The organizational career: not dead but in need of redefinition

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dc.contributor.authorClarke, M.
dc.date.issued2013
dc.description.abstractThe organizational career has been portrayed as increasingly irrelevant in a world where organizations are either unwilling or unable to offer job security, and where individuals are seeking greater independence and flexibility with regard to career development. In theory, new models of career, such as boundaryless or protean career, offer a better fit for both individuals and organizations. This paper argues, however, that not only does the organizational career still exist, but it is also still relevant and desirable. Rather than simply discarding it there is much to be learned from exploring how it has evolved and then redefining it to meet the needs of contemporary organizations.
dc.description.statementofresponsibilityMarilyn Clarke
dc.identifier.citationInternational Journal of Human Resource Management, 2013; 24(4):684-703
dc.identifier.doi10.1080/09585192.2012.697475
dc.identifier.issn0958-5192
dc.identifier.issn1466-4399
dc.identifier.orcidClarke, M. [0000-0003-3442-5472]
dc.identifier.urihttp://hdl.handle.net/2440/75814
dc.language.isoen
dc.publisherRoutledge
dc.rights© 2013 Taylor & Francis
dc.source.urihttps://doi.org/10.1080/09585192.2012.697475
dc.subjectboundaryless career
dc.subjectcareer management
dc.subjectnew organizational career
dc.subjectorganizational career
dc.subjectprotean career
dc.titleThe organizational career: not dead but in need of redefinition
dc.typeJournal article
pubs.publication-statusPublished

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