FINAL REPORT PREDICTING CAREER PROGRESS OF GRADUATE STUDENTS IN MANAGEMENT: (THE CRITERION STUDY: PHASE IV, STAGE 2)

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SUMMARYSamples of MBAs from eleven graduate schools of business and management were followed up seven years after their graduation in 1968. Responses to a Career History Questionnaire and the Executive Position Description Questionnaire were received from 65.4 percent of an original sample of 1,168 on whom current addresses could be obtained. Data gathered on the original sample while they were in school consisted of undergraduate average, ATGSB scores, overall graduate grade average, faculty ratings on seven scales describing personal characteristics, and biographical and background data. Career data gathered from the two questionnaires were related to hypothesized factors underlying career progress, primarily mobility/stability in career since MBA, salary and salary progress over time, level and type of responsibility, and job satisfaction. Characteristics of present employer and position and attitudinal and other career values were elicited as possible moderating influences on career progress.Preliminary analyses of the total sample, consisting of frequency distributions and generation of an intercorrelation matrix were done to compare the eleven‐school sample with a pilot study two‐school sample.To test the feasibility of developing one (or more than one) composite criterion of career progress and to test for suspected differences in relationship of various predictors with career‐related factors for subgroups in the sample representing different career patterns, exploratory analyses were carried out using path analysis methodology and Staff (including Specialist) and Line subsamples.An hypothesized criterion factor structure was developed and confirmatory maximum likelihood factor analysis was carried out to test the structure. Prediction equations were developed by multiple stepwise regression analysis to predict these confirmed factors by the Staff, Line, Specialist, and “Combination” (those reporting responsibilities representing a combination of Staff and Line, Staff‐Specialist, or all three) subsamples. Criterion factors or composite criteria hypothesized were Mobility, Salary, Level and Type of Responsibility, and Job Satisfaction.Evaluative and attitudinal data and comments made on the Career History Questionnaire were analyzed for the total sample.