Transforming careers:from linear to multidirectional career paths

By Yehuda Baruch. 2004

802 citations recorded by the source corpus.

Subfields: Education, General Health Professions, Safety Research

View Paper: https://www.semanticscholar.org/paper/ca753c5a7ea5af616e4e213be3a88d652b08e36b

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In Education

In General Health Professions

In Safety Research

Citations in the corpus

Exploring commitment and turnover intentions among teachers : What we can learn from Hong Kong teachers (2015, background): “Certainly in the Hong Kong context stability in the teaching profession is the norm (see, for example, Baruch, 2004).”
One job, one deal…or not: do generations respond differently to psychological contract fulfillment? (2016, background): “Multi-directional career paths (upward, lateral, downwards; Baruch 2004), also called boundaryless careers (Arthur and Rousseau 1994), may in fact be a generational phenomenon in its own right, with each generation following different career trajectories.”
Career attitudes and success of managers: the impact of chance event, protean, and traditional careers (2012, background): “This type of individual career management has been conceptualized as the protean career (Hall 2002, 2004), multidirectional career (Baruch 2004), or the kaleidoscope career (Mainiero and Sullivan 2006).”
Internal marketing, internal branding, and organisational outcomes: The moderating role of perceived goal congruence (2013, background): “Internal branding also promotes employee person–organisation fit and enhances their intention to stay with the organisation (Baruch, 2004; Lloyd, 2002).”
Psychological career resources of working adults : a South African survey : empirical research (2008, background): “…in an increasingly turbulent environmental context people are less dependent on organisational career arrangements because they experience more frequent career transitions, have greater agency in career decisions and must be able, adaptable learners (Arthur, Khapova & Wilderom, 2005; Baruch, 2004).”
Perceived employability among undergraduates and the importance of career self-management, work experience and individual characteristics (2017, background): “(Baruch, 2004) and, subsequently, greater complexity of career progression and development within and across organisations (Sok, Blomme, & Tromp, 2013).”
13_2_30: Experiences, perceptions and expectations of retail employment for Generation Y (2007, background): “Baruch (2004b) argues that these employees seem to be less interested in a lifelong job, and more interested in challenging and meaningful assignments for their self-development.”
A lifespan perspective for understanding career self-management and satisfaction: The role of developmental human resource practices and organizational support (2018, background): “Parallel to such structural and societal changes, many career theorists have contended that the individual, rather than the organization, should be the active and primary agent of his or her career, generating new conceptualizations like the boundaryless career (Arthur and Rousseau, 1996), protean c”
The organizational career: not dead but in need of redefinition (2013, background): “Even in transactional relationships there is still an understanding that employee development is good for both employee and employer (Baruch 2004b ).”
Advances in Career Theory and Research: A Critical Review and Agenda for Future Exploration (2009, background): “The first component is mobility patterns, which differs from the traditional career in that they are multidirectional (Baruch, 2004b; e.g., between firms, between employment forms, i.e., from full-time to part-time work).”
Using the kaleidoscope career model to examine generational differences in work attitudes (2009, background): “The work environment has already seen the impact of this change in the form of increased worker mobility, with careers transforming from traditional linear patterns to more multidirectional forms (Baruch, 2004).”
Entrepreneurship, professionalism, leadership : a framework and measure for understanding boundaryless careers (2012, background): “We also recognize the possibility of multidirectional (as opposed to linear; cf. Baruch, 2004) models of careers whereby an individual's career vector can move in any direction.”