The Role of Overseas Work Adjustment in Enhancing Career Success for Self‐Initiated Expatriates: Investigating the Interplay of Protean Career Attitude, Cultural Intelligence, and Learning Goal Orientation

Teachers are foundational, and have great influence in the world of education. In their careers as teachers, these people must no longer care only about their own interests, but must also focus on the progress of the children they teach. The presence of this new concept in their careers can, it is thought, become an indicator for teachers in identifying and evaluating their careers, so that they may achieve career success, using subjective criteria. This study was aimed at understanding the roles of protean career attitudes (PCA) and boundaryless career attitudes (BCA) regarding the subjective career success of teachers. The approach in the study was a quantitative one, with the number of participants being 320 teachers, living in Java and Kalimantan. The instruments utilized were the Protean Career Attitudes Scale (PCAS), the Boundaryless Career Attitudes Scale (BCAS), and the Subjective Career Success Inventory (SCSI). Multiple regressive linear testing overall, and per dimension, produced scores in which p < .01, and indicated the existence of the roles of protean career attitudes (PCA) and boundaryless career attitudes (BCA) regarding the subjective career success of teachers, as well as the existence of the roles of each dimension of the study variables.
 
 Guru merupakan fondasi yang sangat berpengaruh dalam dunia pendidikan. Dalam karier sebagai guru, seharusnya guru tidak lagi hanya mempedulikan kepentingan untuk dirinya sendiri, namun juga berfokus pada kemajuan anak didik. Keberadaaan konsep baru dalam karier diduga dapat menjadi indikator untuk guru dalam mengenali dan mengevaluasi kariernya, sehingga dapat mencapai kesuksesan karier menggunakan kriteria subjektif. Studi ini bertujuan untuk mengetahui peran dari protean career attitudes (PCA) dan boundaryless career attitudes (BCA) terhadap subjective career success pada guru. Pendekatan dalam studi ini adalah pendekatan kuantitatif dengan jumlah partisipan sebanyak 320 guru yang berdomisili di Jawa dan Kalimantan. Instrumen yang digunakan adalah Protean Career Attitudes Scale (PCAS), Boundaryless Career Attitudes Scale (BCAS), dan Subjective Career Success Inventory (SCSI). Uji regresi linier berganda secara menyeluruh dan per dimensi menghasilkan skor dengan p < 0,01, yang menunjukkan adanya peran protean career attitudes (PCA) dan boundaryless career attitudes (BCA) terhadap subjective career success pada guru, serta adanya peran tiap dimensi dari variabel studi.

PurposeThe purpose of this paper is to examine the potential effects of Millennial knowledge workers’ emotional intelligence (EI) on their subjective career success (SCS) through their protean career attitudes (PCAs) and psychological empowerment (PE).Design/methodology/approachSurvey methodology was used to collect data from 623 Millennial knowledge workers in 42 Turkish Information Technology companies. Participants answered the surveys at three different points within a 12-week period. Measures of EI, PCAs, PE and SCS were analyzed using structural equation modeling and the bootstrapping method.FindingsThe empirical results provide support for the author’s proposed model that positive relations between EI and Millennial knowledge workers’ SCS are mediated by their PCAs and PE.Research limitations/implicationsTo generalize the study findings, future research should be conducted for Millennial knowledge workers in different cultures and countries.Practical implicationsParticularly for Millennial knowledge workers, managers need to be aware of positive influence of EI on employees’ SCS and should consider implementing policies and procedures that recognize EI as a key ingredient for their SCS. Additionally, human resource professionals should aim to create an organizational culture around career development, in addition to career attitudes trainings, and provide career growth opportunities to retain Millennial talent. Finally, organizational development professionals should establish work environments that increase employee empowerment and thus improve SCS.Originality/valueThe findings advance the understanding of how Millennial knowledge workers’ EI can influence their SCS through focusing on PCAs and PE. The results underpin the self-determination theory, contextualist action theory of career development and job design theory.

PurposeThis paper aims to provide conceptual clarity by distinguishing self‐initiated expatriates (SIEs) from company‐assigned expatriates (AEs), and skilled migrants; most importantly, it introduces an overarching conceptual framework based on career capital theory to explain SIEs’ career success.Design/methodology/approachThis conceptual framework is based on a review of the relevant literature on SIE, expatriation, career studies, cross‐cultural studies, migration, and other related areas.FindingsProtean career attitude, career networks, and cultural intelligence are identified as three major types of career capital influencing SIEs career success positively; the predicting relationships between these are mediated by cultural adjustment in the host country. Cultural distance acts as the moderator, which highlights the influence of macro‐contextual factors on SIEs’ career development.Research limitations/implicationsThe current paper applied career capital theory and did not integrate the impact of family and labour market situation on SIEs’ career development. Further research should test the proposed framework empirically, and integrate the impact of family‐ and career‐related factors into a holistic approach.Practical implicationsWhen constructing international talent acquisition and retention strategies, organizations and receiving countries should understand the different career development needs and provide SIEs with opportunities to increase career capital during expatriation. Furthermore, the current framework suggests how to adjust to the host country in order to meet career development goals.Originality/valueThe multi‐level and sequential framework adds value by identifying specific types of career capital for SIEs and providing a conceptual underpinning for explaining how they interact and foster SIEs’ career success. Moreover, the framework embraces SIEs from both developed and developing economies.

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.

The present study investigates the relationship of PsyCap with objective and subjective career success. Based on conservation of resources theory (COR Theory) and psychological capital theory (PsyCap Theory), we assume that career-specific resources, in particular protean career attitude, career planning, and internal and external networking, are important mechanisms that mediate the relationship between PsyCap and both outcomes. We tested our assumptions by means of time-lagged path analysis with R and the lavaan package in a sample of 1110 German academic scientists. Our results indicate a positive relationship between PsyCap and career success. However, we found differential effects regarding the assumed mediation for subjective and objective career success. The effect of PsyCap on subjective career success is mediated by protean career attitude and career planning. The effect of PsyCap on objective career success is mediated by external networking. Our results strengthen the research of PsyCap as a predictor of career success. However, the results also imply that the relationship between PsyCap, career-specific resources, and both aspects of career success is more complex than expected.

This study investigates the joint impact of trait competitiveness (i.e., the enjoyment of interpersonal competition and the desire to win and be better than others) and competitive psychological climate (i.e., the degree to which employees perceive organizational rewards as contingent upon comparisons of their performance against that of their peers) on objective and subjective career success. Based on tournament and person–environment fit theory, we assumed that the positive effects of trait competitiveness on different indicators of objective (i.e., salary, promotions) and subjective (i.e., career satisfaction, internal marketability, and meaningful work) career success are stronger under conditions of a highly competitive psychological climate. Moderated regression analyses using data from a 6‐month time‐lagged study of 340 employees working in diverse occupational fields in their early careers revealed joint effects of the two competition variables. For both objective and subjective career success, the effect of trait competitiveness was strengthened under conditions of a highly competitive psychological climate. We discuss the results by integrating theoretical reasoning from a tournament and person–environment fit perspective on the attainment of career success. Practitioner points Organizations should be aware that competitive environments, and specifically their related perceptions, are only beneficial for some employees’ career success. Within perceived highly competitive organizational contexts, personnel selection and development should consider competitive traits of employees when deciding about hiring and career planning. Career counsellors may consider perceived organizational climates and competitive personal characteristics when objective career success and subjective career success are of topic in the counselling process.

Career success is defined as the positive psychological or work-related achievements one obtains through work experiences. For individuals, career success reflects the self-actualization of individuals. In an organization, employees' personal career success means the organization's making the best of its human resources and eventually contributing to its success. As career success is of concern not only to individuals but also to organizations, many researchers continue to identify the individual and organizational factors that facilitate employees' career success. At the individual level, demographic, social capital, human capital, motivational and work-family variables are possibly associated with career success. At the organizational level, organizational variables such as firm size, industry sector, organizational support and geographic location may also be related to career success. Though Chinese organizational researchers have identified many determinants of career success and some have qualitatively reviewed partially the related literature, no large-scale systematic attempt has been made to systematically summarize the existent literature. In order to quantitatively review the career success literature, we use meta-analysis which is of appropriate for several reasons. Firstly, meta-analysis is a quantitative review technique that can reduce the measurement error from sampling and unreliability in individual studies. Secondly, a critical review and synthesis of the related body of research can play an important role in theory development and building. Thirdly, as former scholars have already identified some factors that determined objective and subjective career success, it would, therefore, be theoretically valuable to review and compare the strength of predictors in determining the objective and subjective career success in order to guide future research and management practices. In this study, we use meta-analysis to examine the relative importance of three career competencies(i.e., human capital, social capital, and psychological capital) and their underlying mechanism of predicting career success. Four inclusion criteria were used to select individual studies for this. Firstly, we focused on studies with dependent variables including at least one kind of operationalizations such as promotion, salary or subjective career success. Secondly, participants had to be employees in Mainland China. Thirdly, correlations were reported in the study. Fourthly, if the same sample was repeatedly included in different studies, then only the study that including most number of variables would be used in the present study. According to the above four criteria, we identified 76 studies that covered 78 dependent samples and 21,570 employees. Based on the intelligent career framework, contest and sponsored mobility, the theory of market transition, and the imbedding perspective of social capital, we put forward our hypotheses. To test our hypotheses, we obtained a correlation matrix first through four steps(i.e., encoding, correcting for correlations, composition of correlations and calculation of effective seizes). Then, we utilized LISREL8.30 to test our hypotheses. The results showed:(1) human capital, social capital and psychological capital were positively related to objective and subjective career success;(2) while human capital could explain more variance of objective career success, psychological capital could explain more variance of subjective career success;(3) organization sponsorship partially mediated the relationship between human capital, social capital and career success; it also partially mediated the relationship between psychological capital and subjective career success. The relationship between psychological capital and objective career success was fully mediated through organization sponsorship;(4) psychological capital could predict better much better organization sponsorship. This study contributes to the career success literature. One major contribution is that our results reveal the differential effects of the three career competency on objective and subjective career success. This finding isimportant both to theoretical development and to the methodology of measuring career success. Secondly, we examined the underling mechanism on how human, social and psychological capital may affect career success. Thirdly, it is important to find the kind of criteria used by elites and its agents to give candidates sponsorship. This theoretical question is examined in the present study using meta-analysis. Our study also offers implications for managerial practices. First, managers should focus on developing subordinates' human, social and psychological capital. Second, individuals should be aware of the fact that career success does not only affect human, social and psychological capital, but also others sponsorship. Several limitations have been noted in the current study. First, potential moderators may exist in the relationships among the three career competencies and career success. But we have not examined the moderating effects. A third limitation of this study is that we have not been able to explore the synergy among the three career competencies by examining their interactions due to the limitation of meta-analysis. Third, like other meta-analyses that examine mediating process, the current meta-analysis has not included control variables in hypotheses testing because many studies have not provided correlations with these control variables.

PurposeDrawing on goal orientation theory, the authors propose a moderated mediation model, wherein objective career success is positively related to employees' life satisfaction through subjective career success moderated by learning and performance goal orientations.Design/methodology/approachData were collected from 188 employees in South Korea. The hypotheses were tested with the moderated mediation regression analysis.FindingsThe results indicated that salary and promotion, as indicators of objective career success, were positively related to subjective career success. However, subjective career success mediated only the influence of salary, not promotion, on life satisfaction. Furthermore, the authors found that the indirect relationship between salary and life satisfaction via subjective career success was not significant for employees with high learning goal orientation but was significant for those with high performance goal orientation.Practical implicationsOrganizations need to understand that a higher salary and frequent promotions may not always be positively related to employees' satisfaction with career and personal life and should consider the types of goal orientations.Originality/valueThe authors’ consideration of goal orientation as a dispositional characteristic contributes to the comprehensive understanding of how employees' learning and performance goal orientations interact with objective career success in influencing their subjective career and life satisfaction.

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.

PurposeThe purpose of this paper is to develop a theoretical framework for measuring public sector managers' career success.Design/methodology/approachThe theoretical foundation used in this study is social cognitive career theory. To conduct a literature search, several keywords were identified, i.e. career success, objective and subjective career success, managers, managerial career development and social cognitive career theory. Several electronic databases available in the university's library, such as Emerald, EBSCOHost, SAGE, Science Direct and Blackwell Synergy, were used to search for resources. Literature includes sources written in both English and Malay.FindingsThe four factors that have predictive potential on managers' career success are individual‐related factors, organizational‐related factors, managerial competencies‐related factors, and the person‐environment fit factor. Career success should be operationalized using both objective and subjective career success.Research limitations/implicationsThe study was exploratory, based on a literature review. Empirical study is needed to examine the predictive potential of the four key factors (i.e. individual‐related factors, organizational‐related factors, managerial competencies‐related factors, and person‐environment fit factor) for public sector managers' career success.Practical implicationsStrengthening the HRD framework through organizational development, personnel training and development and career development may develop and unleash individual potential which leads to positive career outcomes (objective and subjective career success).Originality/valueThe research constructs a theoretical framework which outlines the predictive potential of four key factors on public sector managers' career success. The four key factors can be developed through HRD practices.

Drawing on the social exchange theory, this study examines the relationship between social and economic leader-member exchange (LMX) relationships and career success, and how these two types of LMX relationships affect career success from a lifespan perspective. The results from a dyadic field study with 196 employees and their leaders showed that social LMX predicted subjective career success, while economic LMX predicted employee objective career success rated by leaders. A learning goal orientation (LGO) moderated the relationship between social LMX and subjective career success, such that the relationship was stronger for employees with a strong LGO. Finally, the findings partially supported a three-way interaction. For younger employees, economical LMX had a negative impact on subjective career success for employees with a strong LGO. Implications for theory and practice are discussed.

This study aimed to identify the types of career development that emerge when considering both protean career attitude and boundaryless career attitude simultaneously, and to identify the differences in affective organizational commitment and subjective career success according to each type. Specifically, cluster analysis was conducted based on the two sub-factors of protean career attitude—self-directed career development and value driven orientation—and the two sub-factors of boundaryless career attitude—boundaryless mindset and organizational mobility preference—to derive career development types. As a result of cluster analysis, four types of career development were derived based on the sub-factors of protean career attitude and boundaryless career attitude, and this study named each type as Boundary Exploring, Value Anchored, Protean Career Architect, and Balance Seeking. As a result of analyzing the differences in subjective career success and affective organizational commitment according to type, Protean Career Architect type showed a significantly higher level of subjective career success than the Boundary Exploring and Balance Seeking types. Also, protean career architect type showed a higher level of affective commitment than the Value Anchored and Balance Seeking types. Based on the research results, implications and suggestions for future research were derived.

PurposeDue to the dominant western environment focus in the literature and the need for a deeper understanding of self-managed careers in organizational life, this study seeks to contribute to the theoretical knowledge of the career success by examining the personality and motivational predictors of subjective career success, including core self-evaluation, intrinsic motivation and creative performance, in a complex model within a non-western cultural background in the context of engineering professionals in Türkiye.Design/methodology/approachData were collected from 202 engineering professionals working in research and development departments in Ankara, Türkiye. A serial mediation model was evaluated to examine the intended relationship.FindingsThe findings show that core self-evaluation was positively related to subjective career success. Core self-evaluation exerted an indirect effect on subjective career success through intrinsic motivation, as well as on subjective career success through creative performance. The indirect effect of core self-evaluation on subjective career success was serially mediated by intrinsic motivation and creative performance.Practical implicationsParticularly for engineering professionals, managers need to be aware of the positive impact that core self-evaluation has on their subjective career success and should consider implementing policies and procedures that recognize core self-evaluation, intrinsic motivation and creative performance as essential components of their subjective career success. Furthermore, it is imperative that human resource practitioners create an organizational atmosphere that focuses on career development and provides professional development opportunities to retain engineering professionals, as well as enhancing their intrinsic motivation and enabling them to unleash their creative performance.Originality/valueThe findings advance the understanding of how engineering professionals’ core self-evaluation can impact their subjective career success through focusing on intrinsic motivation and creative performance. This research therefore contributes to the existing literature by underpinning the theoretical framework of self-determination theory and social cognitive theory, providing a more comprehensive understanding of the interrelationships between engineer professionals’ core self-evaluation and subjective career success within a non-western cultural context.

This research examined the different profile of individual, opportunity structure, and career strategy variables related to both objective (salary) and subjective (self‐perceived) career success. Questionnaire data were obtained from a stratified sample of 723 full‐time employees at several higher education institutions in the north of England. Controlling for age, tenure, gender, and occupation, a different profile of factors predicted objective and subjective career success. The highest objective career success was reported by employees with a high level of education, who worked in larger organizations with well‐structured progression ladders and invested considerable effort in their work role. In contrast, the highest subjective career success was reported by employees who were high on work centrality, who worked in organizations with well‐structured progression ladders and employment security, and who networked frequently yet reported a lack of ambition. The theoretical and practical implications of these findings are discussed, together with avenues for further research.

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. Keywords: career development stages, subjective career success, teacher