Gender, family and career in the era of boundarylessness: determinants and effects of intra- and inter-organizational mobility

By P. M. Valcour, Pamela S. Tolbert. 2003

196 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/51556d9ad3ac181ad1b7eb0786552c403b47997c

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In Gender Studies

In Organizational Behavior and Human Resource Management

In Sociology and Political Science

Citations in the corpus

Family and career path characteristics as predictors of women’s objective and subjective career success: Integrating traditional and protean career explanations (2008, background): “Valcour and Tolbert (2003) found that women were more likely to move between organizations than men, and that interorganizational mobility was negatively related to earnings for both women and men.”
The roles of expatriates' spouses among dual career couples (2011, background): “the conflicting demands of home and work are exacerbated when both partners strive for career progression ( Valcour and Tolbert, 2003”
Exploring types of career orientation: A latent class analysis approach (2009, background): “Also, women were found to have a higher inter-organizational mobility, whereas men a higher intra-organizational mobility (Valcour & Tolbert, 2003).”
Who Earns More and Why? A Multiple Mediation Model from Personality to Salary (2011, background): “Although, past research (e.g., Abele and Spurk, in press; Valcour and Tolbert 2003) identified gender as an important demographic predictor for work hours the motivational variables explained variance in contractual work hours after controlling for gender and”
Opting out and opting in: understanding the complexities of women's career transitions (2007, background): “Valcour and Tolbert (2003) also discovered that women who followed boundaryless career patterns had significantly lower earnings.”
The Employment Relationship and Inequality: How and Why Changes in Employment Practices are Reshaping Rewards in Organizations (2013, background): “…one hand, some research shows that family mobility is influenced to a greater extent by men’s jobs than by women’s (Shauman, 2010; Sorenson & Dahl, 2012), and men’s careers are usually given priority over women’s within married or cohabiting couples (Bielby & Bielby, 1992; Valcour & Tolbert, 2003).”
Advances in Career Theory and Research: A Critical Review and Agenda for Future Exploration (2009, background): “These individuals assumed multiple roles while advancing up the hierarchy, but also moved back and forth between projects in which they had different levels of control (e.g., some they produced, others they directed).”