Predictors Of Career Success Research Articles

Role of Human Capital, Motivation, and Supervisor Sponsorship in Predicting Career Success in the Perspective of Employees in Indonesia

Role of Human Capital, Motivation, and Supervisor Sponsorship in Predicting Career Success in the Perspective of Employees in Indonesia

Predicting career success in the hospitality industry of Cyprus: a competency-based approach

ABSTRACT In today’s highly disruptive business environment, the development of a new set of specific key competencies is crucial for career and organizational success. Based on a survey study carried out within the context of the hospitality industry of Cyprus, this paper proposes a novel framework for competency development, grounded in the insights of hospitality industry professionals. The study addresses the gap in existing competency frameworks in light of recent technological advancements and sectoral restructuring. The proposed model encompasses six key core competency categories: communication, operational knowledge, cultural diversity, human resource management, leadership, and information technology; each integral to organizational performance and individual career success. The resulting framework offers invaluable guidance for educators, hospitality industry managers, and government institutions in designing effective educational programs, thereby equipping hospitality management graduates with the necessary competencies for a successful career in a turbulent digital globalized economic realm.

CUR(E)ating a new approach to study fungal effectors and enhance undergraduate education through authentic research.

Course-based Undergraduate Research Experiences (CUREs) integrate active, discovery-based learning into undergraduate curricula, adding tremendous value to Biochemistry and Molecular Biology (BMB) education. There are multiple challenges in transforming a research project into a CURE, such as the readiness of students, the time commitment of the instructor, and the productivity of the research. In this article, we report a CURE course developed and offered in the University of Massachusetts Amherst BMB Department since 2018 that addresses these challenges. Our CURE focuses on fungal effectors which are proteins secreted by a destructive pathogenic fungus Fusarium oxysporum, one of the top five most devastating plant pathogens. By studying this group of proteins, students are connected to real-world problems and participate in the search for potential solutions. A 3-week "standard Boot Camp" is implemented to help students familiarize themselves with all basic techniques and boost their confidence. Next, molecular cloning, a versatile technique with modularity and repeatability, is used as the bedrock of the course. Our past 5 years of experience have confirmed that we have developed a novel and feasible CURE protocol. Measurable progress documented by students who took this course includes stimulated active learning and increased career trajectory to pursue hypothesis-based research to address societal needs. In addition, data generated through the course advance ongoing lab research. Collectively, we encourage the implementation of CURE among research-intensive faculty to provide a more inclusive research experience to undergraduate students, an important element in predicting career success.

Work Readiness Bagi Gen Z: Peluang Dan Tantangan

The trend of academic achievement scores is known as the Grade Point Average (GPA), and the technical competencies possessed by graduates are the main indicators and become the focus of users in selecting new prospective workers. This applies in almost the same way to every agency or company in Indonesia and various other places (Roth & Bobko, 2000; Sayidah et al., 2019). This conceptualization gradually begins to shift along with the dynamics of the world of work. Technical and academic abilities alone cannot guarantee and predict career success in the future of the workforce concerned (Shaturaev, 2021). Therefore, job readiness is needed for a graduate who is ready for a career. In this case, generation Z as the generation that will become the productive age group in the bonus demographic that is predicted to occur in Indonesia in 2025 requires thorough work readiness improvements. Thus, writing this article was carried out in order to find out the opportunities and challenges for Generation Z in facing the future through careful work readiness planning. Descriptive qualitative becomes a research method that the writer uses in carrying out this research. The writer obtained the data by conducting interviews with one of the grocery store owners. The results of the interviews show that the opportunity for generation Z to manage future reinforcement through work readiness is business development in the field of technology. The use of technology as a means of digital payment. It is easier to adapt in the modern world where everything is done with technology compared to the previous generation which only received technology at a less productive age. The challenges faced are the rise of cybercrime cases which are increasing along with the widespread use of technology. Not a few are part of society who are digitally illiterate so that the solution for Generation Z is to make maximum use of technology.

Hypothesized model of the relationship between affective behaviour, emotional intelligence and success of out-of-school youths in cell phone maintenance enterprise

PurposeMany youths are out-of-school with few having the basic sustainable skills to earn a living. Some of the engaged ones have interpersonal relationship and other problems that can sustain the successes of their business. Therefore, this study is set to investigate the relationship between affective behaviour, emotional intelligence and success of out-of-school youths in cell phone maintenance enterprise.Design/methodology/approachPurposive sampling technique was used to select the sample. Of the total, 350 out-of-school youths who are engaged in cell phone maintenance enterprise in computer village Ikeja, Lagos State, Nigeria, were used as a sample, but 292 samples with completely filled research instrument were used for the study. Data collected were validated through the principal component analysis and the hypothesis tested through the confirmatory factor analysis using AMOS and SPSS.FindingsThe result of the study showed that affective behaviour and social skills do not necessarily predict but self-motivation predicts the career success of out-of-school youths in cell phone maintenance enterprise. Self-awareness, emotional regulation, social awareness and emotional receptivity significantly influence affective behaviour towards success in their chosen career.Practical implicationsThis study enhances the cell phone maintenance association or group to adopt the participation of on-the-job training of their members to help them build good relationship and self-esteem. The training will improve their emotional intelligence and further enhance the creation of a formidable emotional intelligent workplace team.Social implicationsThe study affirms that the constructs of emotional intelligence are predictors of career success among out-of-school cell phone maintenance. It boosts their moral and psychological behaviours towards building good customer relationship which culminates into success in their career area. This study also motivates the out-of-school youths that success is multifaceted that involves building adequate personal and social relationship within the circle of their co-maintenance personnel and customers.Originality/valueThis study showed that success in any chosen career involves adequate training, inter- and intra-personal relationship and building adequate emotional intelligence to overcome the varying challenges that may be encountered. Also it indicated that personal development in a chosen career is essential and career successes can be built around personal goal orientation rather than building it in circle of people around. The study does not totally neglect social relationship because no man can live and succeed in isolation.

Role of social and psychological capital in successful nursing career progression: a structural equation modeling approach

Abstract Objectives Factors that influence career success play an important role in nurse’s professional development and clinical nursing management quality. However, limited studies have explored such factors from the perspective of social and psychological capital (PsyCap). This study explores the relationship between Leader–Member Exchange (LMX) and PsyCap and career success among Chinese clinical nurses. Methods A cross-sectional design with convenience sampling was employed. We recruited 1,221 nurses from two hospitals of Hebei Province, China. The average age of the participants was 30.94 years (SD=6.28; range, 19–56 years), and 95.6 % were female. The participants were surveyed using the Leader–Member Exchange Questionnaire, Psychological Capital Questionnaire, and Career Success Questionnaire. We used Student’s t-test, one-way analysis of variance, Pearson’s correlation analysis, and structural equation modeling to analyze the data. Results Career success was significantly correlated with LMX and PsyCap and its four dimensions: self-efficacy, hope, resilience, and optimism. LMX was significantly and positively correlated with PsyCap and its four dimensions. Furthermore, LMX positively predicted PsyCap, and PsyCap positively predicted career success. Moreover, PsyCap mediated the relationship between LMX and career success. Conclusions LMX (as social capital) and PsyCap influence the career success of Chinese clinical nurses.

Trait Machiavellianism and Agentic Career Success: A Multi-Measure, Multi-Criteria, Multi-Source Analysis

The Five-Factor Machiavellianism Inventory (FFMI) was specifically designed to rectify validity concerns with traditional measures of Machiavellianism. In this study with 550 career targets and 1,127 knowledgeable informants at work from a broad range of occupations and organizations we tested whether the FFMI outperforms traditional measures of Machiavellianism in the prediction of agentic career success using a multifaceted range of proximal and distal career outcomes. Apparent sincerity is a social skill that enables individuals to instill trust and confidence while disguising other intentions. We tested whether apparent sincerity partially mediates the relation of the FFMI with career success. We controlled for gender, human capital, and kind of employment. The results show that the FFMI was a better predictor of agentic career success than traditional Machiavellianism scales. Apparent sincerity partially mediated the FFMI-career success relation. Agency directly and indirectly predicted career success. Planfulness indirectly predicted career success. Antagonism neither directly nor indirectly predicted career success. These results support that the FFMI covers with its dimensions the full range of trait Machiavellianism with reference to criterion validity.

Career resources among higher education students: a mixed-method study

Increased attention has been paid to the way Higher Education institutions contribute to the development of graduates’ employability. Such issue is particularly relevant in the light of the current uncertainty experienced in the labour market, particularly among younger people, that was recently exacerbated by the Covid-19 pandemic crisis. Building on the career resources framework, which integrates a set of resources that are expected to predict career success, including human capital resources, social capital, psychological resources and career identity resources, this study aims to explore the development of student’s career resources over their graduation courses and students’ perceptions about the contribution of their higher education degree for career success. For this purpose, a mixed-method explanatory sequential design was conducted. The career resources questionnaire was applied to 339 Spanish higher education students from a public university, and then 18 interviews were conducted. The results obtained allow us to conclude that career resources are generally malleable and developed throughout higher education studies. It is also possible to identify dimensions where students present more fragilities, namely those related to the exploration of knowledge related to future professional opportunities in their surrounding environment, and to establish some relation between individual characteristics and educational experiences and the development of career resources. Thus, this research adds knowledge to the identification of specific career resources that need more attention in higher education programs. Implications from this study are discussed, taking its potential to higher education institutions in interventions, in terms of curriculum, pedagogical and/or career counselling actions.

Role of Alumni Program in the Prediction of Career Success in an Ecuadorian Public University

Alumni tracking studies at the local, regional and global levels provide quality and efficiency measurement parameters in higher education institutions and project improvements in the quality of professionals. However, there is a gap between alumni tracking and the measurement of career success, influencing the academic offer of careers relevant to labor demands. This article aims to propose a model for predicting career success through the analysis, extraction and evolutionary optimization of objective and subjective variables to determine the role of alumni tracking in a higher education institution. The methodology establishes (i) an analysis of information on the alumni program and career success, (ii) prediction models of career success using genetic algorithms, (iii) validation of prediction models and (iv) the relationship between alumni tracking and career success. The results show models for predicting career success using a genetic algorithm with high certainty percentages, where the objective variables’ weight significantly influences the predictive model. However, subjective variables show importance depending on individual characteristics and their value schemes or goals of graduates. As a recommendation, universities could include a monitoring system for their graduates, which is crucial in adapting to the curriculum, especially in strategic technical and human ethical issues.

Academic Pedigree Diversity and International Workgroup Dynamics and Performance

Academic pedigree is commonly believed to predict career success, and indeed prior research has shown a relationship between university rank and the ease of finding a job and higher pay upon graduation. Studies have also linked team effectiveness with the average academic pedigree of their members as well as with team diversity. What has not been researched is the effects of a team’s academic degree diversity on international team effectiveness and how this might vary based on the country of the team member. The present study seeks to fill this gap. Based on a sample of 490 international consulting teams, we find that university pedigree is a salient, transparent variable and that one’s alma mater matters in a team setting. We demonstrate that team members signal their university pedigree and identify, perhaps for the first time, university pedigree as a faultline variable, capable of creating sub-groups. We show that having team members from institutions of different ranks on the team leads to higher interpersonal conflict, lower task clarity, and ultimately lower team performance. Moreover, we demonstrate that these effects weaken when team members come from more reputable countries. Implications for theory and practice are discussed.

Association between residential greenness during childhood and trait emotional intelligence during young adulthood: A retrospective life course analysis in the United States.

Trait emotional intelligence reflects a set of self-perceptions and behavioral tendencies to empathize with others and manage one's own emotions. Trait emotional intelligence is a valuable characteristic since it can aid social interaction, bolster subjective wellbeing, and predict career success. Past research suggests that brief exposures to greenspace can enhance outcomes related to facets of trait emotional intelligence. The current study employed a retrospective life course analysis to examine whether residential greenness and other aspects of the residential environment predict trait emotional intelligence in early adulthood. Childhood exposure for 297 college students was based on up to three home addresses from birth to age 18, weighted by residency duration. Greenspace was calculated with normalized difference vegetation index (NDVI) values in 500m and 1000m buffers. Partially supporting our predictions, we found emotional intelligence in young adults growing up in lower-income areas was positively associated with cumulative neighborhood greenness around childhood homes. The opposite pattern was found for those who grew up in higher-income areas, with greater greenness500-m being associated with lower emotional intelligence scores. These are the first reported findings involving physical/natural environmental correlates of emotional intelligence and among the first to suggest an equigenic effect of greenspace on socio-emotional outcomes whereby exposure might help overturn inequalities rather than merely reduce them. If a causal link exists between nature exposure and emotional intelligence, then neighborhood greening might help children who begin life at a societal disadvantage through enhancing their ability to understand, use, and manage emotions.

Influence of Proactive Career Behaviors on Career Choice Decisions of Students

Due to increased trend in job transitions, prospects of occupation these days are difficult to predict. Therefore, workers need to develop differentiated set of skills and competences to be able to adapt to a variety of available occupations. The volatility in employability due to ever changing technologies, business environments and models need to focus on becoming lifelong learners not only to maintain their employability but to create more opportunities for themselves. This situation has affected work like of people in a way that the careers no more belong to the organizations but to individual. According to the literature on boundaryless careers, there are three types of variables that can be used to predict career success. Combinations of these three variables are generally referred to as career competencies. Theoretical research reveals that 'understanding why, ‘whom,' and 'how' are the three most important indicators of career success. The findings demonstrate that proactive career behaviors are predicted by future work self and identity resolution. Future work self has a significant positive impact on employment status and, as a result, can lead to future employment success. The findings also revealed that future work self predicts career planning the most. Career consultation is the second most reliable indicator of future employment. Future work self can also forecast proactive skill improvement and proactive career consulting. The study showed results that identity resolution predicts career planning the most. Identity resolution also predicts proactive skill development, career consultation and proactive career networking.

Why Does Psychological Capital Foster Subjective and Objective Career Success? The Mediating Role of Career-Specific Resources

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.

Does success change people? Examining objective career success as a precursor for personality development

Numerous studies established personality traits as predictors of career success. However, if and how career success can also trigger changes in personality has not received much attention. Drawing from the neosocioanalytic model of personality and its social investment and corresponsive principles, this paper investigated how the attainment of objective career success contributes to personality change in the Big Five traits of neuroticism, extraversion, openness, agreeableness, and conscientiousness. We conducted cross-lagged analyses with three measurement waves over eight years with a representative sample of 4′767 working adults from the German Socio-Economic Panel and examined if objective success (i.e., income and occupational prestige) predicted changes in personality. We also tested if effects differed across age groups or between men and women. Results showed that career success predicted changes in personality for neuroticism, extraversion, and openness. Higher income predicted a decrease in neuroticism and increase in openness. Higher prestige predicted a decrease in extraversion and an increase in openness. Results did not differ according to age group or for men or women. We discuss the results in light of the effects that career success can exert on personality development and the complexity inherent in observing personality change.

Creativity and Resilience as Predictors of Career Success

Achieving success in today’s society is becoming an increasingly complex endeavor. People must have high levels of creativity and resilience in order to constantly adapt to changing situations and, at the same time, maintain the necessary tenacity and enthusiasm to continue despite failures. This research aims to identify the different characteristics of people with high levels of objective career success, subjective career success, resilience, and creativity, and analyze their relationship with the achievement of career success. The sample consisted of 200 people from six professional categories (unemployed, managers, influencers, entrepreneurs, employees, and professors) in Spain. The questionnaire (EX. P/RE/CRE—professional success, resilience, and creativity) that was designed for this study was used to collect the data. The results suggest that a person with high levels of creativity and/or resilience is more prepared to achieve professional success from both an objective and subjective perspective. The study’s conclusions support the correlations between the terms and describe the characteristics and conditions of the successful, resilient, and/or creative person.

Personality Changes Predict Early Career Outcomes: Discovery and Replication in 12-Year Longitudinal Studies

In this research, we examined whether personality changes from adolescence to young adulthood predicted five early career outcomes: degree attainment, income, occupational prestige, career satisfaction, and job satisfaction. The study used two representative samples of Icelandic youth (Sample 1: n = 485, Sample 2: n = 1,290) and measured personality traits over 12 years (ages ~17 to 29 years). Results revealed that certain patterns of personality growth predicted career outcomes over and above adolescent trait levels and crystallized ability. Across both samples, the strongest effects were found for growth in emotional stability (income and career satisfaction), conscientiousness (career satisfaction), and extraversion (career satisfaction and job satisfaction). Initial trait levels also predicted career success, highlighting the long-term predictive power of personality. Overall, our findings show that personality has important effects on early career outcomes—both through stable trait levels and how people change over time. We discuss implications for public policy, for theoretical principles of personality development, and for young people making career decisions.

Link of the Value Attitudes with Career Achievements (Based on a Survey of Youth)

The present study investigated the effects of basic value orientations on career success among young Russians. Taking into account the motivational nature of values and value congruence effect, we proposed that individuals emphasizing value orientations which prioritize work-related goals (“reputation and power”) would occupy a higher position on a career ladder. At the same time, we expected that value orientation bringing to focus other life domains (“security and family” or “freedom and self-development”) would not have effects on the outcome variable. The sample included employed young adults between 18 and 35 (N = 3186) with the data collected in 2018. The hypotheses were tested using multivariate and multinomial regression analysis. As a result, it was found that the emphasis on “reputation and power” positively predicted career success, while “security and family” value orientation appeared to be negatively connected to it, whereas “freedom and self-development” had no significant effect, The empirical findings are further discussed and interpreted with respect to conflicting goals and “intrinsic” vs “extrinsic” values perspective. The study underlies and provides evidence for the importance of basic value orientations as important components of “personal culture” in predicting career success as a result of social action.

The Role of Emotional Intelligence in Predicting a Successful Career for Plastic Surgeons: A Systematic Review.

Summary:The definition of a successful career in plastic surgery is both a highly variable and personal one. Career success is underpinned by a combination of skills and is often multifactorial in nature. Although clinical and academic factors have long been key determinants of success, modern medical practice is now underlining the previously understated non-clinical skills as a major contributory element. Emotional intelligence (EI) has shown clear benefits in a successful career in the business world, where it was originally popularized. As a successful career in surgery also requires proficient understanding of human emotions, the clear similarities drawn with corporate success have resulted in a growing interest in EI in the medical domain. Despite such interest, the role of EI as a predictor of career success in plastic surgery has been poorly defined. This systematic review aims to define EI, to explore its role in medical and nonmedical fields, and to investigate its impact on a successful career in plastic surgery.

Grit within the Context of Career Success: a Mixed Methods Study

Grit has been shown to predict success in several achievement-related domains but had not been studied in the career context. This mixed methods study examined whether grit predicted career success and explored the role and relevance of grit in career success for gritty, successful working adults. Four hundred twenty-three adults participated in the quantitative phase and provided survey responses to the Short Grit Scale (Grit-S), the Career Satisfaction Scale (CSS), a career status measure, and salary information. Quantitative data were analyzed using correlational analysis, independent samples t-test, one-way ANOVA, and multiple regression. In this study, the correlational analysis showed that grit did not predict career success. Multiple regressions demonstrated that grit did not significantly add to any of the models using age and gender as covariates. Five individuals from the quantitative phase agreed to participate in the qualitative phase and were invited based on their top quartile scores on the Grit-S and CSS. Individual interviews served as the qualitative data collection method, and text data were analyzed using principles of positive psychology as a theoretical framework. Findings suggest that although gritty, successful participants perceived grit as necessary for their career success, they did not think it was sufficient. Participants named luck, opportunity, and networking as more important than grit in their success.

Kesuksesan Karier Ditinjau dari Persepsi Pengembangan Karier dan Komitmen Karier pada Pekerja Milenial

The hospitality industry is one of the fastest growing service industries with the majority of employees are millennial workers. Millennial workers concerned to successful of their career so that they are willing to leave one organization to another to realize career success. Based on that, it is important for organization to help realize employee career success through career development. Moreover, career success can also be realized by the commitment of employees to their careers. This research is a quantitative with multiple regression analysis, which aims to determine career success reviewed from perceptions of career development and career commitment. Respondents in this study are millennial workers who work in hospitality industry which are taken by quota sampling method. The results of this study state that perceptions of career development and career commitment are predictors of career success in millennial workers in hospitality industry. The influence is 44.8% on increasing career success.