The portability of performance for individuals during a career transition is not straightforward. Differences between jobs can create a drag on performance; alternatively, the differences can be an input to creativity and innovation. In this paper, we develop a model of career transitions that centers around the concept of career frictions, which we define as the disrupting differences felt by individuals between a new role and career attributes accumulated through their prior work experience (i.e., knowledge, social relationships, and imprints and identity). We argue that experienced individuals bring their accumulated career attributes into new jobs, and that the relationship between these attributes and their post-transition routine and creative job performance is mediated by career frictions. Furthermore, we theorize that the way in which movers experience career transitions is moderated by cognitive fixedness, which influences how much friction an individual feels, and by socialization practices, which can smooth or leverage friction in order to determine an individual’s post-move routine and creative job performance. Our friction-based theory of career transitions holds that individual characteristics like cognitive fixedness and also contextual conditions like socialization practices affect the portability of performance, or the prospect of generating creative performance.

中文翻译：

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从无边界到跨越边界：迈向基于摩擦的职业过渡和工作绩效模型


在职业过渡期间，个人绩效的可移植性并不简单。工作之间的差异可能会拖累性能;或者，这些差异可以成为创造力和创新的输入。在本文中，我们开发了一个以职业摩擦概念为中心的职业过渡模型，我们将其定义为个人在新角色与通过先前工作经验积累的职业属性（即知识、社会关系、印记和身份）之间感受到的破坏性差异。我们认为，有经验的人将他们积累的职业特质带到新的工作中，而这些特质与他们过渡后的日常生活和创造性的工作表现之间的关系是由职业摩擦中介的。此外，我们从理论上认为，搬家者经历职业转变的方式受到认知固定性的调节，认知固定性影响个人感受到的摩擦量，以及社会化实践，这可以消除或利用摩擦，以确定个人搬家后的日常生活和创造性的工作表现。我们基于摩擦的职业过渡理论认为，认知固定性等个人特征以及社会化实践等情境条件会影响绩效的可移植性或产生创造性绩效的前景。