Jon P. Briscoe

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• DBA
• Professor (Full) at Northern Illinois University

As educators we are typically faced with the challenge and opportunity of teaching groups, rather than counseling individuals intimately. This chapter will take this classroom setting as a default context; and, using theory and research on modern careers, offer advice that is intended to be practical in helping educators and student-practitioners d...

This qualitative study examines perceived meanings of career success across 11 countries. The results show that people define career success in ways that enrich and illuminate the basic dichotomy of objective and subjective career success and establish their relative strengths across countries. Juxtaposing our data with human resource management (H...

•This study is very interesting to me because it demonstrated that protean attitudes can be dynamic, rising and lowering according to necessity of the employment condition. This opens the door to more studies regarding whether protean orientation, attitudes, etc. are traits or states. The paper presents a longitudinal test of protean career attitud...

While the protean career (Hall, 1976, 2002) has been lauded for its advantages in helping individuals adapt to changing career contexts, it is not clear how this career orientation may impact how others perceive a person's leadership ability. In this study, we hypothesized that those with a protean career orientation would receive higher leadership...

In this paper, we utilize a sample of working adults (N = 362) in the context of the recent economic recession to explore the coping mechanisms associated with different career attitudes and their subsequent impact on important individual work outcomes. Results of structural equation modeling (SEM) demonstrated that boundaryless mindset and self-di...

Career resilience is critical to the world's aging workforce, aiding older workers in adapting to the ever‐evolving nature of work. While ageist stereotypes often depict older workers as less resilient when faced with workplace changes, existing research studies offer conflicting evidence on whether older age hinders or improves career resilience....

This fascinating book comprises case studies of careers from 24 countries across the globe, highlighting culture-specific career issues, and encouraging reflection on one’s own career. Interwoven with current theoretical and empirical insights from career studies, it emphasises the importance of our respective contextual settings.

Purpose As the notions of protean career and job crafting share a common emphasis on self-management, proactivity and customization, this study aimed to examine if the associations between protean career, subjective and objective career success were mediated by job crafting, assessed via its three main dimensions (i.e. increasing structural job res...

Paid parental leave and externally provided childcare are social policies designed to enhance parents' labour force participation. These policies influence not only men's and women's decisions regarding their labour market activity but also organisational decision makers' (ODMs) expectations about their employees' availability to work and thus, the...

Subjective career success continues to be a critical topic in careers scholarship due to ever changing organizational and societal contexts that make reliance upon external definitions of success untenable or undesirable. While various measures of subjective career success have been developed, there is no measure that is representative of multiple...

This chapter explains our 16 year ongoing journey in forming, growing, managing, and developing the 5C Group, the Cross-Cultural Collaboration on Contemporary Careers.

Employees can enhance their human capital through participation in organizationally‐sponsored development activities. However, there is little research on the extent to which the effects of such practices vary depending on national context. Adopting a human capital theory perspective, we hypothesized a positive relationship between human capital de...

As an editorial to the special issue “new avenues in international careers research” this article discusses the roots of the international careers research stream, which sits at the intersection between career studies, HRM and international management. In order to support future studies in this emerging area of enquiry, we attempt to lay down the f...

Careers exist in a societal context that offers both constraints and opportunities for career actors. Whereas most studies focus on proximal individual and/or organizational level variables, we provide insights into how career goals and behaviors are understood and embedded in the more distal societal context. More specifically, we operationalize s...

Purpose The increasing flexibility and discontinuity of labor relations have been associated with the development of new forms of psychological contracts as well as the development of more self-directed and mobile career attitudes. The purpose of this paper is to examine the relationship between the forms of psychological contract and protean/boun...

Extant literature on work as a calling is primarily focused on individual factors. The role of social context, particularly the groups to which individuals belong, is largely unexplored despite the importance of others in the construction of meaning and the central role of groups in the organization of work. We seek to address this conspicuous gap...

We introduce career success schemas as critical for understanding how people in different contexts perceive and understand career success. Using a comparative configurational approach, we show, in a study of thirteen countries, that two structural characteristics of career success schemas—complexity and convergence—differ across country contexts an...

Whilst career proactivity has positive consequences for an individual’s career success, studies mostly examine objective measures of success within single countries. This raises important questions about whether proactivity is equally beneficial for different aspects of subjective career success, and the extent to which these benefits extend across...

Career studies have, at best, partly kept pace with the enormous rise of international work. While on virtually all accounts such as volume of international business transactions, importance of organizations operating across national and cultural boundaries or individuals pursuing an international or global career indicators point towards growth, t...

[Accepted for publication] Recent economic and organizational changes have fostered an increasing diversification of the workforce, among whom freelancers are an underrepresented population in the literature. This study aimed at examining the role of protean and boundaryless career, professional commitment, and employability activities in fostering...

This exploratory, qualitative study sought to unearth and explore meanings of career success and perceived influences on career success among working adults in Malaysia. Eighteen people in nursing, blue-collar, and business occupations were interviewed. Three objective and five subjective meanings of career success and six perceived internal factor...

While various studies have theorized or empirically demonstrated positive career outcomes from employability, their results are inconclusive. To address this concern, we incorporate the construct of job embeddedness to explain how perceptions of employability affect employee engagement, perceptions of career success, and psychological mobility. We...

This symposium examines the nature of career gaps and how individuals do, or can address these caps. A first paper discusses how individuals' mindsets guide their thoughts, feelings and behavior in response to setbacks encountered during the job search process. In the second paper, a cross-culturally developed career success scale based upon desire...

The rise in unemployment rates associated with the global financial crisis mean that a timely understanding is needed of the ways in which a person's career attitude influences their reactions to job loss. Much of the research into unemployment has focused on what people lose during unemployment rather than what people can potentially gain during u...

This symposium brings together diverse perspectives on person-environment fit (PEF). PEF has always been of interest, but the dynamic changes in today's corporate and social settings challenge traditional employees' ability to achieve fit. Greater diversity, increasingly rapid change, shorter career and worklife cycles--all of these and other facto...

Although scholars typically assess an individual’s nonwork role orientation relative to career as a unitary construct, we argue that a person’s orientation toward nonwork roles is multi-dimensional. Drawing on a literature review demonstrating the need for improved constructs capturing changing relationships between career and multi-faceted nonwork...

In the context of the Great Recession, we examined the relationships among perceptions of job insecurity, job embeddedness, and important individual work outcomes. Specifically, we tested the role of job embeddedness as a mediator between job insecurity and the withdrawal outcomes of intention to remain and job search behavior. Results of a longitu...

Although scholars typically assess an individual's nonwork role orientation relative to career as a unitary construct, we argue that a person's orientation toward nonwork roles is multi-dimensional. Drawing on a literature review demonstrating the need for improved constructs capturing changing relationships between career and multi-faceted nonwork...

Drawing on theories of generalized exchange and the norm of indirect reciprocity, we conceptualize subordinates’ organizational citizenship behavior directed toward the organization (OCBO) and directed toward peers (OCBI) as antecedents of managerial trustworthy behavior and examine how managers’ affective trust in subordinates mediates this relati...

The findings exposed in previous chapters show that individuals across countries share common understandings of career dimensions as well as differences. These different concepts across countries can be interpreted and explained from different angles that are not necessarily exclusive. Cultural dimensions comprising socialization in different conte...

Boundaryless and Protean Careers in Italy

This empirical paper investigates how individuals conceptualize causes of career transitions, focusing on the three European countries of Austria, Serbia, and Spain in comparison to the USA and China. Collectively, these countries represent four separate cultural regions according to Schwartz. Semi-structured interviews were conducted with members...

Purpose The purpose of this paper is to establish whether positive or negative relationships exist between boundaryless and protean career attitudes (respectively) and organizational commitment and whether such relationships can be moderated by development opportunities. Design/methodology/approach Surveys from 212 part‐time MBAs were analyzed usi...

Recently, Fugate et al. [Fugate, M., Kinicki, A. J., & Ashforth, B. E. (2004). Employability: A psycho-social construct, its dimensions, and applications. Journal of Vocational Behavior, 65(1), 14] defined employability as a psycho-social construct comprised of three dimensions: (i) adaptability; (ii) career identity; and (iii) human and social cap...

In this study, we explore the link between protean career orientation and organizational preferences in Germany and the United States. 531 students were surveyed across both countries. Protean German and U.S. students both indicated a preference for organizational cultures allowing autonomy, but differed according to certain job orientations.

While the constructs of protean and boundaryless careers have informed career theory for years, rigorous empirical examinations of these career models have lagged behind. This study seeks to redress this situation by constructing and developing four new scales to measure protean and boundaryless career attitudes. The scales related to protean caree...

The boundaryless and protean career concepts are compared in this article. It is suggested that the theories can be more finely delineated to produce more effective theory and research. The boundaryless career concept is profiled according to Sullivan and Arthur’s (this issue) categories of psychological and physical boundarylessness. The protean c...

Generally three approaches are used to create competency models. Given future business needs, particularly in industries experiencing turbulent change, still another approach is needed, one that is learning-based. Guidelines for those companies developing executive competencies are given.

Examines how organizations are developing competencies (individual characteristics related to effective or superior job performance) for executives. The authors study three common approaches used to create competency models: research-based, strategy-based, and value-based. Given future business needs, particularly in industries experiencing turbule...