Determinants Of Career Success Research Articles

THE FACTOR STRUCTURE OF THE AXIOPSYCHOLOGICAL DESIGN OF A PERSON’S LIFE ACHIEVEMENTS AT THE EARLY ADULTS

The article specifies the study on axiopsychological design of personal achievements at early adulthood. The approaches to the classification of human developmental age periods at this age are discussed. The emphasis is placed on the main psychological features of early adulthood. The article outlines the range of the problems studied within the framework of the presented topic, in particular: the issues of a purpose as a meaningful determinant of the present, self-designing as a determinant of career success, choosing of a life path, understanding of private life meaning and goals, peculiarities of valuable components of life strategies of university students, living away their family and\, designing their life paths. The methodological basis for the empirical study is the principles of subjectivity, value orientations, and systemic determination. The article states that subjectivity means an individual’s position as a creator of one's own life path; subjectivity initiates all human activities and contributes to their effectiveness. The author understands subjectivity as a self-sustaining cause of being, a universal principle of the transition of an agent’s possible states into the reality of intentional objects; an individual’s system of value orientations constitutes the meaningful aspect of life perspective, and the formed hierarchy of values ​​determines the priority of certain activity spheres, vectors of life path, as well as the line of behavior; systemic determination allows an individual to objectify his/her psychological formations that set specific directions of his/her self-realization and are a form of self-realization. Particular attention is paid to the empirical research, which results are generalized and interpreted to create the factor structure of axiopsychological design of an individual’s life achievements that include nine components: disposition of self-efficacy, unwillingness to be improved, attribution, complexities of improvement, use of unproductive copings, disposition of self-regulation, traits of female gender, focus on realization, psycho-age assessment. The value factor structure of this age respondents is dominated by the first two, which we consider as the key factors.

Political Skill and Career Success: A Review and Directions for Future Research

The determinants of career success have been widely investigated in the extant literature.This paper aims to review the empirical studies on the role of political skill in determining careersuccess. Major data bases like science direct, emerald insight, sage and springer were searchedfor finding out the relevant studies. The findings of each empirical study along with the contextand brief methodological information have been given. Through this review, it was surfaced thatthe underlying mechanisms in the political skill-career success relationship need to be exploredfurther, and the dimensional analysis of political skill should be conducted.

The openness of Britain during industrialisation. Determinants of career success of British men born between 1780 and 1880

In this article, we study the occupational careers of British men during industrialisation. We ask whether careers became more successful during industrialisation and whether British society became more open. Using the Longitudinal Study of Residential Histories dataset we analysed the career of 6229 men born between 1780 and 1880 with a multilevel growth model. Over time men's careers became somewhat more successful: men started their careers at a higher occupational status, but status did not grow at a faster rate. Father's occupational status and son's education were main determinants of career success. The importance of education did not increase, but the relevance of father's status declined, suggesting that with industrialisation Britain became a more open society.

Quotas for Women Can Improve Recruitment Procedures

Abstract. In this study, among a sample of 388 participants located in German-speaking countries, from different career levels and all having an employment relationship, we examined the influence of gender on the frequency of use of different job search strategies. The main focus lies on passive job search behavior, which is considered to be an important determinant of career success. The data suggest considerable gender differences in the frequency of use of passive job search strategies. Results of mediation analyses showed that the gap between men and women became smaller with respect to the influence of proactivity and management aspirations and disappeared for individuals in leadership positions. The implications of these findings are discussed in the light of the literature and quota debate.

Meaning and determinants of career success: A Malaysian perspective

This exploratory, qualitative study sought to unearth and explore meanings of career success and perceived influences on career success among working adults in Malaysia. Eighteen people in nursing, blue-collar, and business occupations were interviewed. Three objective and five subjective meanings of career success and six perceived internal factors (primarily individual traits) and three external factors emerged from the data. The research suggests that people in the early stage of their career are more instrumentally driven in defining career success, whereas people in the late stage of their career target a greater variety of career features and outcomes. Also, the research suggests Malaysian working adults should not be stereotyped as being satisfied with collective outcomes as many also target individual achievements.

A Meta-Analysis on Effects of Human, Social, and Psychological Capital on Career Success in Chinese Business Organizations

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.

Job Characteristics That Influence the Career Success of Soldiers in the South African National Defence Force: An Analytical Review

Career success for solders is influenced by objective and subjective job qualities including their antecedents and mediators. This article considers the objective and subjective indicators of career success in the context of the South African National Defence Force (SANDF): achievement, satisfaction, mobility, organizational commitment and retention. Objective determinants of career success include the qualities of the physical environment, physical job demands on effort, typical job demands, role conflict and subjective occupational hazards and the organisational culture of the military. The subjective determinants that impact career success are psychological in nature, such as value conflict, job security and psychological contact. Outcomes for individuals vary as mediated by organizational culture, gender, period of service and education.

Professional motivation and family medicine residency: a national study

Family medicine has some constraints, which may be considered critical for physicians' career choice, and motivation may be one of them. Motivation should be seen as a determinant of career success, particularly in educational context. The aim of this study was to develop an understanding about the family medicine residents' professional motivation, based on psychological and cognitive factors. The following objectives were set: (1) to characterize the residents, in terms of cognitive-motivational variables; (2) to evaluate their assertive skills during the vocational training. In 2005, we designed a mail survey applied to all graduates entering Family Medicine, in Portugal (N = 228), at the start of their specialty program. As part of a larger observational study, a 57 Likert scale items questionnaire was designed to collect descriptive data. In this cross sectional study we present data from professional project, professional commitment, intrinsic motivation, self-efficacy expectancies, results control expectancies, initial motivation to the specialty and assertiveness skills (cross sectional study). From the target population, 109 completed questionnaires (47.8%) were returned. Most of the participants indicated high levels of professional orientation (77.1%) for family medicine and 92.6% had been globally committed in practice. At the beginning of the residency, the participants had medium (59.6%) or high (33.9%) levels of motivation for choosing this specialty, 89% were intrinsically motivated and 60.5% proved to be quite assertive in their patient approach. These findings suggest that medical graduates, studied in this research, were globally motivated for practicing in a Family Medicine context, contradicting the overall perception of a physicians' declined interest for this specialty. These results may have implications in the design of real-life training programs for postgraduate education in Family Medicine, a time when physicians are forming expectations about their career performance and professional well-being. Future researches should continue studying more deeply the professional motivation of that population, throughout the vocational training in Family Medicine residency.

호텔종사원의 비공식적 인간관계가 경력성공에 미치는 영향 -성별의 조절효과를 중심으로-

Human capital variables have been considered as very important determinants of career success. In this study have two purposes. The first is to examine the relationship between informal networking and career success. And gender moderated the relationship between informal networking and employability. The major findings of the study are summarized as follows: First, informal networking had positive effect on the career success. The relationship between members of the organization in the formation of informal relationships between the trust and if the organization`s members to form a supportive organizational culture and organizational citizenship behaviors through which organizations such as the positive outcomes will be achieved. So informal networking have been considered as very important determinants of career success. Second, regarding the moderating effect of gender on the informal networking and employability, and informal networking played more important roles for men than woman in employability.

Learning environment, learning process, academic outcomes and career success of university graduates

This study expands on literature covering models on educational productivity, student integration and effectiveness of instruction. An expansion of the literature concerning the impact of higher education on workplace performance is also covered. Relationships were examined between the quality of the academic learning environment, the process of learning, learning outcomes, and career success of graduates. The responses to a questionnaire of 3324 graduates at a Dutch university, emphasising conventional large‐scale classes, were analysed using structural equation modelling. The results suggest an indirect influence of university education on career success. A learning environment increases the motivation of students, which, in turn, increases their learning outcomes. Learning outcomes show a significant relationship with success in the initial phase of graduates’ careers. Furthermore, success in subsequent phases of one’s career is influenced by experience gained by students during their involvement in extra‐curricular activities. Therefore, it is argued that the learning environment is important for students’ learning as well as their involvement in extra‐curricular activities, and that these two elements of university education are determinants of career success.

Does Having “the Right Stuff” Matter? Gender Differences in the Determinants of Career Success Among Intercollegiate Athletic Administrators

The purpose of this study was to explore gender differences on the determinants of career success (i.e., career satisfaction and promotions) through the differential return hypothesis. Human capital and social capital were both hypothesized to have a greater influence on the men's career success than on the women's. A questionnaire was used to gather data from 213 (74 men, 139 women) NCAA Division I athletic administrators. Results suggest that social capital was more influential for men than for women in gaining promotions in administration. However, differential returns were not noted for the human capital determinants on either career success variables.

Career success: the effects of personality

Based on social learning theories, this conceptual paper attempts to develop a theoretical framework and testable hypotheses linking the relationship between certain personality traits and career success. Although there has been a long history of exploring the effects of personality on career development, its importance appears to be underestimated, and it is time to revitalize the psychological view of career studies. In this paper, we propose that several personality traits (locus of control, self‐monitoring, self‐esteem, optimism, and machiavellianism) along with job performance and person‐environment fit are determinants of career success. In view of social learning theories, knowledge of this relationship is of practical and theoretical value for individuals, organizations, and career consultants.