Even though, over the last two decades, the boundaryless career concept has stimulated a wide theoretical debate, scholars have recently claimed that research on the competencies that are necessary for managing a cross-boundary career is still incomplete. Similarly, the literature on emotional and social competencies has demonstrated how they predict work performance across industries and jobs ...

With increased globalization and labor mobility, human resource reallocation across firms, industries and regions has become the new norm in labor markets. The emergence of massive digital traces of such mobility offers a unique opportunity to understand labor mobility at an unprecedented scale and granularity. While most studies on labor mobility have largely focused on characterizing macro-le...

The current paper presents six indexes that can be used to characterize the course of a career during a particular time interval, respectively, (1) the total number of transitions during that interval; (2) the number of positive transitions; (3) the number of negative transitions; (4) the subtraction of the number of negative transitions from the number of positive transitions; (5) the relative...

The protean and boundaryless career attitudes have gained special attention during the past years. A protean career attitude implies that a person strives towards a developmental progression and self-fulfillment; a boundaryless career attitude is characterized by a high physical and/or psychological mobility. The aim of the present paper is twofold: First, we want to empirically investigate the...

Using the 1970 Census data, this paper examines differences by sex in patterns of intragenerational occupational mobility over a five year period (1965-1970) for two cohorts of white, U.S. men and women. The observed mobility patterns are separated into that part due to structural factors (i.e., the different distributions over occupational origins and destinations by sex) and that due to sex-r...