The "New Career" and Organizational Commitment: Do Boundaryless and Protean Attitudes Make a Difference?.

By J. Briscoe, Lisa M. Finkelstein. 2009

198 citations recorded by the source corpus.

Subfields: Demography, Gender Studies, Organizational Behavior and Human Resource Management

View Paper: https://www.semanticscholar.org/paper/e87fff1570b32c26d4628dca70811890aa695ef3

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Citations in the corpus

A lifespan perspective for understanding career self-management and satisfaction: The role of developmental human resource practices and organizational support (2018, background): “The contemporary career literature and ‘new career’ theory, on the other hand, look into more dynamic and proactive aspects of an individual’s career competence, and thus place strong emphasis on ‘individual differences,’ as can be observed in boundaryless and protean career arguments (Ballout, 2009”
Protean Careers at Work: Self-Direction and Values Orientation in Psychological Success (2018, background): “Although the PCO has been found to correlate with an openness to change (Gasteiger 2007), it is not associated with preferences for mobility (Briscoe & Finkelstein 2009).”
The development and validation of a measure for protean career orientation (2014, background): “(p. 201) At the individual level, the protean career is a career orientation (sometimes labeled as attitude – see, for example, Briscoe and Finkelstein 2009).”
Protean and boundaryless career attitudes and organizational commitment: The effects of perceived supervisor support (2012, background): “They therefore suggested analyzing additional variables that may impact the relationships between protean and boundaryless career attitudes and organizational commitment (Briscoe & Finkelstein, 2009).”
The meaning of career success (2011, background): “However, mainstream the notion of the boundaryless career may have become in the careers literature, signs are that this new theoretical approach to career is also not completely attuned to the actual experiences career actors are (still) having (Briscoe and Finkelstein, 2009).”
Proactivity, adaptability and boundaryless career attitudes: The mediating role of entrepreneurial alertness (2015, result): “…because past studies have shown that they result in favorable outcomes such as career success (De Vos & Soens, 2008), organizational commitment (Briscoe & Finkelstein, 2009), employability (McArdle, Waters, Briscoe, & Hall, 2007), career satisfaction (Tolentino, Garcia, Restubog, Bordia, &…”
The Longitudinal Relationship Between Protean Career Orientation and Job Satisfaction, Organizational Commitment, and Intention-to-Quit (2016, result): “Previous studies have shown positive associations with a desire to change jobs and career advancement (Feldman & Weitz, 1991), especially where the organization does not support personal goal attainment (Briscoe & Finkelstein, 2009).”
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).”