Managing Careers: Theory and Practice

By Nikos Bozionelos. 2007

129 citations recorded by the source corpus.

Subfields: Political Science and International Relations

View Paper: https://www.semanticscholar.org/paper/1464d80a888fa5b592265175380bc955689150d0

How researchers see this paper

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

In Political Science and International Relations

1. L. M. de Menezes
2. Krystyna Joanna Zaleska
3. R. Bridgstock
4. S. Sullivan
5. Li Wang
6. Yehuda Baruch

Citations in the corpus

• The relationship of mentoring and network resources with career success in the Chinese organizational environment (2006, background): “The consolidation of evidence on the association of receiving mentoring informally with career success has led many organizations in the Anglo-Saxon cultural cluster to develop and implement formal mentoring schemes (e.g. Baruch, 2004).”
• Human resources development practices and their association with employee attitudes: Between traditional and new careers (2007, methodology): “The new career model is created by flattening organizational structures, de-layering or downsizing, and by introducing less bureaucratic and more flexible career procedures (Baruch, 2004).”
• The graduate attributes we’ve overlooked: enhancing graduate employability through career management skills (2009, background): “There is therefore an increasing need for mobile, adaptable workers who are able to productively integrate a patchwork of contract, part-time and self-employment opportunities as the labour market and their personal circumstances require (Arnold et al., 2005; Baruch, 2004).”
• Advances in Career Theory and Research: A Critical Review and Agenda for Future Exploration (2009, background): “The first component is mobility patterns, which differs from the traditional career in that they are multidirectional (Baruch, 2004b; e.g., between firms, between employment forms, i.e., from full-time to part-time work).”
• Explaining influences on career ‘choice’: the case of MBA students in comparative perspective (2005, background): “Furthermore, studying for an MBA has many individual benefits: it may improve one’s human capital, and enhance their career prospects and employability, it may be used as a vehicle to negotiate an accelerated route to career advancement (Baruch and Peiperl, 2000), build their self confidence (Sturge”
• The professional career on the right track: A study on the interaction between career self-management and organizational career management in explaining employee outcomes (2009, background): “Inherent to this contemporary view is that both HR professionals and line managers are responsible for OCM (Baruch, 2004).”