Perceived Career Success Research Articles

Evaluating role of individuals’ subjective career success in organization

This study examines the factors affecting individuals’ subjective career success based on the sponsor and contest mobility of career success (Turner, 1960; Rosenbaum, 1984). Authors this study tests hypotheses about the relations between organizational sponsorship, external marketability, person-organization fit, subjective career success, and life satisfaction. Therefore, managers and leaders know how to motivate their employees toward career achievement. To achieve this goal, authors use confirmatory factor analysis (CFA) and structural equation model (SEM) to examine all of the three perspectives individual structural, and behavioral-in which the individual and behavioral approaches belong to the contest-mobility model of career success while the structural one belongs to the sponsored-mobility model. Research findings indicate that organizational sponsorship and external marketability make significant impacts on subjective career success and these relationships are positive. This study also examines a number of personal information like gender, marital status, age, highest diploma, and occupation, number of working years, and monthly salary when it comes to perceived career success. In addition, subjective career success also positively affects life satisfaction. The findings have important practical implications for managers and leaders who generally seek to motivate their employees toward career achievement.

Reaching for the stars: Iranian nurses' perceptions of career success.

The aim was to explore nurses' perceptions of career success. Career success is a concept which leads to improving professional behaviours. Research that focused on conceptualizing career success found it to be a complex, value-driven construct likely to be perceived differently across work and cultural contexts. It is not yet clear what constitutes career success, and how it is perceived by nurses in Iran. More comprehensive exploration of this concept in nursing is needed, so research and policymaking can advance in informed, data-driven manner. This is a qualitative descriptive study. The setting was teaching hospitals of Iran. Twenty-seven nurses participated in face-to-face interviews, and six field notes were collected. Data were analysed using conventional content analysis. Analyses identified five themes of career success: providing high-quality care, being exemplary employee, embarking on career growth, having positive personal attributes and being internally satisfied. Findings confirmed that career success in Iranian nurses was a multidimensional concept that represented five internally and externally driven dimensions set within its cultural and religious context. Policymakers and clinical educators can now plan interventions aimed at fostering career success in nursing staff. Future nurses could use these finding to reflect on their developed attributes throughout their studies and clinical placements and adjust their career preparation and learning to bridge any identified gaps. Organizational values and intervention for nursing staff could also be redesigned to align with the aspects of career success.

Are freelancers a breed apart? The role of protean and boundaryless career attitudes in employability and career success

AbstractRecent economic and organisational changes have fostered an increasing diversification of the workforce, among whom freelancers are an under‐represented population in the literature. This study aimed at examining the role of protean and boundaryless career, professional commitment, and employability activities in fostering freelancers' subjective career success. Data were collected via an online survey among a sample of 425 Italian freelancers and analysed through structural equation modelling. Results partially confirmed several hypotheses: higher self‐directed career management and boundaryless mindset predicted higher employability activities and professional commitment; moreover, employability and professional commitment acted as mediators between career attitudes and subjective career success. The study provides support for the importance of such variables to freelancers' career success, as well as for the significance of protean and boundaryless careers among nontraditional occupational groups. Interventions aimed at fostering such attitudes could support freelancers in improving their attainment of professional progress and perception of career success.

THE INFLUENCE OF PROACTIVE PERSONALITY ON PERCEIVED CAREER SUCCESS: INTERNAL AND EXTERNAL NETWORKING BEHAVIOR AS MEDIATING VARIABLES

The aims of this research were to investigate the influence of proactive personality on perceived career success, proactive personality on internal as well as external networking behavior, the influence of internal as well as external networking behavior on perceived career success, and to investigate the role mediating of internal as well as external networking behavior on relationship between proactive personality and perceived career success. This research was conducted at PD BPR BKK Purbalingga. Target population of this research was all employees in centre office and branch office which comprise of 129 people. This research used survey method with simple random sampling as sampling technique. Based on the calculation with Slovin formula, the sample size was 98 respondents. Furthermore, the technique of data analysis applied in this study was multiple regressions. Based on the result of data analysis, it could be concluded that proactive personality had positive and significant influence to perceived career success. Proactive personality has positive and significant influence to internal as well as external networking behavior. Internal and external networking behavior had positive and significant influence to perceived career success. Furthermore, internal as well as external networking behavior partially mediated between the relationship of proactive personality and perceived career success.

중국기업 내 멘토링 관계에서 경력기능과 경력성공 지각의 관계 연구 : 성과목표지향성의 조절효과를 중심으로

중국기업 내 멘토링 관계에서 경력기능과 경력성공 지각의 관계 연구 : 성과목표지향성의 조절효과를 중심으로

Political skill, organizational justice, and career success in mainland China

Organizational justice is a topic popularized for Western bureaucracies but there is less known about its influence in Eastern cultures. This research tests how organizational justice moderates the relationship between political skill and career success in the Chinese public sector. Analysis reveals that four dimensions of political skill (networking ability, apparent sincerity, social astuteness, and interpersonal influence) correlate positively with career success (measured as perceived internal marketability and perceived career success). Although hypothesized that organizational justice would lessen the influence of political skill on career success as a result of the implementation of formal merit-based pay rules, findings show that political skill is only partially moderated. While lessening the value of social astuteness, a positive relationship between interpersonal influence and internal marketability remains. Points for practitioners Profound changes in China’s salary system challenge traditional workplace customs. The implementation of merit-based pay requires a fair procedure for determining salary raises. In China, personalism remains a driving force because of the importance of guanxi. This affects how formal merit-based pay systems function in the East. Chinese culture tempers Western notions of organizational justice with its persistent reliance on political skill. This blend of worker behavior and career success, moderated by a conceptualization of organizational justice that embraces political skill, complicates the application of Western management systems in the East.

Career barriers influencing career success

Purpose– Few research has addressed the factors that undermine people’s subjective perceptions of career success. Hence, the purpose of this paper is to further illuminate the issue of career barriers in perceptions of career success for a specific group of professionals: academics.Design/methodology/approach– This study adopts an interpretative-social constructionist methodology. Complementarily, it was employed a phenomenological method in data gathering and analysis – with the use of in-depth interviews and a theme analysis. The research was undertaken with a group of 87 Portuguese academics of both sexes and in different stages of their academic careers.Findings– The findings pinpoint the existence of multi-level barriers encountered by the academics when trying to succeed in their careers. The interviewees mentioned particularly the organizational-professional career barriers pertaining to three general themes: poor collegiality and workplace relationships; the lack of organizational support and employment precariousness; and the career progression standards and expectations. At the individual life cycle level the interviewees referred to the theme of finding balance; at the same time, the gender structure was also a theme mentioned as an important career barrier in career success, particularly by the women interviewed.Research limitations/implications– One of the limitations of this research is related to the impossibility of generalizability of its findings for the general population. Nevertheless, the researcher provides enough detail that grants the reader with the ability to judge of its similarity to other research contexts.Practical implications– This research highlights the role played by distinct career barriers for a specific professional group: academics. This has implications for higher education policy-makers and for human resources managers in higher education institutions.Originality/value– The current study extends the literature on career success by offering detailed anecdotal evidence on how negative work experiences might hinder career success. This research shows that to understand career barriers to success it is useful to consider multi-level factors: organizational-level factors (e.g. poor collegiality and workplace relationships); individual-level factors (e.g. life-cycle factors such as age/career stage); and structural-level factors (e.g. gender).

The exploratory and confirmatory factor analyses of two subjective career success instruments

This study investigated the psychometric properties of two subjective career success instruments within the South African context: Perceived Career Success (PCSS: Gattiker & Larwood, 1986) and Life Success Measures Scale (LSMS: Parker & Chusmir, 1992). Data were collected via a convenient sample of 708 South African Police Services (SAPS) personnel (females = 36.8%; Sotho language = 62.50%). Exploratory factor analysis (EFA) was conducted on both instruments, followed by confirmatory factor analyses (CFA). Both instruments showed acceptable construct validity and reliability of scores.

Assessing objective and subjective factors of culinary career success: Exploring the influence of industry certifications

ABSTRACTAmidst a growing industry, foodservice professionals are seeking certifications to differentiate themselves from the competition. The American Culinary Federation (ACF) provides the most comprehensive culinary certification program in the United States, promoting professional development through specialized training in the culinary arts. Proponents of the ACF certification program boast benefits such as increased pay and prestige. However, there has been limited research focusing on the relationship between professional foodservice certifications and perceived career success. This study examined the relationships between culinary certifications and objective (i.e. salary) and subjective (i.e. job satisfaction, self-efficacy) indicators of career success.

BEM-ESTAR NO TRABALHO E PERCEPÇÃO DE SUCESSO NA CARREIRA COMO ANTECEDENTES DE INTENÇÃO DE ROTATIVIDADE

O objetivo geral deste estudo foi analisar, interpretar e discutir as relações entre as percepções de sucesso na carreira, o bem-estar no trabalho e a intenção de rotatividade em trabalhadores da Região Sudeste do Brasil. Participaram desta pesquisa 500 trabalhadores que atuam no Estado de São Paulo, em organizações não governamentais, públicas e privadas. Como instrumento para coleta de dados foi utilizado um questionário de autopreenchimento composto de cinco escalas que mediram as variáveis da pesquisa. A presente pesquisa se propôs a apresentar, interpretar e discutir as relações entre as variáveis, como também testar as hipóteses referentes ao modelo conceitual proposto, por meio de uma pesquisa de natureza transversal com abordagem quantitativa, cujos dados coletados foram analisados por aplicação de técnicas estatísticas paramétricas (cálculos de estatísticas descritivas: médias, desvio padrão, teste t e correlações; cálculos de estatísticas multivariadas: análise de regressão linear múltipla stepwise e teste da normalidade das variáveis, por meio do teste de Kolmogorov-Smirnov). O tratamento e a análise dos dados foram realizados pelo software estatístico Statistical Package for the Social Science (SPSS), versão 18.0. Os resultados obtidos demonstraram que as dimensões de bem-estar no trabalho exercem forte e significativo impacto sobre a intenção de rotatividade dos profissionais, enquanto a percepção de sucesso na carreira contribuiu com valores baixos nesse impacto, devido ao formato do modelo hipotético. A pesquisa possibilitou concluir que quanto mais a empresa se preocupa em proporcionar um ambiente de trabalho que seja animador, interessante e que cause entusiasmo, menos os profissionais pensarão em deixá-la.

Ten‐year follow up of graduates from the Aspiring Dietitians Study: Implications for dietetic workforce development

AbstractAimTo explore the career pathways and practice experiences of dietitians in the first decade following graduation to identify factors influencing workforce development.MethodsA qualitative, follow up study was conducted on a previously recruited cohort of aspiring dietetic students who had graduated as dietitians over the preceeding decade. Participants completed an individual, semistructured telephone interview which focused on retrospectively exploring factors influencing career pathways, perceptions of career success and satisfaction and the competencies required for effective practice. Interviews were transcribed verbatim, and underwent qualitative descriptive and triangular analysis.ResultsCareer pathways were opportunistic rather than planned, influenced more by actual employment opportunities and lifestyle preferences (particularly location) than initial career preferences and plans. Most acknowledged that initial unfamiliarity of the profession, employment realities and pragmatic career decision‐making explained the misalignment of plans with actual career pathways. Participants rated competencies of communication, teamwork, counselling and specific disciplinary knowledge as most relevant to effective practice. Despite some participants acknowledging that their career was not as originally anticipated, there was a consistent theme of career success and satisfaction determined more by intrinsic factors (helping people, effective in job, being acknowledged as a specialist) than extrinsic variables (remuneration level, management progression). Retention in the dietetic workforce appeared to be high, particularly when opportunities to specialise or undertake research were realised.ConclusionsWorkforce preparation that facilitates graduates to be flexible to employment, continuing professional development opportunities and support specialisation and research in practice are likely to be important for nutrition and dietetic workforce retention.

Gender, Professional Networks, and Subjective Career Success Within Early Academic Science Careers

Abstract. The present study analyzed (a) gender differences in the gender composition (i.e., the proportion of male to female contacts) of professional support networks inside and outside an individual’s academic department and (b) how these differences in gender composition relate to subjective career success (i.e., perceived career success and perceived external marketability). Results showed that the networks’ gender composition is associated with subjective career success. Men’s networks consist of a higher proportion of male to female supporters, which, in turn, was positively related to subjective career success. Additional analyses revealed that the findings could not be accounted for by alternative factors, such as network size, networking behaviors, and career ambition.

Research on the evaluation indicators of skilled employees’ career success based on grounded theory

Purpose: summarized and sorted career success evaluation indicators of skilled employees Design/methodology/approach: Based on Grounded Theory, through interviews and questionnaires to railway skilled employees Findings and Originality/value: the study shows that “subjective career success”, including work-family balance, life satisfaction, career satisfaction, perception of career success, “objective career success”, including level of total revenue venue, growth rate of wage and times of promotion, “knowledge and skills career success” including upgrade of knowledge and skills, classification of skills, external competitiveness and job autonomy, are three important career success evaluation indicators of skilled employees. Originality/value: The results show that different age groups, different titles and different positions of skilled employees, there is a significant difference in the choice of career success evaluation indicators. It provides a useful reference to establish a career development system for the skilled employees.

Effect of Career Mobility on HR Professionals’ Perceptions of Career Success

This study has the dual purpose of providing new insights into HR professionals’ mobility patterns by establishing a view to the outcomes of career mobility in the form of perceived career success,...

Strategic fit framework of succession planning: effects on career attitudes and career success

This study proposes a framework for aligning business strategy and succession planning and assesses the impact of the degree of fit on employee career attitudes and perceptions. Using configurational perspective of strategic human resource management, this study develops a strategic fit framework of succession planning. The framework of succession planning includes four kinds of configurations among strategy, organisational structure and succession planning culture that lead to positive career attitudes and a higher perception of career success among employees. Gathering data from 152 employees within 23 enterprise agencies, the paper empirically validates the developed framework. Results suggest perception of with the promotion process.

Work-Life Balance in the perception of Generation Y

The purpose of this article is to answer the question how far the perception of career success is unified by the global standard, and how much still remains under the influence of local patterns. The study included perceptions of work - life balance and the cost of this. This assumption was the basis for the design of own research, which summarizes the generally accepted ideas about selected aspects of the career of Gen Y, with the perception of Gen Y representatives from six countries (Polish, Austria, Spain, Portugal, Turkey and Russia). DOI: 10.5901/mjss.2014.v5n27p264

Strategies for managing impressions of racial identity in the workplace.

This article deepens understanding of the workplace experiences of racial minorities by investigating racial identity-based impression management (RIM) by Asian American journalists. Racial centrality, directly or indirectly, predicted the use of 4 RIM strategies (avoidance, enhancement, affiliation, and racial humor). Professional centrality also predicted strategy use, which was related to life satisfaction and perceived career success. By shedding light on proactive strategies that individuals use to influence colleagues' impressions of their racial identity, we contribute to research on diversity in organizations, impression management, and racial identity.

What it means to succeed: Personal perceptions of career success held by senior managers

This research describes the findings of a qualitative study which analyses how senior managers conceptualise and experience career success for themselves. A non-probability voluntary sample of 24 senior managers, using objectivecareer success criteria, was selected from two international financial institutions located in Johannesburg. This research study entailed semi-structured in-depth interviews that were digitally voice recorded, transcribed verbatim, and analysedusing content analysis. In exploring career success from the perspective of the individual (i.e. the senior manager) and not the organisation, the research attempts to fill the gap in the career literature. Findings demonstrate that although senior managers have general conceptualisations of what career success entail, they have unique personal meanings which they associate with their own career success (e.g. being associated with successful business brands, receiving feedback and recognition and adding value to the organisation). Senior managers also have specific goals set for their future in terms of careers (e.g. owning your own business venture, embracing new opportunities and investing in the community). Talent retention is particularly important among senior managers. Thus, in order to retain them as valuable employees, it is crucial to address and fulfil their career needs accordingly.

The Effect of Job Embeddedness on the Relationship between Employability and Career Outcomes

While various studies have theorized or empirically demonstrated positive career outcomes from employability, their results are inconclusive. To address this concern, we incorporate the construct of job embeddedness to explain how perceptions of employability affect employee engagement, perceptions of career success, and psychological mobility. We find that job embeddedness mediates the relationship between internal employability and career success as well as employee engagement. In addition, we find that job embeddedness moderates the relationship between external employability and employee perceptions of psychological mobility.

Success and Mobility of Generation Y: A Comparative Study on the Example of Poland And Austria

Today, the paradigm of career undergoes significant transformations. Increasing globalization, concerning the availability of design and arbitrariness of their compilation, led to the question of differences in the perception of career success, the value bound with it and mobility, depending on the country in which the individual lives. In this article, the basis of the analysis are studies conducted in Poland and Austria, countries with different macroeconomic, historical and society conditions. The results prompted the observation that the global exchange of professional development is universal, but also very general. Representatives of the Generation Y from Poland and Austria are different because of the specific characteristics of their professional careers, including the values which characterize professional success, a willingness to conduct mobile behaviour and undertaken activities. DOI: 10.5901/mjss.2013.v4n9p410