Career attitudes and success of managers: the impact of chance event, protean, and traditional careers

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A lifespan perspective for understanding career self-management and satisfaction: The role of developmental human resource practices and organizational support (2018, background): “From the COR theory perspective, individuals can enhance their career satisfaction through resource investment and gain processes based on their personal resources (Grimland et al., 2012; Hochwarter et al., 2006).”
The Longitudinal Relationship Between Protean Career Orientation and Job Satisfaction, Organizational Commitment, and Intention-to-Quit (2016, background): “For example, same-time positive associations have been found with career satisfaction and professional vitality (Grimland et al., 2012), and with job satisfaction and length of tenure (Cerdin & Le Pargneux, 2014).”
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): “As posited, the impact PCO on OC was positive in the same vein as results found by other authors (Çakmak-Otluo glu, 2012; Grimland et al., 2012).”