The Psychology of Careers in Industrial - Organizational Settings: A Critical but Appreciative Analysis

By J. Arnold, L. Cohen. 2008

203 citations recorded by the source corpus.

Subfields: Education, Organizational Behavior and Human Resource Management

View Paper: https://www.semanticscholar.org/paper/50a2e8dcc00767cd93faf49f87bce7080e6ee1c0

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In Education

In Organizational Behavior and Human Resource Management

Citations in the corpus

The organizational career: not dead but in need of redefinition (2013, background): “Similarly, Arnold and Cohen ( 2008 ) argue that the socio-economic environment, characterized by the impact of globalization and market competition, has led to a more individualistic approach to careers in line with boundaryless and protean career models.”
Testing a Calling Model of Psychological Career Success in Australian Young Adults: A Longitudinal Study (2014, unknown): “…of psychological career success include life, job, and career satisfaction, career adaptability, self-perceived employability, contribution to others, work-life balance, and continuous self-development (Arnold & Cohen, 2008; Arthur, Khapova, & Wilderon, 2005; Dries, Pepermans, & Carlier, 2008).”
Life After Business Failure (2013, background): “Such research can extend current theories on career constraints (Arnold & Cohen, 2008) and on adapting to new careers (Savickas, 2002), especially when a previous career path has been terminated (Haynie & Shepherd, 2011) and the individual carries a financial burden.”
Exploring types of career orientation: A latent class analysis approach (2009, background): “Thus, re- search might better be more concerned with the potential dark side of being protean, an issue which, given the positive rhet- oric of being protean, seems to be of high importance but virtually absent in the career literature (Arnold & Cohen, 2008; Briscoe et al., 2006).”
Competencies for the Contemporary Career (2013, methodology): “As Arnold and Cohen (2008) stated, more empirical research is needed with regard to understanding and measuring career competencies.”
How do objective and subjective career success interrelate over time (2009, unknown): “…position and it also comprises the beholder’s subjective success, which is an individual’s evaluation of his/her career (cf. Abele &Wiese, 2008; Arnold & Cohen, 2008; Dette et al., 2004; Dries, Pepermans, & Carlier, 2008; Heslin, 2003, 2005; Judge, Cable, Boudreau, & Bretz, 1995; Ng et al.,…”
Counseling for Work and RelationshipΨ (2012, background): “Although the importance of personal care work has been a major theme in this article, market work relationships are becoming increasing significant, as noted by Fouad (2007) and by Arnold and Cohen (2008).”
Reassessing the protean career concept: Empirical findings, conceptual components, and measurement (2014, background): “Agency, therefore, may not be equally relevant to all groups of employees (Inkson, Ganesh, Roper, & Gunz, 2010). In addition, we strongly question whether individuals can and should be made protean as Hall (2004) suggested.”
Toward a taxonomy of career studies through bibliometric visualization (2014, background): “Critics have pointed out that the career field includes various disjointed research streams,which do not systematically connect to each other even when they concern the same phenomena (Arnold & Cohen, 2008; Arthur, 2008).”
The meaning of career success (2011, background): “In recent years, a growing number of careers researchers are turning their attention to constructivism and social constructionism (Arnold and Cohen, 2008).”