Action regulation theory and career self-management

By B. Raabe, Michael Frese, T. Beehr. 2007

251 citations recorded by the source corpus.

Subfields: Communication, Organizational Behavior and Human Resource Management, Social Psychology

View Paper: https://www.semanticscholar.org/paper/14e590716e036f325cbd4dd069296deda3984736

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In Communication

In Organizational Behavior and Human Resource Management

In Social Psychology

Citations in the corpus

Daily self-management and employee work engagement (2014, unknown): “Besides, although research on self-management has shown that self-managing individuals are satisfied with their work and their career, perform better and have higher self-efficacy (e.g., Murphy & Ensher, 2001; Raabe et al., 2007; Uhl-Bien & Graen, 1998), our study is the first to show that individua”
Organizational Support, Individual Attributes, and the Practice of Career Self-Management Behavior (2010, background): “…linked to internally focused career self-management behavior, such as internal networking, visibility behavior, and implementation of career plans (Raabe et al., 2007; Sturges et al., 2002, 2008), and negatively linked to externally focused career self-management, for example, mobility-oriented…”
Contemporary career orientations and career self-management: A review and integration (2021, background): “A key assumption in various CSM models (Greenhaus et al., 2010; King, 2004; Lent & Brown, 2013; Raabe et al., 2007) is that individuals develop career goals, make career choices and plans, and engage in variety of behaviors to attain individually valued aims.”
Making Things Happen: A Model of Proactive Motivation (2010, background): “For example, Raabe, Frese, and Beehr (2007) showed that a career self-management training intervention enhanced individuals’ active career self-management, and Parker, Johnson, and Collins (2006) showed that the introduction of an advanced nursing role during overtime shifts boosted junior doctors’…”
A lifespan perspective for understanding career self-management and satisfaction: The role of developmental human resource practices and organizational support (2018, background): “King, 2004) and the empirical reports supporting them (De Vos and Soens, 2008; Raabe et al., 2007) rely exclusively on a self-regulatory model that assumes individuals are capable of exercising full control over their career (Seibert et al.”