Extrinsic Success Research Articles

Motivation and success factors in radiological research in Germany - results of a survey by the Methodology and Research Working Group of the German Radiological Society.

Investigation of motivation and identification of success factors in radiology research in Germany.Using a German online survey (54 questions, period: 3.5 months), demographic aspects, intrinsic and extrinsic success characteristics, as well as personal and organizational success factors were surveyed based on a career success model. The survey results were reported descriptively. The correlations between success factors and success characteristics were examined using linear, binary-logistic, and multinomial regression models.176 people (164 academically active, 10 not academically active) answered the survey. Most participants (80%, 139/174) worked at a university hospital. 32% had privatdozent or professor as their highest academic title (56/173). The researchers' main motivation was intrinsic interest in research (55%, 89/163), followed by a desire to increase their own career opportunities (25%, 41/163). The following were identified as factors for intrinsic success: i) support from department management (estimate=β=0.26, p<0.001), ii) good work-life balance (β=0.37, p<0.001), and iii) the willingness to pursue science even after reaching the career goal (β=0.16, p<0.016). Relevant factors for extrinsic scientific success were mentoring, protected research time, and activities in professional societies.Researchers in German radiology are mainly intrinsically motivated. Factors known from the literature that determine intrinsic and extrinsic scientific success were confirmed in this study. Knowledge of these factors allows targeted systematic support and could thus increase scientific success in German radiology. · Main motivation for German radiology research is intrinsic interest, followed by career opportunities.. · Factors for intrinsic scientific success are good work-life balance and support by department management.. · Factors for extrinsic scientific success are mentoring, activities in professional societies, and protected research time.. · Wegner F, Heinrichs H, Stahlmann K et al. Motivation and success factors in radiological research in Germany - results of a survey by the Methodology and Research Working Group of the German Radiological Society. Fortschr Röntgenstr 2024; DOI 10.1055/a-2350-0023.

In between Korean and New Zealander: Extrinsic success beliefs and well-being of Korean youth in New Zealand

Korean immigrants have migrated to New Zealand over the past three decades in search of a happier and more balanced life. While they anticipated that their children would be integrated into New Zealand society, they have primarily settled in Korean ethnic enclaves. In this context, younger Korean New Zealanders have been exposed to and influenced by New Zealand’s national and Korean ethnic cultures. This study examined success beliefs and well-being among Korean youth in New Zealand with a Third Culture Kid background (TCK K-NZ) in comparison to Korean youth in Korea (K-Korean) and European New Zealand youth (Pākehā). Results indicated that TCK K-NZ youth endorsed extrinsic success similarly to K-Korean youth, but that valuing extrinsic success predicted lowered well-being only for K-Korean youth. Conversely, valuing intrinsic success predicted higher well-being across the three groups. Results also revealed that TCK K-NZ youth's well-being levels were between those of K-Korean and Pākehā youth, potentially influenced by different structural relations between success beliefs and well-being, as well as their position as “third culture kids” in New Zealand. This study contributes to understanding cultures' roles in formulating success beliefs and the relationship between success beliefs and well-being for Korean New Zealander youth.

Test infrastructure and environment

This issue contains two papers. These papers focus on test infrastructure and testing environment, respectively. Falling into the category of Software Note, the first paper, “JUGE: An infrastructure for benchmarking Java unit test generators” by Xavier Devroey, Alessio Gambi, Juan Pablo Galeotti, René Just, Fitsum Kifetew, Annibale Panichella and Sebastiano Panichella, presents JUnit Generation Benchmarking Infrastructure (JUGE), which supports test generators (such as search-based, random-based and symbolic execution) by automating the production of unit tests for validation, regression testing, fault localization and so on. JUGE aims to reduce the overall benchmarking effort, ease the comparison of multiple generators and enhance the knowledge transfer between academia and industry. JUGE was used and evolved during multiple editions of a unit testing tool competition since 2013. The authors discuss the expected impact of JUGE in improving the knowledge transfer on tools and approaches for test generation between academia and industry (recommended by Marc Roper). Falling into the typical category of Research Article, the second paper, “Test environments for large-scale software systems—An industrial study of intrinsic and extrinsic success factors” by Torvald Mårtensson, Göran Ancher and Daniel Ståhl, presents a study that investigates the characteristics of a test environment to support an organisation's testing objectives. The study includes a series of interviews with 30 individuals, a series of focus groups with 31 individuals and a cross-company workshop with 30 participants from five large-scale companies in different industry segments. The study findings reveal a list of success factors, including (1) characteristics and capabilities existing within a test environment (intrinsic success factors) and (2) properties not inherent to the test environment, but still vital for a successfully implemented test environment (extrinsic success factors). All the five companies included in the study well acknowledge the reported list of intrinsic and extrinsic success factors (recommended by Per Runeson).

Test environments for large‐scale software systems—An industrial study of intrinsic and extrinsic success factors

AbstractThe characteristics of the test environment are of vital importance to its ability to support the organizations testing objectives. This paper seeks to address the need for a structured and reliable approach, which can be used by companies and other organizations to optimize their test environments in each individual case. The reported study included a series of interviews with 30 individuals, a series of focus groups with in total 31 individuals and a cross‐company workshop with 30 participants from five large‐scale companies, operating in different industry segments. The study resulted in a list of success factors, including not only characteristics and capabilities existing within a test environment (intrinsic success factors) but also properties not inherent to the test environment, but still vital for a successfully implemented test environment (extrinsic success factors). This distinction is important, as the root causes differ and as addressing them requires distinct approaches—not only of technology but also of organization, communication and collaboration. We find that successful implementations of test environments for large‐scale software systems depend primarily on how they support the company's business strategy, test organization and product testability (extrinsic success factors). Based on this, test environments can then be optimized to improve test environment capabilities, usability and stability (intrinsic success factors). The list of intrinsic and extrinsic success factors was well received by all five companies included in the study, supporting that the intrinsic and extrinsic success factors for test environments can be applied to a large segment of the software industry.

Pan-Canadian Survey of Medical Radiation Technologist's Views Toward Evidence-Based Practice, Research, Barriers, and Enablers

ObjectivesTo examine the attitudes, perceptions, enablers/barriers, and level of uptake of evidence-based practice (EBP) and research within the medical radiological technologist (MRT) community in Canada. MethodsUsing the Canadian Association of Medical Radiation Technologists' e-mail distribution list, all members were sent an invitation and link to an online electronic survey. The survey included demographics and questions asking participants about their perceptions of EBP, research, and barriers. Data were analyzed with descriptive statistics and partial proportional odds models. ResultsFour hundred and forty-four completed surveys were available for analysis. Respondents showed good distribution among professions and geographical location. Eighty-four percent of respondents indicated having a good grasp of the concept of EBP. A majority of the respondents (>70%) in all the professions strongly agreed/agreed that all MRTs should practice in an evidence-based manner. Eighty percent of respondents strongly agreed/agreed that there is a link between EBP and research. There was a statistically significant association between the current level of knowledge to develop a research project and level of academic research education received, research culture in the department, and the presence of barriers. Partial proportional odds model indicates participants were more likely to have a good grasp of EBP and have strongly agreed/agreed that they should practice in an evidence-based manner if they were a radiation therapist, have medium-high current levels of research knowledge, or were a permanent full-time employee. In addition, radiation therapists were at least 4 times more likely to participate in research as a primary or coinvestigator, compared to other MRT professions. Most frequently identified extrinsic barriers to EBP/research included lack of time, heavy workload, lack of leadership support, and workplace attitudes/culture. Extrinsic success factors included access to a mentor, dedicated time, collaboration, and support from management and peers. Intrinsic success factors were as follows: self-motivation, sense of inquiry/curiosity, and satisfaction with creating patient or workplace change based on research. ConclusionsThis pan-Canadian, interprofessional survey highlights the current landscape with respect to perceptions and uptake of EBP and research among MRTs. Results of this study may offer MRTs, employers, educational facilities, and professional bodies insight into strategies that can be undertaken to improve MRT research participation across professions.

Social Capital and Success of Minority Entrepreneurs

Scholars and policymakers can use this research to understand the relationship between successful performance of minority entrepreneurs and social capital. Entrepreneurship is a driving force that can create a society of self-supporting individuals. Minority entrepreneurship is an avenue for individuals to lift themselves out of poverty and create job opportunities for others. Social capital is economic and social networks used by people to promote transactions and alliances as a means to produce goods and services for themselves and for a common good. Social capital involves networking and political and social skills. Social capital networks consist of operations that include mutual benefits, trust, and cooperation. A quantitative analysis was conducted of a sample that included 287 minority male and female business owners to measure business revenues, company size, and self-reported assessment. The findings noted political and social skills significantly impact internal or intrinsic success measure. However, social networking did not relate to external or extrinsic success (revenue and size of company) among minorities in this study. Explanations are included about the findings and future research suggestions are also provided.

Stuck between a rock and a hard place: Contrasting upward and downward effects of leaders’ ingratiation

AbstractResearch indicates that leaders who engage in upward ingratiation, a specific form of impression management, develop positive relationships with their bosses, which in turn enhances leaders’ chances of achieving success at work. However, a more complete understanding of leaders’ ingratiation requires recognition that leaders have multiple audiences and that there may be negative unintended consequences of this behavior to at least one of these audiences. Specifically, upward ingratiation may reduce subordinates’ willingness to contribute to the organization through effective performance because it diminishes relationship quality between leaders and subordinates. To explore this issue, we develop and test a multilevel model that contrasts effects of leaders’ upward ingratiation on leader‐ and subordinate‐level outcomes through the quality of social exchange in the corresponding relationship. We test our predictions by conducting a multiwave, multisource field study with a sample of 91 leaders, 91 bosses, and 215 subordinates in South Korea. Our findings reveal that upward ingratiation is positively associated with indicators of leaders’ intrinsic and extrinsic success because it enhances leader–boss exchange quality (LLX). In contrast, leaders’ upward ingratiation negatively influences subordinates’ job performance because it diminishes leader–subordinate exchange quality (LMX). We also find that subordinates’ perceptions of leaders’ political skill mitigate the negative indirect relationship between upward ingratiation and subordinates’ job performance via LMX quality, and that our hypotheses apply to ingratiation but not to other forms of impression management. We discuss the theoretical and practical implications of our findings in relation to ingratiation specifically and to impression management more generally.

The impact of career ambition on psychologists’ extrinsic and intrinsic career success

PurposeThe purpose of this paper is to investigate the relationship between career ambition – defined as high achievement motivation and strong career orientation – and both extrinsic (salary, position) and intrinsic success (job satisfaction, goal attainment) of psychologists. Over and above this, the authors explore whether extrinsic success predicts intrinsic success or vice versa.Design/methodology/approachIn order to analyze the impact of career ambition on extrinsic and intrinsic success, the authors conducted two online studies with psychology graduates – a cross-sectional study (Study 1; n=119) and a longitudinal one (Study 2; n=63; two-three years interval between assessment points). The authors applied regression and cross-lagged analyses to investigate the interplay of career ambition and career success.FindingsThe results show that career ambition impacts on both extrinsic and intrinsic success. More specifically, extrinsic success was positively predicted by career orientation in Study 1. In contrast, achievement motivation was negatively related to intrinsic success (Study 1) and even diminished it over time (Study 2). Findings of the cross-lagged analysis further underlined that intrinsic success predicts extrinsic success.Originality/valueThe study contributes by separately investigating two aspects of career ambition and showing their different effects on career success in the specific profession of psychologists. As cross-lagged findings revealed that psychologists’ intrinsic success predicted their extrinsic success and not vice versa, the authors discuss whether psychologists might be worsening their career development in the long run by showing high achievement motivation.

Exploring gender-related perceptions of SME success

Purpose– Small and medium enterprise (SME) research into the meaning and perception of success is now reaching beyond (the somewhat stereotypical) extrinsic success measures such as sales, number of employees, and profit. Researchers now identify the goals and expectations of the owner(s) of a business as central to their likely performance and preferred success metrics. Therefore, this paper aims to overlay perceptions of success and gender to establish whether success is conceptualised in the same way across genders.Design/methodology/approach– The study analyses the responses from 375 male and female SME owners to a range of quantitative success metrics and also explores the responses provided to a number of qualitative questions surrounding the owners' perceptions of success.Findings– Although the average female-owned business in the study is significantly smaller than the average male-owned business, they perform equally well on extrinsic measures that relate outputs (profit) to inputs (assets and hours worked). Further, the female SME owners appear to be more satisfied with both the success of their business and their lifestyle, than their male counterparts.Originality/value– The findings suggest that the social feminists hold sway (men and women have different perceptions of success) and there is value in incorporating a feminine perspective when examining what business owners are looking for from their ventures. That is, measures of SME success need to adopt a person-centered perspective.

Time is on my side: Time, general mental ability, human capital, and extrinsic career success.

The present study linked general mental ability (GMA) to extrinsic career success using a multilevel framework that included time and 3 possible time-based mediators of the GMA-career success relationship. Results, based on a large national sample, revealed that over a 28-year period, GMA affected growth in 2 indicators of extrinsic career success (income and occupational prestige), such that the careers of high-GMA individuals ascended more steeply over time than those of low-GMA individuals. Part of the reason high-GMA individuals had steeper growth in extrinsic success over time was because they attained more education, completed more job training, and gravitated toward more complex jobs. GMA also moderated the degree to which within-individual variation in the mediating variables affected within-individual variation in extrinsic career success over time: Education, training, and job complexity were much more likely to translate into career success for more intelligent individuals.

The priority factor model for customer relationship management system success

As the market competition becomes keen, constructing a customer relationship management system is coming to the front for winning over new customers, developing service and products for customer satisfaction and retaining existing customers. However, decisions for CRM implementation have been hampered by inconsistency between information technology and marketing strategies, and the lack of conceptual bases necessary to develop the success measures. Using a structural equation analysis, this study explores the CRM system success model that consists of CRM initiatives: process fit, customer information quality, and system support; intrinsic success: efficiency and customer satisfaction; and extrinsic success: profitability. These constructs underlie much of the existing literature on information system success and customer satisfaction perspectives. We found the empirical support for CRM implementation decision-making from 253 respondents of 14 companies which have implemented the CRM system. These findings should be of great interest to both researchers and practitioners.

A LONGITUDINAL MODEL OF SPONSORSHIP AND CAREER SUCCESS: A STUDY OF INDUSTRIAL‐ORGANIZATIONAL PSYCHOLOGISTS

Drawing from research on the sociology of science, we hypothesized a model of academic career success in an effort to extend research on particularistic and universalistic influences on career success. Results, based on a sample of 154 members of the Society of Industrial and Organizational Psychology, provided support for the hypothesized model. Specifically, doctoral program prestige and publications as a PhD student influenced prestige of the first job. Furthermore, these 2 variables—along with chair publications—influenced career publications, prestige of the first job and career publications influenced extrinsic success (a composite variable comprised of rank, salary, longitudinal citation rates, prestige of current job, fellowships, and presence on editorial boards), and extrinsic success influenced intrinsic career success (career satisfaction). The results further suggest that individual performance has a stronger influence on the career success of industrial‐organizational psychologists than do social networks.

Effects of Personality on Executive Career Success in the United States and Europe

The present study extended prior career success models by incorporating traits from the five-factor model of personality (often termed the “Big Five”) and several dimensions of extrinsic (remuneration, ascendancy, job level, employability) and intrinsic (job, life, and career satisfaction) career success. The model examined both direct effects and the mediating effects of an array of human capital and motivation variables derived from prior research. Data were collected from two large samples of American and European executives. Some results supported prior research: Extroversion related positively, and neuroticism negatively, to intrinsic career success across both the U.S. and the European samples. Some results differed from expectations: Conscientiousness was mostly unrelated to extrinsic success and negatively related to intrinsic success in both samples, and agreeableness was negatively related to extrinsic success in both samples. Differences emerged between the European and U.S. samples, in that neuroticism associated with lower levels of extrinsic success for the U.S. executives but not the Europeans, and extroversion associated with higher levels of extrinsic success for the European executives but not the U.S. executives. For both samples, human capital and motivational variables associated predictably with career success, but seldom mediated the relationship between personality and career success.

THE BIG FIVE PERSONALITY TRAITS, GENERAL MENTAL ABILITY, AND CAREER SUCCESS ACROSS THE LIFE SPAN

The present study investigated the relationship of traits from the 5‐factor model of personality (often termed the “Big Five”) and general mental ability with career success. Career success was argued to be comprised of intrinsic success (job satisfaction) and extrinsic success (income and occupational status) dimensions. Data were obtained from the Intergenerational Studies, a set of 3 studies that followed participants from early childhood to retirement. The most general findings were that conscientiousness positively predicted intrinsic and extrinsic career success, neuroticism negatively predicted extrinsic success, and general mental ability positively predicted extrinsic career success. Personality was related to career success controlling for general mental ability and, though adulthood measures of the Big Five traits were more strongly related to career success than were childhood measures, both contributed unique variance in explaining career success.