Organisational career outcomes are often related to organisational
mobility which is described in the literature as movement of
individuals between organisational positions. The outcomes are
usually described in terms of rate, direction and patterns. Two
factors suggest this is a narrow perspective of organisational
1) this simple description masks the variety in the situations which
give rise to mobility outcomes;
2) this approach fails to explain the changes which can occur whilst
an individual is within an organisational position.
These factors can be accommodated by considering organisational
mobility outcomes in terms of changes in an individual's job and job
environment. An analysis of the literature revealed the following
dimensions to be the most appropriate descriptors of this change:
job duties, organisational relationships, physical environment,
remuneration, job opportunities and job involvements.
An empirical study of these changes over time revealed that
organisational mobility outcomes can be meaningfully represented as
a multidimensional spectrum of change circumstances. An analysis
revealed that several significant dimensions strongly influenced the
variation amongst the sets of change circumstances. Relating the
change circumstances to these dimensions identified several
characteristic groupings of circumstances: associated with interpositional changes; associated with
organisation structure changes; associated with changes in job duties
and organisational relationships; associated with cyclical or
reoccurring duties; those characterised by very little change.
The analysis also revealed that the outcomes can be described at
different levels of generality. This allows mobility patterns to
be described in broad terms or in terms which reflect the variety
of situations which give rise to mobility outcomes.
A Doctoral Thesis. Submitted in partial fulfilment of the requirements for the award of Doctor of Philosophy at Loughborough University.