Kaleidoscope careers: An alternate explanation for the “opt-out“ revolution

By Lisa A. Mainiero, S. Sullivan. 2005

718 citations recorded by the source corpus.

Subfields: Gender Studies, Organizational Behavior and Human Resource Management, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/41bc9dc471ef2f2034b3043d7f1eed9ba7a249d6

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In Gender Studies

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Citations in the corpus

Using the Kaleidoscope Career Model to Understand the Changing Patterns of Women's Careers: Designing HRD Programs That Attract and Retain Women (2008, background): “Many women turnover because their jobs are boring, their chances for advancement are low, and the company requires unreasonable working hours (Mainiero & Sullivan, 2005).”
Antecedents and Outcomes of Objective Versus Subjective Career Success: Competing Perspectives and Future Directions (2018, background): “A common thread is a suggested focus on career self-management, within an assumed context of labor market volatility (e.g., Hall, 2002; Mainiero & Sullivan, 2005; Sullivan & Baruch, 2009).”
Sustainable careers: introductory chapter (2015, background): “…socio- economic environment and has introduced new career concepts, such as the boundaryless career (Arthur, 1994), protean career (Hall, 1976; 2002), kaleidoscope career (Mainiero and Sullivan, 2005), customized career (Valcour et al., 2007), and post- corporate career (Peiperl and Baruch, 1997).”
A lifespan perspective for understanding career self-management and satisfaction: The role of developmental human resource practices and organizational support (2018, background): “…than the organization, should be the active and primary agent of his or her career, generating new conceptualizations like the boundaryless career (Arthur and Rousseau, 1996), protean career (Hall, 2004), multidirectional career (Baruch, 2004) and kaleidoscope career (Mainiero and Sullivan, 2005).”
Women’s Managerial Aspirations (2014, background): “…and different barriers to career progress (e.g., Lyness & Thompson, 2000) and may pursue unique career models that vary from men’s over their life spans (Mainiero & Sullivan, 2005), yet over half of employed women report the desire to ascend to the executive suite (Catalyst, 2004; Prince, 2004).”
Advances in Career Theory and Research: A Critical Review and Agenda for Future Exploration (2009, background): “Past research has found that some women (Cabrera, 2007; Mainiero & Sullivan, 2005) and older workers (Wang et al., 2009) move in and out of the workforce numerous times over their careers.”
Using the kaleidoscope career model to examine generational differences in work attitudes (2009, methodology): “To advance the research on generational differences, we utilize the Kaleidoscope Career Model (Mainiero and Sullivan, 2006) to provide a theoretical framework for our examination of generational differences in workplace attitudes.”
Organizational culture as a predictor of job satisfaction: the role of gender and age (2010, background): “Based on the kaleidoscope, theory, however, creating open-ended career paths both for men and women is important, as their roles and relationships change over time (Mainiero and Sullivan, 2005).”
The Contemporary Career: A Work–Home Perspective (2014, background): “…on Careers work and home lives in terms of the relative priority they place on each domain (Han & Moen 1999), the permeability of the boundaries that they construct around the domains (Kossek et al. 2012), and the way in which they define success in each domain (Mainiero & Sullivan 2005).”