Intrinsic Career Success Research Articles

Proactive Personality as Mediating variable between Career Skills, Servant Leadership and Subjective Career Success of Working Women: A Study from Private Sector Universities of Pakistan

Purpose: To examine the effect of career skills and servant-leadership on intrinsic career success with surrogating effect of proactive personality traits.
 Design/method/approach: Structural equation modeling has been applied to extract the statistical finding by applying MPlus Software.
 Findings: Proactive personality traits mediates between the relationship of career skills, servant-leadership, and intrinsic career success.
 Research implications: The model have a look at providing the suggestion for policy makers to hire and train highly educated faculty to participate in servant-leadership for the betterment of career skills and intrinsic career success, which improves institutional performance.
 Originality: The research study examined the P-E fit theory and the model in this particular context of Pakistan is unique and constructed to suggest policy makers the techniques for advancing the career success of working women in academia.

Female workers' career success in the handicraft industry: a study of Uttarakhand, India

PurposeThis work is an extension of research on worker participation in achieving career success by including a prominent contextual construct, that is social capital. The present research aims to study how competency development influences the intrinsic career success of females in the handicraft industry, by considering the role of perceived employability as a mediator and social capital as a moderator. By doing so, this paper aims to fill the vacuum in the career literature that suggests that career success is not gender neutral.Design/methodology/approachData was collected from handicraft workers by adopting the survey method. CFA and SPSS macro named PROCESS were used to analyse data.FindingsCompetency development influences the subjective career success of female workers, and perceived employability mediated the relationship between them. Moreover, social capital independently moderates the relationship between the participation of workers in competency development and perceived employability.Research limitations/implicationsThe study is conducted in the Indian context alone, and therefore future studies must be conducted globally to deepen the scholarly dialogue on female workers' career success. Also, the current study measures career success, from a subjective perspective, thus future studies can measure female workers' objective career success.Practical implicationsThe current paper identifies the need to study the factors contributing to female workers' career success in small industries.Social implicationsConventional industries and their workers' career success must be given equal importance by researchers, practitioners and policymakers.Originality/valueThe paper fills the gap in career research by exploring female workers' career success through empirical evidence.

The Contribution of Emotional Intelligence to Career Success: Beyond Personality Traits.

This study sought to investigate the role of emotional intelligence in both extrinsic and intrinsic career success in early and later career stages. Specifically, we examined the predictive and incremental validity of emotional intelligence in career success after controlling for personality factors in a sample of 271 graduates. When analyzing extrinsic career success, regression analyses revealed that demographic variables, such as gender, age, area of study and career stage, and the variable of proactive personality, were related to salary. When the dependent variable was job satisfaction, emotional intelligence acted as a strong predictor, even when personality traits and proactive personality were controlled. These findings provide preliminary evidence that emotional intelligence is a relevant addition to guide the achievement of career success. Finally, limitations of the results and implications of these findings are discussed.

Determinants of elite athletes’ extrinsic and intrinsic career success

PurposeThe purpose of this paper is to identify the determinants of success of elite athletes by applying the concept of career success to a sporting context. The concept of career success includes extrinsic (i.e. tangible) career accomplishments like medals as well as intrinsic factors referring to subjective judgements about career attainments. Thereby, a holistic perspective is taken which has not been studied extensively before.Design/methodology/approachBased on previous literature, a theoretical model was derived outlining how human capital, motivation, organisational characteristics and socio-demographics affect both intrinsic and extrinsic career success. To measure the impact of these factors, primary (n=1,249) and secondary data of elite athletes were collected. Regression analyses indicated that all factors included in the theoretical model were associated with extrinsic and intrinsic success.FindingsInstitutional support was an important driver for intrinsic career success while financial support affected extrinsic career success. There was no significant influence of extrinsic career success on intrinsic career success.Practical implicationsThese findings imply that policy makers should offer enhanced dual career options, such as mentoring programmes, aspects like sport-psychological support and nutrition counselling, and long-term, stable financial support for athletes to maximise career success.Originality/valueThis paper applies the construct of career success to sports. A focus on the athletes’ intrinsic career success is placed as this area has been neglected in past research.

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.

Psychological contract fulfillment and expatriate intrinsic career success: the mediating role of identification with the multinational corporation

In this study, we examined to what extent psychological contract fulfillment (PCF) positively affected two dimensions of expatriate intrinsic career success - job and career satisfaction. Moreover, we assessed whether these relationships were mediated by identification with the multinational corporation (MNC). One hundred ninety-seven expatriates of a large multinational technology company participated in this study. We used structural equation modeling to test our hypotheses. Results showed that identification with the MNC partially mediated the relationship between PCF and job satisfaction, and PCF and career satisfaction. This study highlights the important role of fulfilling promises vis-à-vis expatriates and identification with the MNC for expatriate intrinsic career success. Since intrinsic career success is an important predictor of intentions to remain with the organization, it is particularly important that MNCs attend to and manage the psychological contracts of their expatriates.

Testing Relations of Crystallized and Fluid Intelligence and the Incremental Predictive Validity of Conscientiousness and Its Facets on Career Success in a Small Sample of German and Swiss Workers.

This study examined the relation of fluid and crystallized intelligence with extrinsic (occupational skill level, income) and intrinsic (job satisfaction) career success as well as the incremental predictive validity of conscientiousness and its facets. Participants (N = 121) completed the Reynolds Intellectual Assessment Scales (RIAS), the Revised NEO Personality Inventory (NEO-PI-R), and reported their occupational skill level, income, and job satisfaction. Results revealed that crystallized intelligence was positively related to occupational skill level, but not to income. The association of crystallized intelligence and job satisfaction was negative and stronger for the lowest occupational skill level, whereas it was non-significant for higher levels. Fluid intelligence showed no association with career success. Beyond intelligence, conscientiousness and its facet self-discipline were associated with income, whereas conscientiousness and its facets competence and achievement striving were associated with job satisfaction. The results are discussed in terms of their implications for the assessment process as well as for future research to adequately predict career success.

Competencies of older workers and its influence on career success and job satisfaction

Purpose– The purpose of this paper is to examine the influence of the competencies motivation, integrity and social skills on both intrinsic and extrinsic career success.Design/methodology/approach– In total, 1,112 individuals aged 45 or above registered at a job agency specialized in older employees in the Netherlands filled out a survey. The results were analyzed using multiple regression.Findings– The three competencies had a positive relationship with intrinsic career success (job satisfaction). Motivation and social skills were also positively related to extrinsic career success, while integrity was unrelated.Originality/value– The influence of competencies on career success of older workers has received only little attention from researchers.

Identifying Perceptual Factors Affect Intrinsic Career Success by Delphi Method

Models are essential to scientific thinking and practical problem solving. The lack of any theoretical model of intrinsic career success, and the importance of intrinsic career success in new career paradigm, the purpose of this research was to design the model of perceptual factors affecting intrinsic career success in service firms in the province of Fars. Initially in the literature study, perceptual factors were considered. Then through the Delphi process using expert opinion in four steps, the most important factors in research population were identified. Finally with consensus of experts, after the fourth round of the Delphi, seven important factors were selected and on the base of theoretical foundations, the model was designed. Conclusions of this study can be tested by date surveying and Structural equation modeling services organizations in Fars province.

Childhood personality and teacher ratings of conscientiousness predict career success four decades later

Personality traits play an important role in the prediction of career success. We know from previous studies that Conscientiousness and Neuroticism are the most prominent candidates (Barrick et al., 2001; Judge et al., 1999). But most previous data lack from being cross-sectional. In the current investigation we therefore examined the prediction across a timespan of forty years. Analyses were based on a representative sample (N = 745; T1: M = 11.9 years, SD = 0.6; T2: M = 51.7 years, SD = 0.6). We examined in several longitudinal path models the influence of childhood personality (self-report) and teacher ratings on different measures of extrinsic and intrinsic career success (income, occupational status, job satisfaction). Especially facets of Neuroticism, Conscientiousness, and the teacher rating were predictive for career success forty years later even after controlling for intelligence and socioeconomic status at T1. We also investigated in the role of education in this nomological network by means of mediation and moderation analyses.

Attainment of Capital and Competency towards Intrinsic Career Success

The main objective of Malaysia’s New Economic Model (NEM) outlines the need to produce quality human capital that commensurates with higher career success. As an ultimate reward, career success should be indicated by the tangible aspect as well as the personal conception of career success. This study specifically looks at the latter; on the link between capital and competencies gained during the attainment of MBA studies, to the intrinsic value of career satisfaction. As specified through educational attainment, human capital is defined by the scholastic, social, and cultural capitals whereas managerial competencies encompass the skills of knowledge, analytical, and general management. 151 MBA graduates participated in the self-administered online survey and linear regression analysis was employed to test the relationships. The result reveals that among the three dimensions of human capital, cultural capital has the most positive significant association with career satisfaction. On the association between managerial competencies and career satisfaction, the skill of analytical is found to be a significant estimation of the intrinsic career success. The findings of this study are intended to contribute to a better understanding of assessing the intrinsic value of career success. It presents a means for the higher-education providers and policy makers to devise a strategy that generates a balanced human capital in terms of their extrinsic and intrinsic career success.

An examination of feedback-seeking behaviors, the feedback source and career success

Purpose – The purpose of this paper is to investigate whether individuals seeking feedback from either a supervisor or co-worker relate to intrinsic and extrinsic career success. Design/methodology/approach – Survey data were collected from 168 employees in three different organizations in the southeastern United States. Moderated multiple regression was used to test the hypotheses. Findings – Results support interactions of feedback seeking and feedback source (both supervisor and co-worker) to predict extrinsic career success. There was no support for the proposed interaction of feedback seeking and feedback source to predict intrinsic career success. Practical implications – The results support the need for organizations to focus on developing feedback environments that encourage feedback-seeking behaviors. Individuals that desire more feedback and take initiative within their careers by seeking feedback may have positive outcomes related to extrinsic career success. Originality/value – The study is on...

Australian Hospital Pharmacists Reflect on Career Success

ABSTRACTBackgroundAs not all professionals have a linear, upward career trajectory, intrinsic career success is important. This study supplements job satisfaction and retention surveys by exploring the subjective notion of career success.AimTo determine Australian hospital pharmacists' views on their intrinsic career success.MethodInterviews were conducted with experienced pharmacists from regional and metropolitan areas in central Victoria through to northern Queensland. 1 hour semi‐structured interviews were recorded and transcribed verbatim. NVivo9 was used to code broadly before interpretive coding.Results3 themes on career success emerged from the interviews. Hospital pharmacists felt successful in their careers when they received acknowledgement from others, from self‐confidence in their ability to do the work well and from determining their work methods.ConclusionHospital pharmacists valued acknowledgment for a job well done, self‐confidence in their ability and increasing autonomy.

Big Five Traits and Intrinsic Success in the New Career Era: A 15‐Year Longitudinal Study on Employability and Work–Family Conflict

The present investigation contributes to research on the dispositional source of intrinsic (subjective) career success in three general ways. First, two indicators of career success were considered, i.e. perceived employability and work–family conflict, which closely align with the characteristics of contemporary boundaryless careers. Second, facet‐level associations were examined, providing a more fine‐grained description of personality–success relations. Third, besides concurrent associations, we also examined the prospective effects of traits on career success assessed 15 years later. Overall, our results further substantiated an individual difference perspective on career success, with both outcomes being significantly and substantially predicted by Big Five traits, even when controlling for a number of demographic and career‐related characteristics. Further, results indicated that facet‐level analyses can contribute significantly to our theoretical understanding of trait–success associations. Finally, a comparison of concurrent and longitudinal analyses indicated temporal stability of personality–success relations, although the predictive validity of separate traits was also found to vary across time.

Controlling your environment and yourself: Implications for career success

Given the complex and rapidly changing nature of the current work environment, individuals' capabilities to effectively influence their environment and regulate their behavior may be critical to career success. Drawing from the model of emergent interactive agency (Bandura, 1989), the current research examines this perspective, focusing on proactive personality and self-control as predictors of extrinsic and intrinsic career success. Although some studies have investigated proactive personality as a predictor of success, less research has focused on factors involved in this relationship and very little work has examined self-control in the context of career success. Study 1 involved a cross-sectional design with 249 full-time employees who completed measures assessing personality and career-related variables. Study 2 involved a longitudinal design with 1568 individuals who were rated on self-control during childhood and completed career-related measures approximately 20 years later. Study 1 results indicated proactive personality and self-control related to extrinsic career success (salary and occupational prestige) through educational attainment. Study 2 results indicated self-control related to extrinsic career success (salary and occupational prestige) through educational attainment and intrinsic career success (career satisfaction) through occupational opportunity for achievement. These findings contribute to the knowledge base regarding career success by highlighting the relevance of active control tendencies that are externally focused (proactive personality) as well as those that are internally focused (self-control) and identifying key factors linking these traits to career success.

Mentoring received by protégés: its relation to personality and mental ability in the Anglo-Saxon organizational environment

Dispositional characteristics, including personality and mental ability, play a substantial role in interpersonal relationships. However, their connection with mentoring, which is a form of interpersonal relationship, has received limited attention. The study empirically investigated the association of mentoring received with the Big-Five of personality and general mental ability in the Anglo-Saxon organizational environment. Furthermore, it integrated the relationship between dispositional traits, mentoring received and career success in a causal path model. Analysis of data collected from 272 white-collar workers suggested no relationships of logarithmic form between mentoring received and personality traits or general mental ability. Hierarchical linear regression indicated that scores on openness and agreeableness made significant contributions to scores on mentoring received over and above the contributions of the demographics and human capital controls. Causal path modelling suggested that the total effects of openness and agreeableness on extrinsic career success were negative while the corresponding effects on intrinsic career success were positive; largely due to the fact that the benefits of mentoring received were stronger for intrinsic than for extrinsic career success. The results were discussed with respect to their contribution to our understanding of the development of mentoring relationships, and their implications for practice and research across national cultural contexts.

Carrièresucces van vaders en moeders: de rol van moederschapsideologie, werk-thuis-cultuur en werk-thuis-arrangementen

Career success of fathers and mothers: the impact of motherhood ideology, work-home culture, and work-home arrangements Career success of fathers and mothers: the impact of motherhood ideology, work-home culture, and work-home arrangements M.L. van Engen, J.S.E. Dikkers, C.J. Vinkenburg and P. de Rooy, Gedrag & Organisatie, volume 22, June 2009, nr. 2, pp. 146-171 Despite the increased labor force participation of Dutch women, their career progression still lags behind that of men. Differences in career success of men and women are often attributed to their different family roles and responsibilities. In this study we examined the relationships between motherhood ideology, work-home culture, and the utilization of different flexible and care-related arrangements. Next, we look at the relationship between these factors and extrinsic (objective) and intrinsic (subjective) career success of parents. Two-hundred-and-fourteen Dutch working parents filled out a questionnaire. We found that a less traditional motherhood ideology and a supportive work-home culture have a positive relationship with parents' utilization of work-home arrangements. Mothers with a traditional motherhood ideology who used care-related arrangements are more extrinsically successful than mothers with a less traditional ideology. Intrinsic career success is higher for mothers who use flexible arrangements than for mothers who do not.

Psychological career resources as predictors of working adults’ career anchors: An exploratory study

This study explored the relationship between the psychological career resources and career anchors of a sample of 2 997 working adults at predominantly managerial and supervisory levels in the service industry. The Psychological Career Resources Inventory and the Career Orientations Inventory were applied. Stepwise regression analyses indicated dimensions of psychological career resources as significant predictors of participants’ career anchors. The findings add valuable new knowledge that can be used to inform organisational career development support practices as well as career counselling and guidance services concerned with promoting individuals’ employability and experiences of intrinsic career success.

Personality and career success: Concurrent and longitudinal relations

The present research addresses the dynamic transaction between extrinsic (occupational prestige, income) and intrinsic (job satisfaction) career success and the Five-Factor Model of personality. Participants (N = 731) completed a comprehensive measure of personality and reported their job title, annual income, and job satisfaction; a subset of these participants (n = 302) provided the same information approximately 10 years later. Measured concurrently, emotionally stable and conscientious participants reported higher incomes and job satisfaction. Longitudinal analyses revealed that, among younger participants, higher income at baseline predicted decreases in Neuroticism and baseline Extraversion predicted increases in income across the 10 years. Results suggest that the mutual influence of career success and personality is limited to income and occurs early in the career.

Ability and Personality Predictors of Salary, Perceived Job Success, and Perceived Career Success in the Initial Career Stage

Using longitudinal data from a sample of recent college graduates, we examined the effects of ability (general mental ability and emotional intelligence) and personality (Big Five and proactive personality) on extrinsic (i.e., salary) and intrinsic (i.e., perceived job and career success) indicators of career success. Results from regression analyses indicated that gender, extroversion, and agreeableness were the strongest predictors of salary. Emotional stability and proactive personality predicted perceived job success, while extroversion was significantly related to perceived career success. Neither of the ability measures significantly predicted our indicators of extrinsic or intrinsic career success. Implications for theory and practice are discussed.