Search

This article examines the relationship between the career success of early career academics (ECAs), collegiality, and their intentions to stay in the academic profession. Two different surveys were developed and administered to ECAs (n=68) and other academics (n=219) from a public university in South Africa. The data were analysed using bivariate correlation and hierarchical multiple regression analysis. The results revealed that career success factors that include career advising (research and teaching and learning), learning and development, rewards and recognition, and socialisation strengthen the intentions of ECAs to stay in the academic profession. Additionally, collegiality demonstrated a strong moderation effect on the relationship between career advising on research, teaching and learning and the intentions of ECAs to stay in the academic profession. The article further discusses the implications of the results in relation to how career success and collegiality reinforce the intentions of ECAs to stay in the academic profession. [ABSTRACT FROM AUTHOR]

This study explored the mediating role of perceived organisational support and social support in the relationship between self-efficacy and career satisfaction among professional women. The participants comprised a non-probability sample of 606 professional women (white = 62%; black women of colour = 38%; mean age = 35.41 years, SD = 8.39 years) in early adulthood and established career stage, employed in the financial, engineering and human resources fields. Professional women completed standardised measures of perceived organisational support, social support, self-efficacy, and career satisfaction. Mediation analysis results showed that perceived organisational support and social support improved the relationship between women's self-efficacy and their career satisfaction. Support resources from the workplace peers, family, and significant others may promote the interaction between self-efficacy and the career satisfaction of professional women. Findings imply that there is a need for organisations to provide supportive initiatives to promote self-efficacious beliefs and career satisfaction among professional women. [ABSTRACT FROM AUTHOR]

Hiding knowledge from colleagues prevents resource loss and gives a competitive edge. However, knowledge-hiding habits and subjective professional success have received minimal research. According to studies, government (non-competitive) and private (competitive) entities must be examined independently. In this study, the theory of conservation of resources (COR) is used to examine the moderating effect of career barriers on the relationship between three dimensions of knowledge hiding behavior (evasiveness, rationalization, and playing dumb) and subjective career success (organised and non-organised). In order to accomplish this objective, data collected from 280 knowledge employees from various industries was analyzed using the Warp partial least squares (Warp PLS) method. The results validated most predictions and contributed to the COR theory by pinpointing when employees' resource conservation might change their career success judgements. The findings of this study can help organizations decide when to implement a human resource development intervention to reduce the impact of knowledge concealing on knowledge workers' subjective career success. [ABSTRACT FROM AUTHOR]

This three-wave cross-lagged study aimed to examine the relationships between resource-based employability and work-related well-being, as mediated by subjective and objective career success, and to test for reversed associations. Work-related well-being was assessed by means of two complementary indicators: vigour at work and emotional exhaustion. Three hundred and eighty-one Italian employees were sampled on all the study variables across three time points over a period of eight months. Associations between variables were examined through structural equation modelling after checking for scalar invariance. The reciprocal causation model fitted the data better than other structural models (stability, direct, and reversed causation). Employability T1 positively predicted vigour, subjective and objective career success T2. Subjective career success T2 was positively predicted by emotional exhaustion T1 and negatively predicted emotional exhaustion T3. Subjective career success T2 also mediated the negative association between employability T1 and emotional exhaustion T3. This study contributed to the theory and practice by examining the predictive role of a novel resource-based conceptualization of employability over three data waves, and by testing the differential mediating roles of subjective and objective career success examining direct and reversed causation links to and from employability and work-related well-being indicators. [ABSTRACT FROM AUTHOR]

This study aims to assess the impact of Social Self-Efficacy and Psychological Capital on Employability and Subjective Career Success of IT graduates in Vietnam. An empirical research using a questionnaire was carried out from April to August 2022 in big cities in the North and Center of Vietnam. The sample includes 336 university graduates (within 6 years after graduation) who were undertaking IT-related jobs. Research results show that both Social Self-Efficacy and Psychological Capital have a positive impact on Employability and Subjective Career Success (which includes Job Satisfaction and Career Satisfaction). The study's findings are significant for both educational institutions that offer IT training and human resource management activities for IT staff in organizations and enterprises in Vietnam. [ABSTRACT FROM AUTHOR]

Political skills are an important factor in promoting career success. Although some scholars have paid attention to the relationship between political skills and some dimensions of career success, few have explored a complete framework of career success and its relationship with political skills. In this study, the meta-analysis technique is used to integrate 141 studies containing 209 effect values (N = 57,406) from 2004 to 2020 to create a quantitative review of the relationship between political skills and career success. The results show that political skills are significantly correlated with career success, with a medium effect value (d = 0.289). Compared with objective career success (d = 0.256), political skills have a stronger predictive effect on subjective career success (d = 0.325). The moderating effect test finds that there are certain differences in the correlation between political skills and career success across different cultures, industries, and groups. The predictive effect of political skills on career success is higher in eastern than in western cultures, higher in the tertiary sector than in the secondary sector, and higher at the management level than at the employee level. This study explores the influence of political skills on career success and its dimensions and proposes management implications. Supplemental data for this article is available online at https://doi.org/10.1080/09585192.2021.1949626. [ABSTRACT FROM AUTHOR]

With the increased scholarly interest in career success measurements, this study investigated the construct validity and measurement invariance of the Subjective Career Success Inventory. A sample of 736 South African employees participated in the study. Latent variable modelling was performed to estimate and sequentially compare several independent cluster models of confirmatory factor analysis (ICM-CFA) (i.e., unidimensional, first-factor, second-factor, and bifactor models). The results supported the construct validity for an eight-dimensional construct with acceptable convergent and discriminant validity. We found measurement invariance across gender. Task performance was related to the eight subjective career success dimensions, providing evidence of nomological validity. What is already known about this topic: (1) The Subjective Career Success Inventory (SCSI) is increasingly being used to measure subjective career success, but studies reporting comprehensive psychometric properties for the SCSI are scarce. (2) Literature indicates various factorial permutations for the instrument, and limited validation studies have been conducted on the SCSI. (3) Although scholars have argued gender gaps in the experiences of career success, a thorough investigation of the SCSI has not been done to corroborate such differences. What this topic adds: (1) The eight-factor structure of the SCSI was confirmed within the South African context. (2) The SCSI demonstrated invariance between males and females. (3) Task performance was related to the eight SCSI dimensions, providing evidence of nomological validity. [ABSTRACT FROM AUTHOR]

This study examined the relationship between person-environment fit and subjective career success (SCS), as well as the role of personal resilience in that relationship. A convenience sample of 742 employees from various sectors in South Africa (female = 55.3%; Afrikaans language speakers = 64.2%; financial = 23%, wholesale and trade = 15%, education = 10%, business consulting = 10%) participated in the study. The employees completed surveys on subjective career success, resilience, and person-environment fit. Multiple regression analyses results revealed person-environment fit and resilience significantly predict subjective career success. Specifically, personal resilience moderated the relationship between person-organisation fit and subjective career success by strengthening the relationship. Moreover, an increase in person-organisation fit was associated with an increase in SCS. Furthermore, for employees with higher levels of resilience, the increase in SCS was much sharper. The study's findings suggest the importance of personal factors in the occupational thriving of employees in the contemporary workplace. [ABSTRACT FROM AUTHOR]

Objective: The aim of the study was to explore the possible indirect effect of subjective career success on the relationship between work–family enrichment and job satisfaction and work–family enrichment and work engagement. Method: A cross‐sectional, quantitative research design approach was followed using a convenience sample (N = 334). Results: Results revealed that work–family enrichment was not only positively related to subjective career success, job satisfaction and work engagement, but also predictive of the mentioned constructs. Furthermore, subjective career success was found to indirectly effect the relationship between work–family enrichment and job satisfaction and work engagement. Conclusion: Using the resource‐gain‐development framework, new insights are provided into the processes and mechanisms relating to work–family enrichment. Our findings suggest that resources are creating positive affect in not only the work and career domains of employees, but also leading to more engaged and satisfied employees. (i.e., the indirect effect of subjective career success). Organisations can benefit when they enhance work environments (e.g., by providing relevant resources) to promote work–family enrichment and, by implication, subjective career success and positive work outcomes such as job satisfaction and work engagement. [ABSTRACT FROM AUTHOR]

In a cross-lagged study using two-wave data of N = 581 employees from Germany, we explored the role of career-related self-efficacy beliefs as a main cause of subjective career success – reflected by the two indicators of self-rated success, and career satisfaction. Moreover, we aimed at shedding light on those antecedents (exceeding demands, transformational leadership, emotional strain) that, according to Bandura's four sources of self-efficacy (performance accomplishments, vicarious experience, verbal persuasion, physiological states), could be shaped to foster career-related self-efficacy. Results of SEM were mostly in line with our theoretical assumptions. Career-related self-efficacy turned out to boost career satisfaction though not self-rated success. However there was a lagged effect from self-rated success to self-efficacy. In addition, we found exceeding demands and emotional strain negatively affecting career-related self-efficacy, whereas leadership showed only an impact when simultaneously analyzed with the other sources; and contradicting to our theorizing transformational leadership behavior diminished self-efficacy experiences. [ABSTRACT FROM AUTHOR]

The purpose of this study is to investigate the perception of employability and success among workforce education and development (WED) graduates. A quantitative study was conducted through the administration of an online survey to graduates (N = 85) of a WED program located within a midwestern, state university. The survey included demographic questions and a Likert-scale questionnaire consisting of 14 items from Rothwell and Arnold's self-perceived individual employability scales (2007). A principal components analysis was conducted to explore and confirm the related measures. Ordinary least squares regression was used to evaluate the relationship between the graduates' perceptions of their employability and career success and other demographic variables. The results of this study may be useful to public administrators, higher education institutions, WED faculty, human resource development professionals, students, and researchers. [ABSTRACT FROM AUTHOR]

Expectations around success in academia vary, and early career academics often receive conflicting messages about what they should concentrate on to achieve promotion or tenure. Taking a social constructionist approach, this paper considers the constructs of objective and subjective career success in academia and shares the perspectives of early career academics in three countries in relation to these narratives. Key findings are that objective career success in academia dominates the literature but remains ill-defined in the minds of the early career academics to whom the measures are applied, and that subjective career success in academia needs both more research attention and more consideration in promotion, tenure, and workload deliberations and policies. [ABSTRACT FROM PUBLISHER]

This study investigated the psychometric properties of two subjective career success instruments within the South African context: Perceived Career Success (PCSS: Gattiker & Larwood, 1986) and Life Success Measures Scale (LSMS: Parker & Chusmir, 1992). Data were collected via a convenient sample of 708 South African Police Services (SAPS) personnel (females = 36.8%; Sotho language = 62.50%). Exploratory factor analysis (EFA) was conducted on both instruments, followed by confirmatory factor analyses (CFA). Both instruments showed acceptable construct validity and reliability of scores. [ABSTRACT FROM AUTHOR]

The current research examined a moderated mediation model for the relationships among indicators of objective career success (salary and job level), subjective career success (career satisfaction), and turnover intention, as well as the boundary conditions of this process. Based on a survey study among a sample of Chinese managers (N = 324), we found that both salary and job level were negatively related to turnover intention, with these relations fully mediated by career satisfaction. The results further showed that the relation between job level and career satisfaction was weaker among managers who perceived a higher level of organizational career management, but stronger among managers with a higher managerial career anchor. In support of our hypothesized model, the indirect effect of job level on turnover intention through career satisfaction existed only among managers who perceived a lower level of organizational career management or managers with a higher managerial career anchor. These findings carry implications for research on career success and turnover intention. [ABSTRACT FROM AUTHOR]

This study explored the core themes underlying individuals' perceptions of their career success with the view to inform retention practices. The participants were a convenience sample of 207 employees (63% Blacks; 60% males) within a South African science and engineering company. Data were gathered by using a quantitative survey approach and posing an open-ended question to the participants regarding their perceived career success. The data were thematically analysed by using the Atlas.ti version 6 computer-aided qualitative data analysis software. Findings suggest that self-perceptions of career success are multifaceted, including learning and development; skills, experience and competence; career transitions and advancement; job content; contributing to a larger community; goal achievement; helping others; rewards and recognition; and work–life balance. Individuals' inner definitions of career success could inform retention strategies in the science and engineering field focused on their career development, career wellbeing and satisfaction. [ABSTRACT FROM AUTHOR]

The concept of the protean career has been discussed in the career development field over the last three decades. The main purpose of this study was to conduct an empirical assessment of the individual protean career attitude and investigate the relationships between the protean career attitude and other variables such as organizational learning climate, individual career-enhancing strategy and work orientation. The hypotheses were investigated through a correlation and a path analysis of data from 244 employees of a Korean financial company. The results provide useful information on the direct effects of career-enhancing strategy and work orientation on the protean career attitude. In addition, an indirect effect of organizational learning climate was identified. [ABSTRACT FROM AUTHOR]