The New Careers: Individual Action and Economic Change

By N. Heaton. 2001

281 citations recorded by the source corpus.

Subfields: Education, General Social Sciences, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/315db78c451df3c45174db0e09c9ac563d171cc7

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Citations in the corpus

Understanding career decisionmaking and progression: Careership revisited (2009, background): “One of many shared findings between some of my research and that of Arthur et al. (1999) is that those people who currently see their careers as personally successful and valuable are more likely to have been proactive in developing those careers.”
Extending the Psychology of the Psychological Contract (2003, background): “Boundaryless careers provide opportunities for learning and personal growth, particularly in the case of knowledge work that can give rise to considerable psychological success and per- sonal expression at work and beyond for those workers who participate voluntarily (Arthur et al., 1999).”
Examining contemporary careers: A call for interdisciplinary inquiry (2008, background): “…and consider not only boundaryless careers but also what have been variously called kaleidoscope careers (Mainero & Sullivan, 2006), new careers (Arthur et al., 1999), post-corporate careers (Peiperl & Baruch, 1997) or protean careers (Hall, 2002) under a single label as contemporary careers.”
Protean Attitude and Career Success: The Mediating Role of Self-Management. (2008, background): “Arthur et al., 2005; Ng et al., 2005). Seibert et al. (1999) found evidence for their hypothesis that proactive individuals select, create and influence work situations that increase the likelihood of career success.”
Gender, family and career in the era of boundarylessness: determinants and effects of intra- and inter-organizational mobility (2003, background): “Work on careers within the last decade, however, suggests that this model of employment describes a declining proportion of the workforce in many industrialized countries, including the US (Arthur et al., 1999; Cappelli, 1999; Osterman, 1996), Britain, (Arnold, 1997), France (Cadin et al.”
Correlates of Networking Behavior for Managerial and Professional Employees (2001, background): “Developing a set of interpersonal relationships has recently been described as a specific career competency (i.e., knowing who) essential in the era of boundaryless careers (Arthur, Claman, & DeFillippi, 1995; Arthur et al., 1999; DeFillippi & Arthur, 1996).”
Career Competencies for the Modern Career (2006, background): “In literature on career development, authors such as Arthur, Inkson, and Pringle (1999) and Hall and Mirvis (1995) described characteristics of the modern career that appeal to self-management in career development.”
New perspectives on career and identity in the contemporary world (2002, background): “Self is known through narrative—now commonly argued to offer an appropriate structure for organising thinking on career development (e.g. Arthur et al. 1999; Collin & Young, 1992).”
The Contemporary Career: A Work–Home Perspective (2014, background): “Rather, a career is generally viewed as the pattern or sequence of work experiences that evolve over time, that is, over the life course (Arthur et al. 1999, Moen & Roehling 2005).”
Skills for creative industries graduate success (2011, unknown): “In this career pattern, the onus is on the worker to recurringly obtain or create employment and manage their career progression (Arthur et al. , 1999).”
The ‘bounded' career: An empirical study of human capital, career mobility and employment outcomes in a mediated labour market (2005, background): “…accounts of ‘new’ and ‘boundaryless’ careers usefully demonstrate the serendipitous and improvised nature of careers, they depend largely on idiosyncratic and descriptive accounts (Arthur et al., 1999), offering little insight into systematic constraints on access to labour market opportunities.”