Exploring types of career orientation: A latent class analysis approach

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Applying a talent management lens to career management: the role of human capital composition and continuity (2013, methodology): “Based on the suggestions made by Briscoe, Hall and Demuth (2006), accountability for career management was measured by asking respondents to indicate the extent to which employees in their organization were held responsible for managing their own career using a five-point scale ranging from 1 1⁄4 fu”
Contemporary career orientations and career self-management: A review and integration (2021, background): “Whilst the independent career orientation (Gerber et al., 2009) and the proactive career orientation (Wiernik & Kostal, 2019) seem to represent more parsimonious versions of the protean and boundaryless career orientations, some authors have argued for an expansion rather than a reduction of the con”
Who Earns More and Why? A Multiple Mediation Model from Personality to Salary (2011, background): “One study has already shown that persons with upward orientations worked more on a contractual basis compared to people without upward orientations (cf. Gerber et al. 2009 ).”