Exploring the development of a protean career orientation: values and image violations

By Leisa D. Sargent, Shelley R. Domberger. 2007

107 citations recorded by the source corpus.

Subfields: Education, Gender Studies, Safety Research

View Paper: https://www.semanticscholar.org/paper/de60b9634801baa834a4c74f81a529238f490da9

How researchers see this paper

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

In Education

In Gender Studies

In Safety Research

Citations in the corpus

The organizational career: not dead but in need of redefinition (2013, background): “Just as organizations are forced to change and adapt in response to environmental pressures, so too employees are learning to be more flexible, to respond to the challenges of ongoing change and to seek out opportunities for growth and professional development, opportunities that are provided within”
Advances in Career Theory and Research: A Critical Review and Agenda for Future Exploration (2009, background): “Numerous studies have reported that individuals in their samples exhibited a more traditional career path (e.g., Cabrera, 2009; Mainiero & Sullivan, 2006; Sargent & Domberger, 2007; Smith-Ruig, 2009).”
The meaning of career success (2011, background): “The literature on the protean career, for instance, advocates that people in values-driven and self-directed careers are more likely to achieve their personal career goals (Sargent and Domberger, 2007).”
The Longitudinal Relationship Between Protean Career Orientation and Job Satisfaction, Organizational Commitment, and Intention-to-Quit (2016, background): “…example, have focused on mid-career adults, meaning that little is known about how protean orientation differs at different career stages (Sargent & Domberger, 2007), and there have been few cross-cultural studies, indicating little is known about the influences of ethnicity and cultural…”
The effect of protean careers on talent retention: examining the relationship between protean career orientation, organizational commitment, job satisfaction and intention to quit for talented workers (2019, background): “…the form of their career orientation as the situation demands and exhibit both higher levels of mobility, and a learning orientation throughout their life in order to cope with constant changes (Briscoe et al., 2006; Briscoe & Finkelstein, 2009; Gubler et al., 2014; Sargent & Domberger, 2007).”
Relationship between protean career orientation and work–life balance: A resource perspective (2015, background): “Although PCO can be cultivated through self-reflection throughout one’s career (Sargent & Domberger, 2007), it is likely that developmental relationships can also contribute to the development of a strong PCO.”