Advances in Career Theory and Research: A Critical Review and Agenda for Future Exploration

By S. Sullivan, Yehuda Baruch. 2009

1,048 citations recorded by the source corpus.

View Paper: https://www.semanticscholar.org/paper/8e44dad228a5242e17c5270a16fa921635a681da

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Citations in the corpus

Proactivity, adaptability and boundaryless career attitudes: The mediating role of entrepreneurial alertness (2015, background): “Similar to entrepreneurs, boundaryless-minded individuals would draw validation and marketability from outside the present employer, and sustain their work through external networks (Sullivan & Baruch, 2009).”
A lifespan perspective for understanding career self-management and satisfaction: The role of developmental human resource practices and organizational support (2018, background): “Although these ‘new career’ models are conceptually and empirically distinct (Sullivan and Baruch, 2009), they have ‘moved beyond organizations to focus on more flexible, individual models’ (Baruch and Peiperl, 2000: 347).”
Academic careers: The limits of the ‘boundaryless approach’ and the power of promotion scripts (2011, background): “, 2006; Jacoby, 1999; Nicholson, 1996; O’Mahony and Bechky, 2006; Pringle and Mallon, 2003), but it still marks scholarly debates and is utilized by authors trying to characterize new careers and the skills they require (Sullivan and Baruch, 2009), as well as by those calling for a more bounded view”
Productive employment and decent work: The impact of AI adoption on psychological contracts, job engagement and employee trust (2020, unknown): “On the one hand, this trend leads to greater levels of insecurity and additional pressure on workers (Baruch, 2006; Baruch & Rosenstein, 1992; Greenhaus & Kossek, 2014; Sullivan & Baruch, 2009).”
The development and validation of a measure for protean career orientation (2014, methodology): “Such measures would allow us to study emerging types of employment relationships and career systems (Arthur, Hall and Lawrence 1989; Sullivan and Baruch 2009) and to test models that build on theoretical progress (O’Sullivan 2002).”
Job Search and Voluntary Turnover in a Boundaryless world: a Control Theory Perspective (2011, background): “…is to an advancement-oriented careerist because economic uncertainty and job losses have cut across organizational levels and employee age groups (Boisjoly et al., 1998; Brown et al., 2006; Feldman & Leana, 2000; Polsky, 1999; Smith, 2010; Sullivan & Baruch, 2009; U.S. Department of Labor, 2010).”
A Systematic Review of the Career Adaptability Literature and Future Outlook (2018, background): “Popular career concepts such as protean and boundaryless careers emphasize the individual responsibility for active career management and imply that adaptability is required to be successful (e.g., Sullivan & Baruch, 2009).”
Comparing apples to apples: a qualitative investigation of career mobility patterns across four generations (2012, background): “an open question (Sullivan and Baruch, 2009).”
Antecedents and Outcomes of Objective Versus Subjective Career Success: Competing Perspectives and Future Directions (2018, background): “Especially given the current career context, which is characterized by increasing volatility and uncertainty (Sullivan & Baruch, 2009; Wang & Wanberg, 2017), being able to draw on resources that support coping with expected and unexpected challenges and traumas in career development is regarded as…”
Sustainable careers: introductory chapter (2015, background): “The ‘new’ careers literature stresses that with the gradual displacement of the traditional psychological contract, based upon an exchange of long- term employment for loyalty and upward progress, by a new employability- based psychological contract, the meaning of careers and career success has cha”
The relationship between networking behaviors and the Big Five personality dimensions (2012, background): “Theories on boundaryless and protean careers suggest that interpersonal relations are an effective means to self-manage careers (e.g. Arthur and Rousseau, 1996; Briscoe et al. 2006; Hall, 1996, 2004; Gunz and Peiperl, 2007; Sullivan and Baruch, 2009) and this has sparked interest in how relationship”
Career attitudes and success of managers: the impact of chance event, protean, and traditional careers (2012, methodology): “We built our conceptual framework on current career theory (Arthur 2008 ; Sullivan and Baruch 2009 ; Sturges, Conway and Liefooghe 2010 ), combined with Hobfoll's ( 1989 , 1998 ) COR theory, which reflects reactions of people to stressful situations and the way they handle these events.”
Narcissism and career success: Occupational self-efficacy and career engagement as mediators (2015, methodology): “To explain why the effects of narcissism on career success might occur, we draw upon current career development research and theory (Sullivan & Baruch, 2009) that has emphasized self-directedness and human agency as the main drivers of career success.”