The Boundaryless Career

By Kerr Inkson. 2008

329 citations recorded by the source corpus.

Subfields: Education, Organizational Behavior and Human Resource Management

View Paper: https://www.semanticscholar.org/paper/5847242334ca9ab1fed720bfc231462bdbfbef6a

How researchers see this paper

The researchers whose trusted networks rank it highest, strongest advocate first. Every researcher gets a different order.

In Education

1. Brian J. Hoffman
2. L. A. Wegman
3. Nathan T. Carter
4. N. Guenole
5. M. Richardson
6. N. Conway
7. W. G. Tymon
8. Yoke-Loo Sam

In Organizational Behavior and Human Resource Management

1. A. Liefooghe
2. J. Sturges
3. N. Conway
4. M. Richardson
5. W. G. Tymon
6. Yoke-Loo Sam
7. L. A. Wegman
8. M. van Praag

Citations in the corpus

• Entrepreneurship, professionalism, leadership : a framework and measure for understanding boundaryless careers (2012, background): “Since the 1970s, vocational theorists have recognized a shift from objective linear-organizational careers defined by a fixed employment career path to subjective protean (Hall, 1976, 1996, 2002) or boundaryless careers (Arthur, 1994; Arthur & Rousseau, 1996), which encompass personal values-driven,”
• Toward an integrated model of intrinsic motivation and career self‐management (2006, background): “More recently researchers have focused on the reality that a typical career involves multiple organizations and often dissimilar roles in those organizations, in large part because of globalization and advances in technology that have produced a turbulent environmental context (Arthur and Rousseau, ”
• The relationship between networking behaviors and the Big Five personality dimensions (2012, background): “Because careers increasingly unfold across organizations and multiple networks (Arthur and Rousseau, 1996; Tams and Arthur, 2010) networking is considered an important strategy to create opportunities and to identify the next career move within or outside the organization.”
• Organizational Support, Individual Attributes, and the Practice of Career Self-Management Behavior (2010, background): “It is also argued that changing career values and priorities make employees more inclined to take control of their own careers and their management (Arthur & Rousseau, 1996; Mirvis & Hall, 1994).”
• The effect of protean careers on talent retention: examining the relationship between protean career orientation, organizational commitment, job satisfaction and intention to quit for talented workers (2019, background): “Despite the multitude of concepts that have sought to explain contemporary careers, arguably, only two – the protean (Hall, 1996) and boundaryless (Arthur & Rousseau, 1996) career concepts – have become widely acknowledged.”
• Explaining Entrepreneurial Intentions by Means of the Theory of Planned Behaviour (2008, background): “In the boundaryless career there is independence from, rather than dependence on, traditional career arrangements (Arthur and Rousseau, 1996).”