Using the Kaleidoscope Career Model to Understand the Changing Patterns of Women's Careers: Designing HRD Programs That Attract and Retain Women
By S. Sullivan, Lisa A. Mainiero. 2008
148 citations recorded by the source corpus.
Subfields: Education, Gender Studies, Organizational Behavior and Human Resource Management
View Paper: https://www.semanticscholar.org/paper/dec25d780973b0345a72a7686453d0bf56c31ae9
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In Education
In Gender Studies
In Organizational Behavior and Human Resource Management
Citations in the corpus
- Advances in Career Theory and Research: A Critical Review and Agenda for Future Exploration (2009, methodology): “The KCM has been applied to a number of different topics, including human resource development programs, work stress, family-friendly organizational programs, and career counseling (Sullivan, in press; Sullivan & Mainiero, 2007a, 2007b, 2008).”
- Job stress, wellbeing, work-life balance and work-life conflict among Australian academics (2012, methodology): “For the purpose of the current study, the term ‘worklife balance’ was used to encompass personal as well as family responsibilities (Parkes & Langford, 2008; Sullivan & Mainiero, 2008), as not all individuals have family responsibilities.”
- Life Design: A Paradigm for Career Intervention in the 21st Century (2012, background): “The new confract of employability has prompted management and hur lan resource scholars to reconceptualize careers as boundary less (Arthur, 1994), protean (Hall, 1996), customized (Benko & Weisberg, 2007), kaleidoscopic (Sullivan & Mainiero, 2008), and as a portfolio (Handy, 1998).”
- The meaning of career success (2011, background): “In doing so, employees will feel supported in bringing their whole self to work, which will ultimately feed back into the organizations by enhancing employees’ satisfaction, motivation and well-being (Sullivan and Mainiero, 2008).”
- New Questions for Vocational Psychology: Premises, Paradigms, and Practices (2011, background): “Accordingly, management scholars are reconceptualizing career from a predictable course through working lives to something that is boundaryless (Arthur, 1994), protean (Hall, 1996b), customized (Benko & Weisberg, 2007), kaleidoscope (Sullivan & Mainiero, 2008), and portfolio (Handy, 1998).”