The protean career: A quarter-century journey

By D. Hall. 2004

1,281 citations recorded by the source corpus.

Subfields: Demography, Education, Organizational Behavior and Human Resource Management

View Paper: https://www.semanticscholar.org/paper/d4cb4a0fc8bf0cd15aec32b48287d6d87ce8c02f

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Citations in the corpus

Proactivity, adaptability and boundaryless career attitudes: The mediating role of entrepreneurial alertness (2015, background): “Hall (2002, 2004) suggested that protean careers are highly self-directed, flexible, adaptive, and changeable.”
The development and validation of a measure for protean career orientation (2014, background): “The characteristics of protean careers (Hall 2004) suggest that these are people with orientation that rejects or refuse to comply with the rigidity of traditional structures and look for alternative routes for progress and to reach inner feeling of career achievement (Hall and Chandler 2005).”
#Trending topics in careers: a review and future research agenda (2017, background): “Trends in career research Ever since the introduction of new career paradigms, such as the boundaryless and protean careers (e.g. Arthur et al., 2005; Hall, 2004), the emphasis in the scholarly debate on careers has shifted toward agency and career self-management as the core foundation of career de”
Contemporary career orientations and career self-management: A review and integration (2021, background): “The most influential ‘new’ career orientations in the literature are rooted in the ‘protean career’ (Hall, 2004) and the ‘boundaryless career’ (Arthur & Rousseau, 2001).”
Protean Careers at Work: Self-Direction and Values Orientation in Psychological Success (2018, background): “The PCP is one characterized by adaptability in responding to changing circumstances (Hall 2004, Pulakos et al. 2000).”
Career boundarylessness and career success: A review, integration and guide to future research (2019, background): “, 1995), career adaptabilities (Hall, 2004; Savickas, 2013), and the various types of career resources (Hirschi, 2012) may help to reduce the negative effects of transitional stresses and costs, and strengthen the positive effects of career boundarylessness on career success.”
Callings in Career: A Typological Approach to Essential and Optional Components. (2011, background): “Hall and Chandler (2005) define a calling as a sense of purpose, that is, the work one was meant to do (p.”
Explaining Entrepreneurial Intentions by Means of the Theory of Planned Behaviour (2008, background): “Success criteria are subjective (psychological success) and the person’s core values drive career decisions (Hall, 2004).”
Do psychological contracts include boundaryless or protean careers (2006, background): “Protean careers emphasize individual values and self fulfillment (Hall, 2004).”
Action regulation theory and career self-management (2007, background): “career ( Hall, 1996, 2004 ), there has been a shift of the responsibility for careers from”