Organizational Support, Individual Attributes, and the Practice of Career Self-Management Behavior

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From hotel career management to employees’ career satisfaction: The mediating effect of career competency (2012, unknown): “As both internal and external networking aid career development (Raider and Burt, 1996; Sturges et al., 2010), it is assumed that the " knowing whom " competency is an important predictor of career satisfaction.”
The organizational career: not dead but in need of redefinition (2013, background): “Sturges, Conway, Guest and Liefooghe 2005 ; Sturges, Conway and Liefooghe 2010 ), or on the link between career self-management and career success (e.”
Career attitudes and success of managers: the impact of chance event, protean, and traditional careers (2012, methodology): “We built our conceptual framework on current career theory (Arthur 2008 ; Sullivan and Baruch 2009 ; Sturges, Conway and Liefooghe 2010 ), combined with Hobfoll's ( 1989 , 1998 ) COR theory, which reflects reactions of people to stressful situations and the way they handle these events.”
Contemporary career orientations and career self-management: A review and integration (2021, background): “…culture or HRM practices – may facilitate or inhibit the expression of career orientations and the extent to which employees engage in CSM (e.g., Sturges et al., 2010) as well as the extent to which career orientations and/or CSM may lead to desired career progress (e.g., Guan et al., 2019).”