Careers In and Out of Organizations

By D. Hall. 2001

1,257 citations recorded by the source corpus.

Subfields: Management of Technology and Innovation, Organizational Behavior and Human Resource Management

View Paper: https://www.semanticscholar.org/paper/4a0d46f69dc71fb9a10f4723eb156a34630d1f3c

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In Management of Technology and Innovation

In Organizational Behavior and Human Resource Management

Citations in the corpus

Me, a woman and a leader: Positive social identity and identity conflict (2014, background): “First, leadership experience allows women leaders to incorporate their leader identities into their broader sense of self (Day & Harrison, 2007; Ely et al., 2011; Hall, 2002; Ibarra et al., 2010; Lord & Hall, 2005) and therefore might reduce identity con-”
The Career Engagement Scale (2014, background): “These results support theoretical accounts (Hall, 2002) that emphasize that agency and a clear sense of identity are pivotal to succeed in the current career environment that is increasingly characterized by uncertainty and change.”
Learning The Art of Networking: A Critical Skill for Enhancing Social Capital and Career Success (2008, background): “…Rousseau, 1996; Sullivan, 1999) and the fact that the burden of responsibility for one’s career has shifted from the organization to the individual (Hall, 1996; 2002), forming multiple developmental relationships through networking to support one’s career has taken on greater emphasis (de Janasz,…”
Antecedents and Outcomes of Objective Versus Subjective Career Success: Competing Perspectives and Future Directions (2018, background): “…model of psychological success (Hall & Chandler, 2005), the kaleidoscope career model (Mainiero & Sullivan, 2005), and the protean career model (Hall, 2002), among others, all focus on internal processes that guide idiosyncratic, best-fit career decisions, with OCS taking the role of a…”
Sustainable careers: Towards a conceptual model (2020, background): “We advocate that it is this systemic perspective that sets the sustainable career concept apart from other contemporary ‘types’ of careers, such as the protean (Hall, 2002) or boundaryless (DeFillippi & Arthur, 1994) career concept, while recognizing all of their added values (De Vos & Van der Heijd”