Douglas T Hall
Biographic Data
| ID | 369738 |
|---|---|
| NAME | Douglas T Hall |
| GIVEN NAMES | Douglas T |
| FAMILY NAME | Hall |
| SIGNATURE | HALL D T |
| AFFILIATIONS | Boston University |
| VERIFIED | No |
| TOTAL WORKS | 28 |
| TOTAL CITATIONS | 246 |
| AUTHOR COUNT | 27 |
| EDITOR COUNT | 1 |
| FIRST PUBLICATION YEAR | 1969 |
| LATEST PUBLICATION YEAR | 2024 |
| H-INDEX | 7 |
Transitioning into retirement: The Interplay of Self and Life Structure
This paper explores the psychological, social, and behavioral ways in which professionals end their corporate careers and reorient themselves and their lives in the transition from employment to retirement. Framed within life course theory, specifically the adult development literature, this study leverages Levinson’s construct of life structure in relation to the self as a lens for understanding the developmental work undertaken in different pha…
Here, there, & everywhere: Development and validation of a cross-culturally representative measure of subjective career success
Protean Careers at Work: Self-Direction and Values Orientation in Psychological Success
How do self-direction and personal values influence career outcomes? Such questions have been central in research on the protean career—a career process characterized by the exercise of self-direction and an intrinsic values orientation in the pursuit of psychological success. This article provides an integrative review, with a focus on three empirically supported protean processes—identity awareness, adaptability, and agency. In addition, we dis…
Handbook of Career Theory
Pursuing Career Success while Sustaining Personal and Family Well‐Being: A Study of Reduced‐Load Professionals over Time
This study examines the experiences, over 6 years, of 73 managers and high level professionals who reduced their workloads to achieve more sustainable career and family outcomes. We compared personal, family, and career success outcomes for people who maintained reduced loads over time with those who went back to full time work, and we found few differences, except for more promotions for the full‐timers. To further understand our results, we ide…
Careers around the World: Individual and Contextual Perspectives
Entangled strands: A process perspective on the evolution of careers in the context of personal, family, work, and community life
The goal of this study is to develop a theoretical framework to illuminate the process of careers unfolding over time in an overall life context. We draw on data from a qualitative field study of the career paths of 81 professionals who pursued working on a reduced-load basis as a strategy for sustaining commitment to both their careers and family lives. Using multiple methods to analyze what happened between two interviews approximately six year…
Reintegrating job design and career theory: Creating not just good jobs but smart jobs
Employability during unemployment: Adaptability, career identity and human and social capital
Unpacking Personal Adaptability at Work
Adaptability is a key competency for career success. In this article, the authors examine how individual adaptability is associated with the accrual of human capital, the organization of the work environment, and the characteristics of individuals. They find that a number of factors are particularly strongly related to personal adaptability: gender, employability, education, and management support. By understanding the variety of factors that are…
Organizational career development is not dead: A case study on managing the new career during organizational change
New forms of careers have received increased attention in contemporary organizational research. A prominent focus in this research has been whether and how, in an increasingly unpredictable career environment, individuals are taking responsibility for their own career development. The implication is that career is becoming less central to organizational management practices. At the same time there is evidence that organizational changes typically…
Protean and boundaryless careers: An empirical exploration
The interplay of boundaryless and protean careers: Combinations and implications
Psychological success: When the career is a calling
This article has the dual purpose of expanding an understanding of the relationship between subjective and objective careers, and describing one condition under which the subjective career takes on particular salience: when the person feels a sense of calling in his or her career (that is, a sense of purpose, that this is the work one was meant to do.) This sense of calling does not necessarily have to be connected to a set of religious beliefs. …
The protean career: A quarter-century journey
Careers in and out of Organizations
The Study of Careers The Changing Context of Careers Why Study Careers? What Is a Career? A Working Definition of Career Why Are Careers Important? Conclusion 2. The Protean Career Contract The Nature of a Psychological Contract The Nature of the New Contract Stages of Adaptation: Three Types of Companies Continuous Learning via Psychological Success Implications for Organizational Career Management Questions for Further Research Conclusion PART …
Protean Careers of the 21st Century
Psychological success and the boundaryless career
The boundaryless career could be a bane or boon to people's experience of psychological success. This paper describes the contours of the boundaryless career and then looks at how workers will have to deal with aging over several career cycles, integrate diverse experiences into their identities, and come to terms with new types of employer‐employee relationships. This introduces the idea of finding psychological success in one's life work, encom…
Handbook of career theory
Balancing Work Life and Home Life: What Can Organizations Do to Help?
A New Look at Love
Organizational research on job involvement
Reviews the literature on job involvement. First, the various definitions of the term are identified and integrated. Next, 3 theoretical perspectives on job involvement are considered: job involvement as an individual characteristic, as a situationally determined variable, and as a product of person
Organizational Climates and Careers. The Work Lives of Priests
Organizational Climates and Careers, the Work Lives of Priests
A Model of Coping with Role Conflict: The Role Behavior of College Educated Women
A model of role conflict coping behavior is presented based upon three levels in the role process. Type I coping, structural role redefinition, involves altering external, structurally imposed expectations relative to a person's position. Type II coping is personal role redefinition, changing one's expectations and perception of one's own behavior in a given position. Type III coping, reactive role behavior, entails attempting to find ways to mee…
The protean career: A quarter-century journey
Psychological success: When the career is a calling
This article has the dual purpose of expanding an understanding of the relationship between subjective and objective careers, and describing one condition under which the subjective career takes on particular salience: when the person feels a sense of calling in his or her career (that is, a sense of purpose, that this is the work one was meant to do.) This sense of calling does not necessarily have to be connected to a set of religious beliefs. …
Psychological success and the boundaryless career
The boundaryless career could be a bane or boon to people's experience of psychological success. This paper describes the contours of the boundaryless career and then looks at how workers will have to deal with aging over several career cycles, integrate diverse experiences into their identities, and come to terms with new types of employer‐employee relationships. This introduces the idea of finding psychological success in one's life work, encom…
Organizational research on job involvement
Reviews the literature on job involvement. First, the various definitions of the term are identified and integrated. Next, 3 theoretical perspectives on job involvement are considered: job involvement as an individual characteristic, as a situationally determined variable, and as a product of person
Entangled strands: A process perspective on the evolution of careers in the context of personal, family, work, and community life
The goal of this study is to develop a theoretical framework to illuminate the process of careers unfolding over time in an overall life context. We draw on data from a qualitative field study of the career paths of 81 professionals who pursued working on a reduced-load basis as a strategy for sustaining commitment to both their careers and family lives. Using multiple methods to analyze what happened between two interviews approximately six year…
Organizational career development is not dead: A case study on managing the new career during organizational change
New forms of careers have received increased attention in contemporary organizational research. A prominent focus in this research has been whether and how, in an increasingly unpredictable career environment, individuals are taking responsibility for their own career development. The implication is that career is becoming less central to organizational management practices. At the same time there is evidence that organizational changes typically…
Self Image and Job Characteristics as Correlates of Changing Organizational Identification
Unpacking Personal Adaptability at Work
Adaptability is a key competency for career success. In this article, the authors examine how individual adaptability is associated with the accrual of human capital, the organization of the work environment, and the characteristics of individuals. They find that a number of factors are particularly strongly related to personal adaptability: gender, employability, education, and management support. By understanding the variety of factors that are…
Pursuing Career Success while Sustaining Personal and Family Well‐Being: A Study of Reduced‐Load Professionals over Time
This study examines the experiences, over 6 years, of 73 managers and high level professionals who reduced their workloads to achieve more sustainable career and family outcomes. We compared personal, family, and career success outcomes for people who maintained reduced loads over time with those who went back to full time work, and we found few differences, except for more promotions for the full‐timers. To further understand our results, we ide…
Reintegrating job design and career theory: Creating not just good jobs but smart jobs
Transitioning into retirement: The Interplay of Self and Life Structure
This paper explores the psychological, social, and behavioral ways in which professionals end their corporate careers and reorient themselves and their lives in the transition from employment to retirement. Framed within life course theory, specifically the adult development literature, this study leverages Levinson’s construct of life structure in relation to the self as a lens for understanding the developmental work undertaken in different pha…
The Impact of Peer Interaction During An Academic Role Transition
This study examines the impact of peer interaction among a group of graduate students taking Ph.D. qualifying examinations at M.I.T. As predicted, there was a positive correlation between peer interaction and examination performance, but this correlation varied across departments and achievement levels. Peer interaction was most strongly related to performance in a small department with a moderate impetus toward interaction. The interaction-perfo…
The Impact of Peer Interaction During An Academic Role Transition
This study examines the impact of peer interaction among a group of graduate students taking Ph.D. qualifying examinations at M.I.T. As predicted, there was a positive correlation between peer interaction and examination performance, but this correlation varied across departments and achievement levels. Peer interaction was most strongly related to performance in a small department with a moderate impetus toward interaction. The interaction-perfo…
Relationship of job characteristics to job involvement, satisfaction, and intrinsic motivation.
Administered questionnaires to 291 scientists working in research and development laboratories. Results of a factor analysis indicate that job-involvement attitudes, higher order need-satisfaction attitudes, and intrinsic-motivation attitudes should be thought of as separate and distinct kinds of attitudes toward a job. These 3 types of attitudes related differentially to job design factors and to job behavior. Satisfaction proved to be related t…
Self Image and Job Characteristics as Correlates of Changing Organizational Identification
A Model of Coping with Role Conflict: The Role Behavior of College Educated Women
A model of role conflict coping behavior is presented based upon three levels in the role process. Type I coping, structural role redefinition, involves altering external, structurally imposed expectations relative to a person's position. Type II coping is personal role redefinition, changing one's expectations and perception of one's own behavior in a given position. Type III coping, reactive role behavior, entails attempting to find ways to mee…
Organizational Climates and Careers, the Work Lives of Priests
Organizational Climates and Careers. The Work Lives of Priests
Organizational research on job involvement
Reviews the literature on job involvement. First, the various definitions of the term are identified and integrated. Next, 3 theoretical perspectives on job involvement are considered: job involvement as an individual characteristic, as a situationally determined variable, and as a product of person
A New Look at Love
Balancing Work Life and Home Life: What Can Organizations Do to Help?
Handbook of career theory
Psychological success and the boundaryless career
The boundaryless career could be a bane or boon to people's experience of psychological success. This paper describes the contours of the boundaryless career and then looks at how workers will have to deal with aging over several career cycles, integrate diverse experiences into their identities, and come to terms with new types of employer‐employee relationships. This introduces the idea of finding psychological success in one's life work, encom…
Protean Careers of the 21st Century
Careers in and out of Organizations
The Study of Careers The Changing Context of Careers Why Study Careers? What Is a Career? A Working Definition of Career Why Are Careers Important? Conclusion 2. The Protean Career Contract The Nature of a Psychological Contract The Nature of the New Contract Stages of Adaptation: Three Types of Companies Continuous Learning via Psychological Success Implications for Organizational Career Management Questions for Further Research Conclusion PART …
The protean career: A quarter-century journey
Psychological success: When the career is a calling
This article has the dual purpose of expanding an understanding of the relationship between subjective and objective careers, and describing one condition under which the subjective career takes on particular salience: when the person feels a sense of calling in his or her career (that is, a sense of purpose, that this is the work one was meant to do.) This sense of calling does not necessarily have to be connected to a set of religious beliefs. …
Protean and boundaryless careers: An empirical exploration
The interplay of boundaryless and protean careers: Combinations and implications
Employability during unemployment: Adaptability, career identity and human and social capital
Unpacking Personal Adaptability at Work
Adaptability is a key competency for career success. In this article, the authors examine how individual adaptability is associated with the accrual of human capital, the organization of the work environment, and the characteristics of individuals. They find that a number of factors are particularly strongly related to personal adaptability: gender, employability, education, and management support. By understanding the variety of factors that are…
Organizational career development is not dead: A case study on managing the new career during organizational change
New forms of careers have received increased attention in contemporary organizational research. A prominent focus in this research has been whether and how, in an increasingly unpredictable career environment, individuals are taking responsibility for their own career development. The implication is that career is becoming less central to organizational management practices. At the same time there is evidence that organizational changes typically…
Reintegrating job design and career theory: Creating not just good jobs but smart jobs
Careers around the World: Individual and Contextual Perspectives
Entangled strands: A process perspective on the evolution of careers in the context of personal, family, work, and community life
The goal of this study is to develop a theoretical framework to illuminate the process of careers unfolding over time in an overall life context. We draw on data from a qualitative field study of the career paths of 81 professionals who pursued working on a reduced-load basis as a strategy for sustaining commitment to both their careers and family lives. Using multiple methods to analyze what happened between two interviews approximately six year…
Handbook of Career Theory
Pursuing Career Success while Sustaining Personal and Family Well‐Being: A Study of Reduced‐Load Professionals over Time
This study examines the experiences, over 6 years, of 73 managers and high level professionals who reduced their workloads to achieve more sustainable career and family outcomes. We compared personal, family, and career success outcomes for people who maintained reduced loads over time with those who went back to full time work, and we found few differences, except for more promotions for the full‐timers. To further understand our results, we ide…
Psychology (21 works) · Social Psychology (16 works) · Sociology (13 works) · Job Satisfaction and Organizational Behavior (11 works) · Higher Education and Employability (10 works) · Career development (9 works) · Management (8 works) · Political science (8 works) · Social Psychology (8 works) · Computer Science (7 works)