Abstract
PurposeThis study aims to address a paucity of research into career success by exploring the impact of organizational context (“in-group” culture and the competitiveness strategy) and individual variables (self-efficacy and goal orientation), on objective career success (academic position) and subjective career success (career satisfaction).Design/methodology/approachSurvey data were obtained from 447 faculty members employed by Babeș-Bolyai University (BBU), the best-ranked Romanian higher education institution. For analysis, hierarchical multiple regressions analyzes were used.FindingsThe novel results of this quantitative analysis are that organizational context variables influence both subjective career success and objective career success. Academics who do not attain promotion have lower subjective career success and objective career success, as a result of the publish or perish university strategy. Self-efficacy has a positive impact on both success types, while goal orientation is for subjective career success a weak predictor.Practical implicationsOrganizational efforts should be focused on improving academics career development especially for those teachers who are in the current position already for many years. The development of performance-driven career paths should be also considered for diminishing the impact of organizational variables.Originality/valueThis paper extends the knowledge concerning objective and subjective career success by revealing the important impact of contextual determinants, as it confirms the impact of individual self-efficacy in a university context and partially the one of goal orientation.
Highlights
Though managers cannot manage employee career success, as it is a characteristic related to each individual, it has in time proven to impact organizations in different ways: it influences employees’ turnover intention (Joo and Park, 2010) as it influences their job performance (Karatepe, 2012)
In response to the quest for studies, which investigate the impact of proximal environmental resources on both objective career success and subjective career success, and for studies which look into differential mediation mechanisms for predicting objective career success versus subjective career success (Dries, 2011; Spurk et al, 2019), of studies which investigate the impact of context on career success (Dries, 2011) or the impact of different national, organizational contexts and cultures on academics’ careers (Bozionelos, 2014; Kaulisch and Enders, 2005), this paper proposes an investigation concerning academics career success in one of the largest Eastern European country, Romania, in its larger university, Babes, -Bolyai University (BBU)
Concerning goal orientation, this study reveals that mastery and performance goal orientations are two predictors for subjective career success
Summary
Though managers cannot manage employee career success, as it is a characteristic related to each individual, it has in time proven to impact organizations in different ways: it influences employees’ turnover intention (Joo and Park, 2010) as it influences their job performance (Karatepe, 2012). Career success is defined as the “positive psychological and work-related outcomes accumulated as a result of one’s work experiences” (Seibert and Kraimer, 2001). The full terms of this licence may be seen at http://creativecommons.org/licences/by/4.0/legalcode
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