2005
DOI: 10.1002/job.290
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Abstract: SummaryThis paper compares contemporary career theory with the theory applied in recent career success research. The research makes inconsistent use of career theory, and in particular neglects the interdependence of the objective and subjective careers, and 'boundaryless career' issues of inter-organizational mobility and extra-organizational support. The paper offers new guidelines for bringing about a rapprochement between career theory and career success research. These guidelines cover adequacy of researc… Show more

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Cited by 966 publications
(1,035 citation statements)
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References 118 publications
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“…In this regard, pro-active career behaviour includes the ability to employ a range of psychological career resources such as being behaviourally adaptable and fl exible in dealing with more frequent career transitions; having a sense of calling regarding one's career; having a sense of awareness of one's career preferences, values and motives; and demonstrating positive core self-evaluations, self-management skills, relationship skills and emotional literacy (Briscoe & Hall, 1999;Coetzee, 2008;Hall & Chandler, 2005;Judge, Bono, Erez & Locke, 2005;Kuijpers & Scheerens, 2006). Furthermore, with individuals' careers being less predictable and ordered than they once were, interest in the behaviour and characteristics that predict individuals' career success and employability has gained greater salience in contemporary career research (Arnold & Cohen, 2008;Arthur, Khapova & Wilderom, 2005). Although a vast majority of career-related studies conducted continue to focus on the external organisational factors and material incentives related to career progression and career success (Herr et al, 2004), other researchers seem to increasingly emphasise more subjective measures of career success (Arnold & Cohen, 2008).…”
Section: Introductionmentioning
confidence: 99%
“…In this regard, pro-active career behaviour includes the ability to employ a range of psychological career resources such as being behaviourally adaptable and fl exible in dealing with more frequent career transitions; having a sense of calling regarding one's career; having a sense of awareness of one's career preferences, values and motives; and demonstrating positive core self-evaluations, self-management skills, relationship skills and emotional literacy (Briscoe & Hall, 1999;Coetzee, 2008;Hall & Chandler, 2005;Judge, Bono, Erez & Locke, 2005;Kuijpers & Scheerens, 2006). Furthermore, with individuals' careers being less predictable and ordered than they once were, interest in the behaviour and characteristics that predict individuals' career success and employability has gained greater salience in contemporary career research (Arnold & Cohen, 2008;Arthur, Khapova & Wilderom, 2005). Although a vast majority of career-related studies conducted continue to focus on the external organisational factors and material incentives related to career progression and career success (Herr et al, 2004), other researchers seem to increasingly emphasise more subjective measures of career success (Arnold & Cohen, 2008).…”
Section: Introductionmentioning
confidence: 99%
“…To reflect this varied landscape, a consensus seems to have emerged that the established description of career emanates from Arthur, Hall and Lawrence (1989, p. 8) as 'the unfolding sequence of any person's work experiences over time' (e.g. Arnold & Cohen, 2008;Arthur et al, 2005;Dries, 2011).…”
Section: Careermentioning
confidence: 99%
“…job satisfaction). These objective and subjective sides are seen to be persistently dependent and this interdependence occurs over time (Arthur et al, 2005;Barley, 1989;Heslin, 2005).…”
Section: Careermentioning
confidence: 99%
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“…Em contrapartida, os elementos de resistência organizacional tratados nessa obra merecem apreciação especial e fogem do escopo desse artigo (PARKER, 2013). Além disso, fica evidente pela obra de Boltanski e Chiapello que o fenômeno não se limita à mobilidade do indivíduo dentro da organização, mas também diz respeito à migração do indivíduo entre organizações e os efeitos do surgimento de trajetórias interorganizacionais precárias (ARTHUR et al, 2005;MENGER, 2009). Estudos futuros poderão recuperar evidências que permitam delinear se os mecanismos de mobilidade interorganizacional carregam vieses sistemáticos.…”
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