Do psychological contracts include boundaryless or protean careers

By C. Granrose, Patricia A. Baccili. 2006

125 citations recorded by the source corpus.

Subfields: Demography, General Health Professions, Organizational Behavior and Human Resource Management

View Paper: https://www.semanticscholar.org/paper/0f8f853924c9648fb5eb1dd250418b8cbd052b1a

How researchers see this paper

The researchers whose trusted networks rank it highest, strongest advocate first. Every researcher gets a different order.

In Demography

In General Health Professions

In Organizational Behavior and Human Resource Management

Citations in the corpus

Examining contemporary careers: A call for interdisciplinary inquiry (2008, background): “Various research reports indicate that employment security is still an important concern, especially for experienced and older workers (Granrose & Baccili, 2006).”
The Longitudinal Relationship Between Protean Career Orientation and Job Satisfaction, Organizational Commitment, and Intention-to-Quit (2016, background): “…reflect cultural attitudes (e.g., giving priority to in-group allegiances and deference to authority; Cross & Markus, 1999; Hofstede & Hofstede, 2005) and do not meet the needs of the individual (i.e., in relation to expression of values and career self-directedness; Granrose & Baccili, 2006).”
The development and validation of a measure for protean career orientation (2014, background): “People can have varying levels of these career orientations (cf. Granrose and Baccili 2006; Sullivan and Baruch 2009; Inkson et al. 2012).”
Protean Careers at Work: Self-Direction and Values Orientation in Psychological Success (2018, background): “Similarly, Granrose & Baccili (2006) found that violations of the protean career psychological contract were linked to higher intentions to quit.”
The organizational career: not dead but in need of redefinition (2013, background): “For example, Granrose and Baccili ( 2006 ) found that employees not only expected help from the organization in terms of upwards mobility (traditional career), but also wanted training that would assist the transition to another organization sometime in the future (boundaryless career).”
The meaning of career success (2011, background): “Individual career actors need to be realistic, however, about the career promises organizations today are willing and able to make considering the current economic climate (Granrose and Baccili, 2006).”
Advances in Career Theory and Research: A Critical Review and Agenda for Future Exploration (2009, background): “Granrose and Baccili (2006), for example, did Sullivan and Baruch 1555 not distinguish between protean and boundaryless careers.”