、utes to boundaryless career research by focusing on how past diversity in the career patterns acquired across prior project- basedindustriesandwithinthesameproject-basedindustrymay influence current project performance. This study examines the “knowing how” elements accumulated in the past by team m

3、embers across and within project-based industries as career-related measures of diversity. To address this issue, this paper analyzes the creative context of Italian TV drama series production teams by investigating the career patterns of 1736 actors who worked in this industry from 1996 to 2010. To

4、 quantify the differences between career patterns, optimal matching analysis is used. This study finds an inverted U-shaped relationship between past career diversity accumulated across project-based industries and current project-performance; the study finds further that past career diversity achie

5、ved within the same project-based industry negatively moderates the inverted U-shaped relationship between past career diversity accumulated across project-based industries and current project-performance. These findings are consistent with the idea that the two patterns of career achievement across

6、 project-basedindustriesand within thesameproject-based industry are not complementary but rather serve as imperfect substitutes.Keywords:Boundarylesscareers,Careerpatterns,Creative industries, DiversityIntroductionThe “creative economy” based on intellectual inputs or human creativity put under foc

7、us the changing meaning of careers (Florida, 2006). Scholars highlight a shift from “the long-term-based career relationships into transactional, short-term-based ones that evolve between individuals and their employing organizations” (Baruch, 2004:59). As a result, careers are conceived as open sys

8、tems in which talent is not considered as a stock but as a flow, which can be continually nourished and developed with new experiences.Arthur and Rousseau (1996) synthesize and define this new concept of career as boundaryless to describe careers that do not unfold in a single employment setting, bu

9、t comprise sequences of jobs that may cross industry, occupational, organizational, role, and geographical boundaries. This stream of literature emphasizes the role of individuals as proactive creators of their own careers. This phenomenon is salient in creative industries where contract workers mov

10、e frequently within and across organizations (firms or projects) and industries (movie, TV, theater, etc.). Likewise, much of the research focused on the analysis of boundariesaround organizations (Becker, K.H. and Haunschild, A, 2003, Inkson, K., et al., 2012).However, a notable gap in the boundary

11、less career literature is constituted by the almost complete absence of objective examination of the movements across industries and within industries that can be objectively analyzed. Moving from these considerations, the present study attempts to analyze the effect of diversity in career patterns

12、acquired across prior project-based industries, as well as within the same project-based industry, on current project performance. Consistent with the definition proposed by Bird (1994:326), career patterns are described as “the accumulation of information and knowledge embodied in skills, expertise

13、, and relationship networks acquired through an evolving sequence of work experiences over time”. Accordingly, this paper investigates the following research question. What are the effects of the variety of experiences, skills, contacts, and knowledge accumulated by individuals within and across pro

14、ject-based industries on performance? The main idea is that careers in project-based industries frequently do not take place within firms; instead, individuals move from temporary team to temporary team. Within project-based industries, individuals (henceforth, team members) receive validation from

15、the market and build their career capabilities on their previous experiences. As a matter of fact, experiences allow team members to translate greater information richnesswithin a project into better choices and roles (Finkelstein & Hambrick, 1996). The majority of previous studies, however, conside

16、r individuals career backgrounds to be a current trait brought with them from previous experiences, without sufficiently examining how career-related measures of diversity are formed. This paper overcomes this issue, by focusing on the historical value of a career as a repository of knowledge and ex

17、perience and thus it provides a dynamic representation of the effect of diversity not based solely on a portion of individuals careers.This research contributes to the literature on creative organizations and careers in a variety of ways. First, the study offers a clear evidence of the role of caree

18、r movements in the creative settings by disentangling the effects of career movements across and within sectors of activity. Second, by exploring the relationship between the diversity in the career patterns acquired across prior project-based industries and current project performance, this researc

19、h extends scholars comprehension of boundaryless careers by examining not just one industry but also the movements that occur across industries, as suggested by Inkson et al. (2012). Third, by analyzing the relationship between the movements within the same project-based industry and the current pro

20、ject performance, this paper responds to calls for more research into the variety of career movements (e.g., Rodrigues & Guest, 2010). Finally, this research advances studies on how career-related measures ofdiversity are formed, focusing on the historical value of a career as a repository of knowle

21、dge and experience. As a result, this paper provides a dynamic representation of the effect of diversity not based solely on a portion of individuals careers.The creative context selected to develop the research is the Italian Television drama series industry since creative workers careers are mainl

22、y constructed around projects (Faulkner & Anderson, 1987). The final output (a TV episode) is performed by multidisciplinary teams composed of specialists from a number of professions grouped in temporary project teams, which provide high levels of diversity in terms of career patterns. More specifi

23、cally, this research analyzes the careers of 1736 actors who worked in the Italian television drama series industry from 1996 to 2010 in order to provide a longitudinal dimension of career patterns, going beyond a particular snapshot of an individuals work experience.Theory and hypothesesBoundaryles

24、s careers and experiences in project-based industries Arthur, Hall, and Lawrence (1989:8) originally defined a career as“the evolving sequence of a persons work experiences over time”. Bird (1994) extends this definition by arguing that the term “career” conveys more than a chronology of positions h

25、eld by individuals. The author states that the traditional definition of “career” omits the value of theinformation and knowledge acquired by a person from an evolving sequence of work experiences. In the light of this view, work experiences represent the “primary mechanism by which careers occur, t

26、hough they are not in themselves a career” (Bird, 1994:326). Experiences can be considered as a proxy for knowledge and skills that contribute to performance, as stated by prior literature (Almeida, P., et al., 2003, Huckman, R.S. and Pisano, G.P., 2006). Accordingly, individuals abilities to contri

27、bute to organizational outcomes reflect their heterogeneous experiences gained during their career histories.This approach to a career as a “repository of knowledge” plays a pivotal role in the contemporary project-based employment, characterized by a shift from secure and stable careers with clear

28、boundaries to more fluid careers marked by greater mobility across professional industries and products. The management of such careers calls for individual qualities that differ significantly from those that were sufficient in the past. Within project-based careers, team members take responsibility

29、 for gainingexperiencesandseekingopportunitieswhileworkingon temporary, short-lived projects (e.g., Jones, C, 1996, Bechky, BA,2006). Consequently, project-based careers are characterized by“flexibility, networking, marketable skills, and continuous learning” (Rodrigues & Guest, 2010: 2).Arthur and

30、Rousseau (1996) synthesize three elements needed foreffective boundaryless career management on the individual side: “know why” (values, attitudes, internal2 needs, identity, and life style); “know how” (skills, experience, knowledge); and “know whom” (networking, relationships, how to and the right

31、 people). Jones and DeFillippi (1996) added other three elements: “know what” (opportunities, threats, and requirements), “know where” (entering, training and advancing), and “know when” (timing of choices and activities). This paper examines “know how” elements by focusing on experiences, skills, a

32、nd knowledge as career related measures of diversity.Career related measures of diversity: skills, experiences, and knowledgeDiversity refers to the distributional differences among team members on a common attribute (Harrison & Klein, 2007: 1201). More specifically, they propose three distinctive t

33、ypes of diversity: separation, variety, and disparity. The former considers differences in positions and opinions among members within an organizational unit. In contrast, diversity as variety entails differences in information, experience, and knowledge among members, reflecting access to particula

34、r or unique sources of knowledge. Finally, diversity as disparity shows “differences in concentration of valued social assets or resources such as pay and status among units members” (Harrison & Klein, 2007: 1200). With regard to these types of diversity, this paper focuses first onunderstanding how

35、 differences in experiences gathered by team members during their career patterns achieved across prior project-based industries may influence current project performance. Second, this paper analyzes the impact that differences in experiences gathered by team members during their career patterns acc

36、umulated within the same project-based industry may influence current project performance. Finally, the interaction between differences in experiences gathered by team members during their career patterns achieved across prior project-based industries and those achieved within the same project-based

37、 industry will be tested.Past career diversity across prior project-based industries and current project performanceThe two main characteristics of project-based organizations are their temporary nature and their blurred boundaries (e.g., OMahony & Bechky, 2006). As a result, individuals are selecte

38、d and assembled on a project- based logic, and their experiences become valuable when they produce positive implications for project performance. Consistent with prior literature, projects can be considered as forms of organizing (Bechky, 2006) that provide career opportunities (Baker & Faulkner, 19

39、91). However, boundaryless careers encompass structures that influence the work experiences of temporary workers (Bechky, 2006:4). Accordingly, past experiences accumulated in projects accomplished in different industries may affect the variety of ideas and knowledge available when anew project team

40、 is assembled.Flood et al. (1997) demonstrate that greater industry-specific experience in top management teams inhibits their pioneering attitude, defined as the capacity of an organization to develop new products ahead of rivals. The same effect may arise from creative workers that are strongly ty

41、pe-casted into the same industry and job. Thus, the diversity of career can positively affect project performance due to a greater innovative attitude of team members.However, the positive effects of the diversity of career structures across (but related) industries may decline after a certain level

42、, because an excess of diversity may hamper the likelihood that prior experiences in diverse industries provide task-relevant knowledge and skills that can be transferred to the new job. At the same time, institutional and cognitive inertia due to a homogenous career structure is less likely to emer

43、ge. Bunderson and Sutcliffe (2002) instead, found that team members who have spent time in different functional areas during their career are more motivated to share and exchange information among each other, and this aspect, in turn, may positively affects team performance. On the same vein, Eby et

44、 al. (2003) suggest that having multiple knowledge domains within a team may contribute to enhance innovation.Moderating role of past industry career diversity within the same project-based industryPrior work experience within the same industry may lead team members to gain task-relevant knowledge,

45、but not all work experiences may provide equally useful knowledge and skills (Dokko et al., 2009:2). Dokko et al. (2009) demonstrate that prior related experience negatively affects job performance when specific knowledge and skills that appear to be related to the new organizational arrangement are

46、 not provided. In other words, prior experiences in the same industry can be of value only when they offer the possibility of using related knowledge and skills. Indeed, prior experience in the same industry may bring about negative effects on job performance due to the presence of institutional (no

47、rms) or cognitive (schemas, mindsets) mechanisms that create rigidities in behavior and decision making, and may conflict with the expectations of the role within the new organizational context. On the same vein, Gunz, Evans, and Jalland (2000) argue that the labor market itself provides constraints

48、 on workers because both contractors and employers create cognitive boundary mechanisms.By analyzing actors careers in Hollywood, however, Zuckerman, Kim, Ukanwa, and von Rittmann (2003) found that actors who are typecast and stick to the same genre of work are more successful in obtaining future em

49、ployment. Typecasting therefore acts as a positive constraint on the careers of individuals because specialization is provided. Specialization occurs at the senior level because individuals are expectedto lack specialization at the junior level. In this vein, specialization may be a voluntary choice

50、 on the part of individuals to advance more rapidly in their careers as well as to be more recognizable in the labor market. This issue is particularly relevant in creative industries (i.e., music, theater, television, film, publishing) where a strong linkage exists between consumers and individuals

51、 reputations (i.e., actors for theater, TV and movies, and musicians and writers). Consequently, being typecast within the same project-based industry may support individuals in gaining a good reputation and thus bring about favorable outcomes. Furthermore, typecasting may also contribute to the acq

52、uisition and development of marketable skills that Rodrigues and Guest (2010) highlighted as being relevant for boundaryless careers. Acquiring different experiences within the same industry provides team members with a deeper understanding of the task-relevant knowledge and skills that can be trans

53、ferred to new jobs within the same industry.中文職業(yè)多元化和項目績效: 意大利電視行業(yè)的案例弗朗西斯維森蒂尼，保羅博卡德利摘要本文著重于無邊界的職業(yè)研究，其重點是在過去基于項目的行業(yè)以及同一基于項目的行業(yè)中所獲得的職業(yè)模式的多元化如何影響當前的項目績效。這項研究考察了跨項目和基于項目的行業(yè)中的團隊成員過去積累的要素，以此作為與職業(yè)相關(guān)的多元化度量。為了解決這個問題，本文通過調(diào)查 1996 年至 2010 年在該行業(yè)工作的1736 位演員的職業(yè)模式來分析意大利電視連續(xù)劇制作團隊的創(chuàng)作環(huán)境。為了量化職業(yè)模式之間的差異，使用了最佳匹配分析。這項研究發(fā)現(xiàn)，跨

54、項目型行業(yè)積累的過去職業(yè)多元化與當前項目績效之間呈倒 U 型關(guān)系。該研究進一步發(fā)現(xiàn)，在同一項目型行業(yè)中實現(xiàn)的過去職業(yè)多元化會對由項目型行業(yè)累積的過去職業(yè)多元化與當前項目績效之間的倒 U 型關(guān)系產(chǎn)生負面影響。這些發(fā)現(xiàn)與以下觀點相一致：跨項目型行業(yè)和同一項目型行業(yè)的兩種職業(yè)成就模式不是互補的，而是不完美的替代品。關(guān)鍵字：無邊職業(yè)，職業(yè)模式，創(chuàng)意產(chǎn)業(yè)，多元化引言基于知識投入或人類創(chuàng)造力的“創(chuàng)意經(jīng)濟”受到關(guān)注，即職業(yè)意義的變化（Florida，2006）。學者們強調(diào)了從“基于長期的職業(yè)關(guān)系轉(zhuǎn)變?yōu)樵趥€人及其雇用組織之間發(fā)展的，基于交易的，短期的關(guān)系”（Baruch，2004：59）。結(jié)果，職業(yè)被視為開放

55、系統(tǒng)，人才可以通過不斷加以培訓和發(fā)展。Arthur and Rousseau（1996）綜合并定義了這種新的職業(yè)概念， 將其定義為無邊界的職業(yè)，這些職業(yè)并非在單一的就業(yè)環(huán)境中展開， 而是包括可能跨越行業(yè)，職業(yè)，組織，角色和地理邊界的一系列工 作。這些文獻研究強調(diào)了個人作為自己事業(yè)的積極創(chuàng)造者的作用。這種現(xiàn)象在創(chuàng)意產(chǎn)業(yè)中尤為明顯，在這種產(chǎn)業(yè)中，合同工經(jīng)常在組 織（公司或項目）和產(chǎn)業(yè)（電影，電視，劇院等）內(nèi)部和之間流動。同樣，許多研究都集中在組織邊界的分析上（Becker，K.H 和Haunschild，A，2003； Inkson，等，2012）。但是，無邊界職業(yè)文學中的一個顯著差距是幾乎完全缺

56、乏對客觀的跨行業(yè)和行業(yè)內(nèi)部變動的客觀檢查，而這些客觀調(diào)查可以被客觀地分析。從這些考慮出發(fā)，本研究試圖分析在以前的基于項目的行業(yè)以及同一基于項目的行業(yè)中獲得的職業(yè)模式多元化對當前項目績效的影響。與伯德（1994：326）提出的定義一致，職業(yè)模式被描述為“通過技能，專長和關(guān)系網(wǎng)絡(luò)所體現(xiàn)的信息和知識的積累，這些信息和知識是通過隨著時間變化的工作經(jīng)驗序列而獲得的”。因此， 本文研究以下研究問題?；陧椖康男袠I(yè)內(nèi)和跨行業(yè)的個人積累的各種經(jīng)驗，技能，聯(lián)系方式和知識對績效有什么影響？主要思想是， 基于項目的行業(yè)的職業(yè)通常不在公司內(nèi)部進行。相反，個人從臨時 團隊轉(zhuǎn)移到臨時團隊。在基于項目的行業(yè)中，個人（此后為

57、團隊成 員）從市場上獲得認可，并根據(jù)其先前的經(jīng)驗來建立自己的職業(yè)能 力。實際上，經(jīng)驗使團隊成員能夠?qū)㈨椖恐懈嗟男畔⒇S富性轉(zhuǎn)化為更好的選擇和角色（FinkelsteinHambrick，1996）。然而，大多 數(shù)先前的研究認為，個人的職業(yè)背景是他們以前的經(jīng)歷所帶來的當 前特征，而沒有充分研究與職業(yè)相關(guān)的多元化測度如何形成。本文 通過專注于作為知識和經(jīng)驗庫的職業(yè)的歷史價值來克服這個問題， 因此，它不僅僅基于個人職業(yè)的一部分，就提供了動態(tài)影響多元化的動態(tài)表示。這項研究以各種方式為有關(guān)創(chuàng)意組織和職業(yè)的文獻做出了貢獻。首先，該研究通過分清活動領(lǐng)域內(nèi)和活動領(lǐng)域內(nèi)職業(yè)運動的影響， 提供了職業(yè)運動在創(chuàng)造性環(huán)

58、境中的作用的清晰證據(jù)。其次，通過探 索在先前基于項目的行業(yè)中所獲得的職業(yè)模式多元化與當前項目績 效之間的關(guān)系，本研究通過不僅考察一個行業(yè)，而且考察整個行業(yè) 中發(fā)生的運動，擴展了學者對無邊界職業(yè)的理解。再次，通過分析 同一項目型行業(yè)內(nèi)的變動與當前項目績效之間的關(guān)系，本文回應了 對各種職業(yè)變動進行更多研究的呼吁（例如， RodriguesGuest，2010）。最后，這項研究推進了關(guān)于如何形成與 職業(yè)相關(guān)的多元化測度的研究，重點是職業(yè)作為知識和經(jīng)驗儲存庫 的歷史價值。結(jié)果，本文不僅僅基于個人職業(yè)的一部分，就提供了 多元化影響的動態(tài)表示。選擇開展這項研究的創(chuàng)造性環(huán)境是意大利電視連續(xù)劇行業(yè)，因為創(chuàng)造性工作者的職業(yè)主要圍繞項目進行（FaulknerAnderson，1987）。最終輸出（電視節(jié)目）由多學科團 隊執(zhí)行，該團隊由來自多個臨時項目團隊中的多個專業(yè)的專家組成， 這些團隊在職業(yè)模式方面具有高度的多元化。更具體地說，本研究 分析了 1996 年至 2010 年在意大利電視連續(xù)劇行業(yè)工作的 1736 名演員的職業(yè)，以提供職業(yè)生涯模式的縱向維度，超越了個人工作經(jīng)歷 的特定快照。理論與假設(shè)基于項目的行業(yè)的無邊界職業(yè)和經(jīng)驗Arthur，Hall 和 Lawrence（1989：8）最初將職業(yè)定