The interplay of boundaryless and protean careers: Combinations and implications

By J. Briscoe, D. Hall. 2006

883 citations recorded by the source corpus.

Subfields: Education, Management of Technology and Innovation, Safety Research

View Paper: https://www.semanticscholar.org/paper/cb0ef34bc18eb7877a4b277194902c9594911f10

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Citations in the corpus

The Psychology of Careers in Industrial - Organizational Settings: A Critical but Appreciative Analysis (2008, methodology): “…orientation of much of the emerging literature on protean careers such as recent attempts to develop a model of how people become protean (Hall, 2004, p. 7), and to understand how organizations can enable a more protean orientation amongst their staff (Hall, 2004, p.9; Briscoe & Hall, 2006).”
Protean career attitudes during unemployment and reemployment: A longitudinal perspective (2014, background): “Briscoe and Hall (2006) submit that one who is both self-directed and values-driven is most fully protean.”
Proactivity, adaptability and boundaryless career attitudes: The mediating role of entrepreneurial alertness (2015, background): “People with protean career attitudes are values-driven as they shape their careers according to their own internal values and beliefs (in contrast to organizational values and beliefs; Briscoe & Hall, 2006).”
Life designing: A paradigm for career construction in the 21st century (2009, background): “Recently, Briscoe and Hall (2006) combined these constructs with Sullivan and Arthur’s (2006) constructs of boundaryless mindset and mobility to produce eight career scripts.”
Protean Attitude and Career Success: The Mediating Role of Self-Management. (2008, background): “The protean career concept encompasses the extent to which an individual demonstrates self-directed and values-driven career orientations in their personal career management (Briscoe & Hall, 2006; Hall, 2002).”
The development and validation of a measure for protean career orientation (2014, background): “One of the most innovative contributions capturing the changing nature of careers is the protean career (Hall 1976, Briscoe and Hall 2006), a conceptual framework that is complementary to the ‘boundaryless career’ (Arthur and Rousseau 1996).”
What makes them move abroad? Reviewing and exploring differences between self-initiated and assigned expatriation (2015, background): “Whereas boundaryless careers focus on how organizational boundaries have become more permeable, the term ‘protean career’ (Briscoe and Hall 2006 ), by contrast, emphasizes the individual's values-driven attitudes as well as adaptability and self-direction in personal career management (Sullivan”
The state of mentoring research: A qualitative review of current research methods and future research implications (2008, background): “This seems especially important in light of the recognition that career patterns and organizational experiences have changed dramatically in the last few decades (Briscoe & Hall, 2006).”
Relationship between protean career orientation and work–life balance: A resource perspective (2015, background): “4 Relationship between Protean Career Orientation and Work-Life Balance: A Resource Perspective Protean career orientation (PCO) (Briscoe & Hall, 2006), a promising concept in understanding the careers and lives of contemporary employees, reflects a revived emphasis on individuals as…”
The Longitudinal Relationship Between Protean Career Orientation and Job Satisfaction, Organizational Commitment, and Intention-to-Quit (2016, background): “This orientation has been distilled into two broad, defining themes of individuals being values-driven and self-directed (Briscoe & Hall, 2006).”
The career resources model: an integrative framework for career counsellors (2012, background): “Briscoe and Hall (2006) define the protean career as a career in which the person is values driven and selfdirected in personal career management.”