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Changes in the global economic environment in which careers unfold have made the development and use of various career-related resources essential for one's career success. Drawing on the conservation of resources (COR) theory, this study unpacks the relationship between motivational career resources and subjective career success, by detailing a mediating role of job crafting and a moderating role of age. Hypotheses are tested using data gathered in two waves separated by a six-month interval. Results indicated that (a) motivational career resources were positively related to job crafting; (b) job crafting was positively related to subjective career success; (c) job crafting mediated the linkage between motivational career resources and subjective career success; and (d) age moderated the relationship between motivational career resources and job crafting. This study provides novel insights into the intervening mechanism (i.e., job crafting) that elucidates how motivational career resources relate to job crafting. Furthermore, the findings enrich the existing literature by introducing a substantive moderator (i.e., age) in the relationship between motivational career resources and job crafting. [ABSTRACT FROM AUTHOR]

This study investigates the moderating role of emotional intelligence in the relationship between protean career attitude, objective career success, and subjective career success among faculty members in Saudi Arabia. Based on career human agency theory, it is proposed that high emotional intelligence enhances the relationship between protean career attitude and career success more effectively than low emotional intelligence. Data from 241 faculty members were analyzed using SmartPLS 4.0. Findings reveal that emotional intelligence significantly moderates the relationship between protean career attitude and subjective career success, while no such moderation effect is observed for objective career success. Given the unique socio-cultural and economic landscape of Saudi Arabia, these insights highlight the importance of emotional intelligence in Saudi academia, which is subjected to educational reforms and cultural shifts. The study offers guidance for academic career practitioners to develop strategies that help faculty members navigate contemporary career challenges, fostering a more resilient and adaptable academic workforce. [ABSTRACT FROM AUTHOR]

This study investigated the effect of compassionate leadership on the subjective career success of Saudi Arabian healthcare professionals (i.e., Doctors, nurses, surgeons, and administration), along with the mediating roles of core self-evaluation and employee retention. A purposive sampling technique was used to acquire the responses from the intended participants. A total of 415 valid responses were collected during three phases of data collection. Statistical tools (i.e., SPSS and SmartPLS4) were used for data analysis. For analysing data reliability, validity, and hypothesis testing, statistical analysis containing descriptive statistics (i.e., mean and standard deviation), correlation (Pearson correlation analysis), confirmatory composite analysis (i.e., Cronbach alpha, rho_A, composite reliability, average variance extracted, and variance inflation factor) and structural equation modeling, were conducted. The findings highlighted that healthcare professionals are more likely to have job retention and feel successful when their leaders demonstrate these compassionate behaviors. These behaviors had a high capacity to positively influence core self-evaluation, which leads to overall subjective career success. Compassionate leadership behavior and effective employee core self-evaluation and retention strategies improved career success in healthcare organizations. Moreover, these measures are critical in creating strong social capital among Saudi employees. Boosting the subjective career success of healthcare employees involves a focus on compassionate leadership, core selfevaluation, and employee retention. [ABSTRACT FROM AUTHOR]

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]

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AbstractThe present study explores the relationship between career commitment and subjective career success among media journalism industry employees. Additionally, it investigates the mediating role of career resilience behavior while anchoring its theoretical foundation in the career self-determination theory. The media journalism industry, characterized by burnout, demanding schedules and the mismatch of personal and professional commitments, provides a fitting context to examine the dynamics of career commitment and subjective career success. Using a structural equation modeling approach, the hypotheses were tested on 303 participants from the Punjab and Chandigarh regions in India. The results of the structural equation modeling affirmed the career commitment’s substantial direct and indirect influence on subjective career success, mediated by the career resilience variable. The implications derived from this study are pertinent for the media journalism sector. It underscores the pivotal role of cultivating career-committed behavior among employees and advocating for strategic career development initiatives. This, in turn, fosters a resilient environment conducive to nurturing individual career accomplishments, transcending conventional benchmarks of organizational success. In conclusion, this research underscores the significance of transitioning from a traditional assessment of performance framework to a more subjective evaluation approach, ultimately contributing to cultivating a motivated and engaged workforce.

Vocational research using the psychology of working theory (PWT) is increasing. Still, empirical studies testing the hypothesized relationships among this theory's intended target group (e.g., working class or blue-collar workers) are scant. Given the context of South Africa, and drawing on the PWT, this study adds to career literature by illustrating the indirect effect of job satisfaction on the relationship between decent work and two work-related outcomes (i.e., subjective career success and turnover intention) among a sample of South African blue-collar workers. Our results confirmed the bifactor five-factor structure for decent work among a sample of blue-collar workers in South Africa. Specifically, we contribute to existing knowledge about the outcome portion of the PWT model within non-western contexts, by illustrating the direct relationship of decent work with two outcomes i.e., subjective career success and turnover intention and provide evidence for the indirect effect of job satisfaction in these relationships. [ABSTRACT FROM AUTHOR]

Perceived overqualification may be positively or negatively related to subjective career success. Integrating person‐environment fit theory with the dualistic model of passion, we propose that both harmonious and obsessive passion may help reconcile misfit perceptions arising from feeling overqualified with implications for subjective career success. We argue the lack of work meaningfulness will explain the proposed buffering effects of work passion. We tested our moderated mediation model across two studies. In Study 1 (N = 422), we demonstrated that surgeons who reported being overqualified and who scored lower on harmonious passion experienced diminished work meaningfulness. Following on, surgeons reported heightened intentions to leave their surgical careers. We constructively replicated these results in a time‐lagged Study 2 (N = 201) that included an additional measure of subjective career success—career performance. Across both Studies 1 and 2, obsessive passion did not moderate the proposed effects. The significant moderating result of harmonious, as opposed to obsessive, passion highlighted the importance of autonomous internalization for work in the achievement of subjective career success for workers who feel overqualified. We discuss the theoretical and practical implications of this research, as well as articulate opportunities for future research. [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]

Utilizing insights from positive psychology, social exchange theory, and social cognitive career theory, this study aims to investigate the mediating role of psychological capital and organizational commitment in the relationship between high-performance human resource (HR) practices and subjective career success. Data were collected from a sample of 429 private sector employees working on European Union projects in Turkey. Hypotheses were tested using regression, correlation, and mediation analyses, as well as Sobel test statistics. Results indicate that high-performance HR practices, organizational commitment, and psychological capital positively influence subjective career success. Additionally, there is evidence that, unlike organizational commitment, psychological capital mediates the relationship between high-performance HR practices and subjective career success. Our study underscores the need for organizations to foster and develop psychological capital among their employees to maximize the effectiveness of HR practices in promoting subjective career success. [ABSTRACT FROM AUTHOR]

Achieving successes in their career represents an important outcome for individuals and their employing organizations. Organizational management practices play an important role in fostering career success. Such practices as high performance work system has been adopted in organizations to enhance employee and organizational effectiveness. While HPWS has been found to correlate with a range of individual positive outcomes, its influence on career success has not been widely investigated. The current research adopts the Kaleidoscope Career Model to explain the impact of high-performance work system on subjective career success. To clarify the mechanism of impact, job crafting has been introduced as a possible mediating variable. Finally, employees' attribution of HPWS was expected to moderate the association between high-performance work system and job crafting in a moderated mediation model. Data from a two-wave survey provide supports for the proposed hypotheses. High-performance work system enables the employees to satisfy their career needs both directly and indirectly through job crafting. Career need satisfaction enhance the perception of career success. In addition, high-performance work system which is thought to be adopted to comply with external regulation reduce the positive link between such systems and job crafting. [ABSTRACT FROM AUTHOR]

Perceived overqualification (POQ) has become a common experience across different workplaces. However, the present research has overlooked the circumstances in which overqualification can lead to favorable results, not to mention the career development of overqualified employees. Drawing on career construction theory, we formulate a model examining how POQ relates to subjective career success/promotability. The questionnaire survey collected data from 204 supervisor-subordinate dyads within 65 teams from three Chinese companies in Shanghai, Shandong, and Hebei provinces across three time periods. The results revealed that POQ is related to career adaptability positively when perceived supervisor support is high but negatively when it is low. Career adaptability positively affects subjective career success and promotability. The indirect effect of POQ on career-related results through career adaptability is positive when perceived supervisor support is high but negative when it is low. We analyze these findings' potential implications in theory and practice. [ABSTRACT FROM AUTHOR]

Aims Background Methods Results Discussion Implications for nursing and nursing policy This study investigated the impact of nurse managers' transformational leadership on the subjective career success of staff nurses, particularly through exploring potential variations in this relationship based on nurses' positive psychological capital.Amid a challenging nursing environment, nurses' perceptions of career success affect their individual psychological satisfaction and improve work performance. Human resource strategies often include factors for workers’ subjective career success, e.g., managers’ transformational leadership and individual‐level positive psychological capital.This cross‐sectional study collected survey data in 2021 from 348 staff nurses in 40 wards of a Korean tertiary hospital. The survey instruments included the Transformational Leadership tool, the Subjective Career Success Inventory, and the Psychological Capital Questionnaire. Multilevel hierarchical regression analysis and a simple slope test were used to examine moderating effects. The STROBE checklist was used for reporting.Nurses reported significantly higher subjective career success when they worked in units where unit managers’ transformational leadership was greater. This relationship strengthened when nurses had high positive psychological capital.To enhance staff nurses’ perceptions of career success, both managers' transformational leadership and individual nurses' positivity should be emphasized in nursing practice and education.Comprehensive efforts to highlight managers’ transformational leadership and staff nurses’ positive psychological capital can enhance subjective career success, which in turn improve nurses' job performance and intention to stay. Nursing policymakers should value transformational leadership among managers so nurses can achieve their subjective goals. An organization‐wide institutional system should be developed so nurses can receive support to strengthen their positivity. Future research should include interventions to foster managers' leadership and nurses' positive capital. [ABSTRACT FROM AUTHOR]

This study draws on the conservation of resources theory to investigate the relationship between burnout (disengagement and emotional exhaustion) and subjective career success (SCS) through career insecurity over time. It also aims to shed light on the role of the occupational future time perspective (i.e., remaining opportunities and remaining time) as a personal resource that may moderate the direct and indirect relationship between burnout and SCS through career insecurity. A total of 362 full‐time working individuals participated in the survey, which was administered at two time points, 9 months apart. The results from the cross‐lagged analysis suggested a bidirectional relationship between disengagement and SCS; however, emotional exhaustion did not predict SCS across time. Career insecurity mediated the cross‐lagged relationship between burnout and SCS. Finally, the findings showed that the negative cross‐lagged relationship between disengagement and SCS was moderated by remaining opportunities, such that the relationship was stronger for individuals low on remaining opportunities. The negative cross‐lagged relationship between emotional exhaustion and SCS was moderated by remaining time, such that the relationship was stronger for individuals low on the remaining time. Implications for practice and future research directions are discussed. [ABSTRACT FROM AUTHOR]

Background & Purpose: Career success has been one of the most important concepts in human resource studies in recent years. In order to maintain their human resources and reduce the rate of staff burnout, organizations have to provide the necessary platforms for the development and progress of human resources, especially efficient and specialized forces. The purpose of this study to design a model to evaluate the success of the government employees' career. Methodology: This study is an applied research in terms of its purpose, and meta- synthesis approach was used to collect descriptive information based on qualitative methodology. For this purpose, the articles published in the field of career paths in the databases of international publications in the specified period were used. The articles were entered into the process of meta- synthesis analysis based on the principles of the meta- synthesis method and its criteria. Qualitative content analysis method was also used to analyze these articles. Findings: This research, based on meta-synthesis method and review of 71 selected articles, has presented a paradigm model in relation to career success. The result of this study includes 53 subcategories, 17 main categories, and four general categories (sustainable development of objective job positions; institutionalization of mental success; integrated organizational policy in the career building and the measurement of the mentioned success of career) that is presented in the form of a theoretical model. The findings showed this managerial orientation that the model of evaluating the success of the career should be a step-by-step model, and its path should be done jointly from both perspectives of employees and managers. Also, the success of the objective and subjective career path should be evaluated by the employees, and factors affecting the success of the career path should be evaluated by managers. Conclusion: It can be claimed that in designing career path success models, the internal and executive alignment with the organization's job realities and the demands of the forces must be taken into consideration. Governmental organizations should adopt an employee-centered approach in designing and developing employee oriented career plans. [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]

Purpose– This study examines the subjective dimension of career success in the dynamic global tourism industry, specifically the relationship between Career Commitment (CC) and Subjective Career Success (SCS). It uses a serial mediation framework with self-efficacy (SE) and career resilience (CR) as mediators and focuses on tourism professionals. Research methodology – We developed a theoretical serial mediation model to investigate this relationship. We conducted regression analysis using SPSS version 25 and AMOS (the Process Macro model 6) to test our proposed hypotheses. A total of 357 employees from various tourism-related organizations participated in this research. Findings – Employees who invested in their careers reported higher satisfaction with SCS in their working lives. Independently and consecutively, SE and CR influenced the association between CC and SCS. Research implications and Originality – The implications of this research extend to individuals and tourism organizations. For individuals, it provides a deeper understanding of how CC, SE and CR interact to manage the complexities of the tourism industry and promote professional success. For organizations, it highlights the importance of promoting CC through effective career development initiatives that can lead to a competent and motivated workforce, which ultimately increases employee engagement and retention.

Abstract Career crafting has emerged as a significant construct in the field of career development, with the potential to significantly boost individuals’ overall work satisfaction. This study aimed to examine whether career crafting could improve individual’s subjective career success and perceived employability. Career crafting is an inevitable course of career-related actions to achieve career satisfaction. Based on proactive behavior theory, it is hypothesized that career crafting would have an impact on individuals’ subjective career success and perceived employability through the moderating role of job autonomy. Using cross-sectional study design, data were collected via Google Forms survey from 224 employees working in various fields in Pakistan and data were analyzed using structural equation modeling (SEM) via AMOS. The results indicate that career crafting has a significant positive relationship with subjective career success and perceived employability. Furthermore, job autonomy also has significant positive relationship with subjective career success and perceived employability. However, the moderation of job autonomy was not supported. This study provides robust insights to career practitioners, academicians, and individuals. Overall, the study expands the literature of the novel notion of career crafting and career outcomes; additionally, the study advocates organizations to include career crafting in HR policies and helping them to enhance the well-being of employees in their career development.

Teachers play a crucial role in shaping the quality of education. As they navigate through challenging responsibilities, the desire for career success is inherent among teachers. Assessing career success subjectively, including individual satisfaction and feelings toward one’s career, holds significance for teachers. Career development involves various stages, and individuals, including teachers, undergo an evolution of psychological needs and desires at each stage. The differing needs across career stages may lead to different views of career success by teachers. This study aims to explore differences in subjective career success among teachers in the establishment and maintenance stages. Employing a comparative quantitative approach, the research involved 677 teachers recruited through non-probability quota sampling. The Subjective Career Success Inventory served as the research instrument, and data analysis employed difference tests. Results indicate significant differences in subjective career success between teachers in the establishment and maintenance stages. Differences were observed in dimensions such as recognition, quality work, meaningful work, influence, growth and development, and satisfaction among teachers in these career development stages. [ABSTRACT FROM AUTHOR]

This mixed methods study investigated differences in men's and women's career success in the events industry. A "glass slipper" of success was identified that aligns more readily with some bodies/people than others. An online survey tested the extent to which this glass slipper "fits" men and women. Results illustrate that men are more successful than women on all measures, indicating that the glass slipper of success is gendered. Interviews were used to explore experiences of success (or otherwise) and to investigate the workings of the glass slipper. Women were often aware of their lack of fit, whereas men did not recognize the gendered norms that make it easier for them to have their merit acknowledged and rewarded. The gendered glass slipper contributes to ongoing gender inequality in the events industry, making it harder for women to be recognized???by themselves and others???as successful in their careers. [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]

Career crafting has emerged as a significant construct in the field of career development, with the potential to significantly boost individuals' overall work satisfaction. This study aimed to examine whether career crafting could improve individual's subjective career success and perceived employability. Career crafting is an inevitable course of career-related actions to achieve career satisfaction. Based on proactive behavior theory, it is hypothesized that career crafting would have an impact on individuals' subjective career success and perceived employability through the moderating role of job autonomy. Using cross-sectional study design, data were collected via Google Forms survey from 224 employees working in various fields in Pakistan and data were analyzed using structural equation modeling (SEM) via AMOS. The results indicate that career crafting has a significant positive relationship with subjective career success and perceived employability. Furthermore, job autonomy also has significant positive relationship with subjective career success and perceived employability. However, the moderation of job autonomy was not supported. This study provides robust insights to career practitioners, academicians, and individuals. Overall, the study expands the literature of the novel notion of career crafting and career outcomes; additionally, the study advocates organizations to include career crafting in HR policies and helping them to enhance the well-being of employees in their career development. [ABSTRACT FROM AUTHOR]

This study delves into the influential dynamics between the Big Five personality traits and subjective career success in the Ukrainian IT industry, offering a new perspective in career development research. Traditionally, career success research focused on human capital attributes and demographic factors, while dispositional factors such as personality remained underexplored. This research fills this gap, especially relevant in modern, non-linear organizational environments. The study engages IT professionals in Ukraine, using surveys to assess the relationship between their personality traits, based on the Big Five Inventory-2, and their subjective career success, measured through the Subjective Career Success Inventory. The analysis includes 150 complete responses from various demographics within the IT sector, ensuring a comprehensive examination of the dispositional factors influencing career success. Results reveal significant correlations between personality traits and career success perceptions. Extraversion demonstrates a substantial positive relationship with career success, aligning with the hypothesis that sociability, assertiveness, and enthusiasm are advantageous in professional settings. Agreeableness also shows a positive correlation, suggesting that cooperative and empathetic traits enhance career experiences and success perceptions. Conscientiousness is positively correlated with career success, emphasizing the importance of organization, diligence, and reliability in achieving career goals. Contrary to expectations, neuroticism exhibits a positive correlation with career success, indicating complex dynamics that might involve factors like increased career-driven motivation among neurotic individuals. Openness, with a modest but significant positive correlation, suggests that creativity and openness to new experiences hold value in the IT industry, albeit not as primary drivers of career success. The study's findings on the relationships between personality traits and various facets of career success offer deeper insights. Extraversion correlates positively with aspects like recognition, quality of work, and career satisfaction. Agreeableness positively influences the perception of meaningful work and authenticity. Conscientiousness strongly correlates with recognition and quality of work, while neuroticism shows a mixed relationship, impacting authenticity and work-life balance negatively. Openness, while showing a smaller effect, contributes positively to career growth opportunities and overall satisfaction. In summary, the study illuminates the crucial role of personality traits in shaping career success, particularly in the dynamic IT sector. It underscores the importance of social engagement, assertiveness, cooperation, organization, and creativity in professional development. The negative impact of neurotic traits highlights the need for supportive work environments and stress management strategies. These insights are invaluable for both individuals and organizations in understanding and fostering career success in the modern workplace. [ABSTRACT FROM AUTHOR]

Workplace ostracism, which is defined as the extent to which an individual perceives that he or she is ignored or excluded by others, has become a pervasive phenomenon. Most scholars found that workplace ostracism has a negative linear effect on the employees' work outcomes. However, based on the transactional theory of stress and coping, individuals could evaluate pressure and take action to solve the problems. Thus, they could positively cope with workplace ostracism when they are in trouble. This study investigates the curvilinear relationship between workplace ostracism, psychological empowerment, and the employees' career success using a multi-wave design (257 respondents from three-time points). We found the curvilinear effect of workplace ostracism on subjective career success via psychological empowerment. The current investigation supports the theorized links and offers notable implications for personnel assessment and career development. [ABSTRACT FROM AUTHOR]

The changing landscape of education has made it fundamental for employees to actively participate in decision-making to increase companies’ competitive advantage, aim and performance. However, academics find it difficult to find satisfaction in their careers, as they are constantly navigating these pressures and adapting to the evolving expectations of their profession. The literature reports that employees who are actively involved in organisational decisions tend to be happier and feel satisfied with their careers. Founded on the participative management theory as a democratic style of leadership in which subordinates participate in organisational decision-making and administration, the purpose of this study was achieved and consisted in elucidating the correlation between direct participation of employee in decision-making and their perceptions of CS in the realm of higher education. Through a post-positivist research paradigm and a quantitative approach, this study achieved an objective stance. Data were conveniently drawn from 293 male and female academic staff working on a contract and permanent basis in two campuses of one University of Technology in South Africa. Descriptive statistics, correlation and linear regression analyses were used to explain each construct and the relationship between both constructs. As a result of correlation analysis, employee participation was found to be a significant predictor of career satisfaction; accounting for 8 per cent of the variance in career satisfaction as per the regression analysis. Therefore, institutions should promote a more inclusive and participatory culture through open dialogue and meaningful engagement between management and employees to facilitate consensus-building by taking into account the diverse range of interests and expertise to foster CS.

With the advancement in the economy, females' participation in the workforce is increasing but they are still underrepresented in senior positions. So, understanding their psychological viewpoints about the glass ceiling and its association with subjective career success (SCS) is important. This study aims to illuminate the association between glass ceiling beliefs and subjective career success through social support in the Indian healthcare sector. Social support is taken as a mediator in this study. The mediation and moderation approach was used to test the proposed model of the study. For the study, a sample of 300 doctors working in corporate hospitals was surveyed. Data were analyzed through structural equation modeling in AMOS to understand the relationship of all variables. The results found that social support mediates the relationship between optimistic glass ceiling beliefs and career success. Furthermore, the moderating impact of gender was also examined on the association of glass ceiling beliefs and subjective career success. The present study is the first to examine the connection between glass ceiling beliefs and subjective career success in the Indian Health sector through the mediation of social support and gender. Theoretical and practical implications are discussed.

In conjunction with the rise of new career approaches such as boundaryless career and protean career in today's working life, the subjective aspect of career success has begun to be emphasized in boundaryless career and protean career approaches, unlike the traditional career approach that emphasizes the objective aspect of career success. In this direction, the effect of boundaryless career and protean career attitudes on subjective career success was examined in this study. In addition, whether the work-life balance has a moderator role on this effect has been examined. Research data were collected from 400 white-collar employees who work in private sector enterprises in Istanbul and have at least five years of work experience. To test the hypotheses; hierarchical regression analysis was performed using the SPSS program. As a result of the study, the moderator role of work-life balance on the effect of boundaryless career attitude and protean career attitude on subjective career success has been determined.

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.

With a substantial body of research supporting the critical role of positive affect in improving work outcomes and enhancing career success, investigating the factors that facilitate emotion regulation strategies for fostering positive affect becomes an important research question. In this context, our study explores the association between strong creative self-efficacy and high cognitive reappraisal—an established and potent emotion regulation strategy known to increase positive affect. We propose a model wherein high levels of creative self-efficacy lead to a tendency for cognitive reappraisal, resulting in high levels of positive affect that ultimately contribute to greater career satisfaction. Our investigation, conducted with a sample of 550 adults in South Korea, examines the indirect relationship between creative self-efficacy and career satisfaction through cognitive reappraisal and, in turn, positive affect. Our findings reveal a positive association between creative self-efficacy and cognitive reappraisal. Moreover, a significant relationship is observed between creative self-efficacy and positive affect through the mediation of cognitive reappraisal. Importantly, the indirect effect of creative self-efficacy on career satisfaction is mediated through cognitive reappraisal and then positive affect. These findings not only expand our insight into the factors contributing to positive affect and career satisfaction but also underscore the valuable role of creative self-efficacy in career satisfaction. [ABSTRACT FROM AUTHOR]

Summary: Guided by social role theory, social science research has established an individual's earnings relative to their partner (i.e., their relative income) as an important indicator of various marital‐ and well‐being‐related outcomes. Yet, despite a deep interest in employee compensation systems, management scholars have rarely considered the implications of relative income for workers. To address this oversight, we consider how the conformity values of dual‐income couples jointly predict relative income and how this relationship varies by gender. Further, we examine how relative income predicts employees' subjective career success and explore potential boundary conditions to this relationship. Using a time‐lagged study in a sample of 225 dyads, results from moderated polynomial regression analyses indicate that dyadic congruence in conformity values predicts relative income in a gender‐dependent way. Additionally, moderated multilevel regression analyses illustrate that respondents with lower absolute income display a stronger positive relationship between relative income and subjective career success. Relative income's effects on subjective career success do not depend on gender. We discuss the theoretical and practical implications of our findings regarding gender, conformity values, relative income, absolute income, and subjective career success. [ABSTRACT FROM AUTHOR]

This study examines the impact of shifts in the structure of employment and traditional career models on perceptions of boundaryless, protean, and subjective career success among employees of private employment agencies. As private employment agencies represent a relatively new phenomenon in the modern labor market, this research aims to examine these concepts quantitatively. This research investigates the relationship between demographic characteristics and perceptions of boundaryless, protean and subjective career success among employees of private employment agencies. The sample for this study consisted of 895 employees affiliated with private employment agencies in Istanbul. Research hypotheses were examined using exploratory factor analysis, descriptive statistics, correlation analysis, independent sample t-tests, and ANOVA. The results of this study revealed statistically significant differences in perceptions of boundaryless career attitude and subjective career success as a function of gender, age, education, marital status, and income level. However, no statistically significant differences were observed in perceptions of protean career attitudes across any demographic variable. Furthermore, the findings of this study have the potential to inform human resources, recruitment, and career planning practices. [ABSTRACT FROM AUTHOR]

Turnover is a major concern in the information technology (IT) industry. Using affective event theory (AET) and conservation of resources (COR) theory, this study investigates how employees' emotional intelligence indirectly affects their turnover intention in India's IT industry, specifically in northern part of India, through objective career success (salary) and subjective career success (career satisfaction). Furthermore, the underlying role of employee's happiness at work between overall career success and turnover intention is investigated. Results suggest emotional intelligence to be negatively related to turnover intention via overall career success. In addition, happiness was found to be an underlying factor in the relationship between career satisfaction and turnover intention. Furthermore, perceived career opportunities within the organization is explored as an essential boundary condition in employees' decision to stay with their current employer. Finally, unique theoretical and practical contributions are offered for employers in the IT industry. [ABSTRACT FROM AUTHOR]

Teachers hold strategic roles in the education system, and their career success is important to make sure they are strongly motivated at work. The big five personality is one of the personality approaches to form one's subjective career success. This study aimed to identify the role of each dimension of the big five personality in affecting teachers' subjective career success in Indonesia. To this end, the subjective career success inventory and personality item pool-big five factor makers were employed. This quantitative correlational study involved 320 teachers as respondents. The data were analyzed using multiple linear regression test. The result showed that dimensions of extraversion (p<0.000), agreeableness (p<0.000), and conscientiousness (p<0.001) influence Indonesian teachers' subjective career success. These three dimensions show that teachers in Indonesia tend to have personalities related to other people's acceptance or awareness of their social environment to attain subjective career success. Such personalities help them consider their personality and its aspects in evaluating their career. [ABSTRACT FROM AUTHOR]

Efforts aimed at providing the most inclusive workplace possible have come to the forefront in the past few decades. The goal of these measures is to improve equity and equality in the workplace for women by applying a comprehensive approach based on organizational psychology studies. The present study aims to explore women's experience of gender discrimination in the workplace (Perceived Gender Discrimination) and its effect on their self-appraisal of their achievements and success (Subjective Career Success). Another question the present study poses is whether women's career-related expectations, values, and priorities play a role in the relationship between the two mentioned variables. Overall, this research investigates the relationship between Perceived Gender Discrimination and Subjective Career Success among female employees, studying a sample of 181 women, with a focus on Career Anchors as a potential moderator. The results confirm the significantly negative effect of Perceived Gender Discrimination on Subjective Career Success, and it seems that Career Anchors play a moderating role in this relationship. ‌ Keywords Perceived Gender Discrimination, Subjective Career Success, Career Anchors, Female Employees, Technical Competence, Stability and Security, Women Careers. ‌ ‌Introduction In recent years, academics and scholars have made significant efforts to establish workplace equality for women. The reasons for these attempts are complex and vary among organizations and countries. It can be argued that the female workforce is a valuable resource of talent and capabilities, and global measures are being taken to address its underrepresentation in the workplace. The World Economic Forum (2016) recognizes that gender inequality is a major economic threat that impairs global economic growth by undervaluing the potential contributions of the female workforce. Subjective career success, also known as job satisfaction or internal career success, is a significant construct in the literature. According to a considerable body of research, subjective career success also plays an important role in the personal lives of employees. Specifically, individuals with higher subjective career success tend to have higher levels of life satisfaction (LS) and well-being (Hall, 2002). Therefore, given the significance of subjective career success, it is essential to thoroughly evaluate this construct and identify the individual and organizational factors that impact it. Methodology The present study aims to examine the relationship between three variables: women's perceived gender discrimination as the independent variable, their subjective career success as the dependent variable, and career anchors as the moderator. The primary relationship (between the independent and dependent variables) and the interactive relationship (considering the moderating role) will be analyzed through multilevel regression. Findings ‌Analyzing the data collected through the study and based on the research hypothesis, it could be concluded that: - There is a statistically significant negative relationship between women's subjective career success and their perceived gender discrimination in the workplace. In other words, women who perceive higher levels of gender discrimination in their workplace generally have lower subjective career success. - Career anchors have a moderating effect on the relationship between women's subjective career success and their perceived gender discrimination. The relationship between subjective career success and perceived gender discrimination is always negative, but career anchors exacerbate this relationship to different extents. - Technical Competence (TF) has the strongest effect on the relationship between perceived gender discrimination and subjective career success. On the other hand, Lifestyle and Security (SE) have the weakest effect on this relationship. - The effect of Entrepreneurial Creativity (EC) on the relationship between perceived gender discrimination and subjective career success could not be thoroughly analyzed due to sampling restrictions and insufficient data. ‌ ‌ References Abessolo, M., Rossier, J. & Hirschi, A. (2017). Basic values, career orientations, and career anchors: Empirical investigation of relationships. Frontiers in Psychology, 8, 1556. Alipour, A., Aarab Sheibani, K. (2010). Relation of hopeness and happiness with job satisfaction among teachers. 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Objective and subjective criteria are essential measures of organizational success. However, prior studies ignored these criteria when assessing employees’ career success. This study aims to examine the impact of HRM practices and employee behavior on career success for employees in the Greater Amman Municipality. This study adopted a survey for data collection, as 375 questionnaires were distributed to employees working at Greater Amman Municipality in Jordan. Four weeks were given to respondents to complete the survey. After the allotted time had passed, 246 questionnaires had been gathered, with a response rate of 65.6%. Of these, 246 questionnaires were deemed suitable for further analysis. Convenience sampling has been used as a key technique for collecting data. For data analysis, SPSS (version 25) and SmartPLS (version 3.3.9) statistical software were used. The findings indicated that objective and subjective criteria significantly affect career success. The results also showed that HRM practices and employee behavior significantly and positively influenced career success. Furthermore, employee behavior mediated the relationship between HRM practices and career success. Since each facet reflects a significant and distinctive component of career success, academics and researchers should focus on both the objective and subjective dimensions of career success.

The value of a company's ethical reputation has become a focal point for management researchers. We seek to join this conversation and extend the research centered on a firm's ethical reputation. We accomplish this by shifting our focus away from its impact on external stakeholders to its impact on internal stakeholders. To this end, we rely on signaling theory to explain why a firm's ethical reputation matters to its employees in an effort to bridge the macro–micro research gap. Across two studies, we propose and demonstrate that a firm's ethical reputation impacts employee subjective career success in form of career opportunities and work–life balance. Given our signaling theory framework, we also identify and explain when two industry-level characteristics operate as boundary conditions that distort a firm's ethical reputation signaling properties. Specifically, the results demonstrate that a firm's ethical reputation is positively related to employees' perceptions of career opportunities and work–life balance. The results of our studies also demonstrate that the relatively high levels of industry competition and industry regulation weaken the positive impact of a firm's ethical reputation on career opportunities and work–life balance. Theoretical and practical implications are discussed. [ABSTRACT FROM AUTHOR]

The aim of the present study is to examine whether a leader's extrinsic relative to intrinsic goal orientation influences subordinates' subjective career success through leader-member exchanges and to describe the moderating effect of subordinates' gender. Drawing on goal content theory and leader-member exchange theory, we propose that a leader's relatively extrinsic goal orientation is negatively related to subordinates' subjective career success through leader-member exchanges. We conducted a field survey study (N = 216; employees and their immediate supervisors from China) to test our model, and the results suggest that (1) leaders with relatively extrinsic goal orientations are negatively related to subordinates' subjective career success; (2) leader-member exchanges mediate the negative relationship between a leader's relatively extrinsic goal orientation and employees' subjective career success; and (3) subordinates' gender moderates the indirect effect, whereby a leader's relatively extrinsic goal orientation leads to lower levels of leader-member exchange for females than for males, leading to a lower level of subordinates' subjective career success. This study contributes to the goal content and leader-member exchange literature. [ABSTRACT FROM AUTHOR]

In the current dynamic and flexible work environment, traditional career models are constantly challenged by individuals' self-concepts of career development. Previous studies have investigated the predictors of subjective career success, yet little is known about the impact of proactive career orientation on subjective career success. This study, grounded in the career construction theory, aims to examine the influence mechanism of proactive career orientation on subjective career success by analyzing questionnaire data from 296 employees. Empirical results indicate that proactive career orientation has a positive impact on subjective career success. Second, career adaptability partially mediates the relationship between proactive career orientation and subjective career success. Third, mentoring moderates the relationship between proactive career orientation and career adaptability, as well as the relationship between career adaptability and subjective career success. Specifically, both the positive impact of proactive career orientation on career adaptability and the positive impact of career adaptability on subjective career success are stronger when the level of mentoring is higher. Fourth, the indirect relationship between proactive career orientation and subjective career success through career adaptability is stronger when mentoring is high compared to when mentoring is low. This study contributes to the career construction theory by identifying the influence mechanism of proactive career orientation on subjective career success through career adaptability, with mentoring moderating the process. As for practical implications, research findings remind managers of the importance of career planning and mentorship in enhancing employees' subjective career successes. [ABSTRACT FROM AUTHOR]

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