The evolution of the boundaryless career concept: Examining physical and psychological mobility

By S. Sullivan, M. Arthur. 2006

857 citations recorded by the source corpus.

Subfields: Education, Organizational Behavior and Human Resource Management, Safety Research

View Paper: https://www.semanticscholar.org/paper/f094e3c4e59c4b82bad96c9aba5bee612cbb30b2

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 Organizational Behavior and Human Resource Management

In Safety Research

Citations in the corpus

Developmental trajectories and reciprocal associations between career adaptability and vocational identity: A three-wave longitudinal study with adolescents (2015, positive): “Namely, the work force of the future must gradually prepare for multiple changes in types of occupations, geographic locations, or employment patterns (Sullivan & Arthur, 2006).”
Protean and boundaryless career attitudes and organizational commitment: The effects of perceived supervisor support (2012, background): “Sullivan and Arthur (2006) generalize the boundaryless career to include psychological as well as physical mobility.”
The influences of perceived organizational support and motivation on self-initiated expatriates’ organizational and community embeddedness (2017, background): “As the boundaries between global markets have become more flexible and permeable (Sullivan & Arthur, 2006) and as employment relationships have become less organizationally-directed and more individually-directed, job seekers are increasingly crafting their own expatriation to take advantage of…”
The positive effects of a protean career attitude for self‐initiated expatriates (2013, background): “For example, the global business environment has become more dynamic and unpredictable, which requires more flexibility and adaptability from both organizations and employees (Sullivan and Arthur, 2006; Deloitte, 2010).”
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): “Cultural differences might influence the career attitudes and more collectivist cultures tend to place significant importance on connections to groups and communities and tend to ‘look to the existing group or organization for evidence of career success’ (Sullivan & Arthur, 2006; p. 26).”
Employee wellbeing, control and organizational commitment (2009, background): “The concept has attracted more attention recently from organizational scientists, perhaps due to changes taking place in employment practices that have arisen from the international employment marketplace and increased alternatives for skilled employees in a global economy (Sullivan and Arthur, 2006”
Career Adaptability With or Without Career Identity (2018, background): “In this regard, CA in the form of competencies and knowledge accumulated through education and experience (Sullivan & Arthur, 2006) is highly rewarded in the labor market (Becker, 1964) and leads to career success.”
Careers: Mobility, Embeddedness, and Success (2007, neutral): “Consequently, it has sometimes been unclear as to whether the term boundaryless careers refers to the nature of the environment in which career mobility takes place, the actual trajectories of workers themselves, or even geographic mobility (Sullivan & Arthur, 2006).”
Narrative identity construction in times of career change: Taking note of unconscious desires (2015, background): “…increasingly supplemented by emerging concepts and practices of career as ever-evolving, dynamic, boundaryless and multi-directional, with employees changing career trajectories periodically (Ibarra, 2005; Louis, 1980a; Nentwich and Hoyer, 2013; Sullivan and Arthur, 2006; Wise and Millward, 2005).”