| dc.description.abstract | Today, how to find talents required by company effectively and accurately is a very important issue. Because high potential employees have capabilities and personality about cognitive ability, culture fit, learning orientation, open to feedback, they not only can be quickly promoted within the organization, but also often be included in the talent pool. However, with the rapidly changing environment, boundaries within the organization become vague gradually. At the same time, more ideas, information and talents were flowed within the organization. So high potential employees can obtain intra-boundaryless success through horizontal movement.
As personality was easy to be hidden and difficult to measure, so when supervisor assess employee′s promotability (traditional career success) or mobility rating (intra-boundaryless success), high potential employees need to demonstrate high performance to obtain two kinds of career success. Results from our studies, high potential employees not only demonstrate high task performance to obtain traditional career success, but also demonstrate high adaptive performance to obtain two kinds of career success(traditional career success and intra-boundaryless success).However ,high potential employees will not obtain intra-boundaryless success by demonstrating high task performance .
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