Career Boundaries in a "Boundaryless" World

By Hugh Gunz, M. Evans, R. M. Jalland, J. L. Rotman. 2000

164 citations recorded by the source corpus.

View Paper: https://www.semanticscholar.org/paper/c7c88d2d75a0cfb2e212183f142eb0544639bc9a

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

1. A. Hirschi
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4. Ans De Vos
5. Yanjun Guan
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Citations in the corpus

• Predictors of success in the era of the boundaryless career (2003, background): “For example, Gunz et al. (2000) raise definitional questions about the concept of a career boundary.”
• Non-Linearity and Response-Ability: Emergent Order in 21st-Century Careers (2002, background): “Common examples of these networks include regional networks such as Silicon Valley (Saxenian, 1994), the bio-tech industry in south-eastern Canada (Gunz et al., 2000), and projectbased industries such as film and architecture (Jones, 1996; Jones & Lichtenstein, 2000).”
• Gaffers, Gofers, and Grips: Role-Based Coordination in Temporary Organizations (2006, background): “Additionally, the labor market itself provides constraints on workers (Gunz et al. 2000), as both contractors and employers create cognitive boundary mechanisms.”
• Academic careers: The limits of the ‘boundaryless approach’ and the power of promotion scripts (2011, background): “, 2006; O’Mahony and Bechky, 2006); 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 of careers (Gunz et al., 2000; Gunz et al., 2007; Ituma ”
• Gender, family and career in the era of boundarylessness: determinants and effects of intra- and inter-organizational mobility (2003, background): “, 1999), Canada (Gunz et al., 2000) and even Japan (Zaun and Landers, 2001).”
• Career boundarylessness and career success: A review, integration and guide to future research (2019, background): “Structural constraints, such as existing career boundaries and the labor market segmentation, create difficulties for individuals to overcome in their career transitions, and are likely to limit the choices of coping strategies, and reduce the positive effects of career boundaryless on success (Gunz”
• The ‘bounded' career: An empirical study of human capital, career mobility and employment outcomes in a mediated labour market (2005, background): “Gatekeepers have conceptions of who is appropriate for a given field, and this creates an objective boundary in the mind of the selector (Gunz et al., 2000).”