Predicting management career success from assessment center data: A longitudinal study

The authors investigated trends over a 13-year period in the predictive validity of assessment center data for objective career advancement for a sample of 456 academic graduates. Using year of entry and tenure as controls, findings from research into managerial effectiveness and development were confirmed with respect to the importance of interpersonal effectiveness, firmness, and ambition for long-term career success. Within the long-tenured group the validity of the overall assessment rating (OAR) corrected for initial differences in starting salaries and for restriction in range, was 0.35. Substantial long-term validities were obtained for ratings from the assessment center exercises. Computation of validities after three to five years of tenure of the same cohort in addition revealed some dynamic validity patterns. For instance, the OAR was important for early and late career success only for the group that was still present after 12 years, and its validity increased over time.     

Synchronous and time-lagged effects between occupational self-efficacy and objective and subjective career success: Findings from a four-wave and 9-year longitudinal study

We integrated research on the dimensionality of career success into social-cognitive career theory and explored the positive feedback loop between occupational self-efficacy and objective and subjective career success over time (self-efficacy → objective success → subjective success → self-efficacy). Furthermore, we theoretically accounted for synchronous and time-lagged effects, as well as indirect reciprocity between the variables. We tested the proposed model by means of longitudinal structural equation modeling in a 9-year four-wave panel design, by applying a model comparison approach and indirect effect analyses (N = 608 professionals). The findings supported the proposed positive feedback loop between occupational self-efficacy and career success. Supporting our time-based reasoning, the findings showed that unfolding effects between occupational self-efficacy and objective career success take more time (i.e., time-lagged or over time) than unfolding effects between objective and subjective career success, as well as between subjective career success and occupational self-efficacy (i.e., synchronous or concurrently). Indirect effects of past on future occupational self-efficacy via objective and subjective career success were significant, providing support for an indirect reciprocity model. Results are discussed with respect to extensions of social-cognitive career theory and occupational self-efficacy development over time.     

Exposure to Unethical Career Events: Effects on Decision Making,Climate, and Socialization

An implicit goal of many interventions intended to enhance integrity is to minimize peoples' exposure to unethical events. The intent of the present effort was to examine if exposure to unethical practices in the course of one's work is related to ethical decision making. Accordingly, 248 doctoral students in the biological, health, and social sciences were asked to complete a field appropriate measure of ethical decision making. In addition, they were asked to complete measures examining the perceived acceptability of unethical events and a measure examining perceptions of ethical climate. When these criterion measures were correlated with a measure examining the frequency with which they had been exposed to unethical events in their day-to-day work, it was found that event exposure was strongly related to ethical decision making but less strongly related to climate perceptions and perceptions of event acceptability. However, these relationships were moderated by level of experience. The implications of these findings for practices intended to improve ethics are discussed.     

Perceptions of comparative optimism and perceptions of career success: Experimental evidence for a bidirectional effect

ABSTRACT

Audiences generally view people who display more (versus less) comparative optimism more favorably. We explored whether audiences view a target who displays comparative optimism as more professionally successful, and conversely, whether they view a target who is more professionally successful as more comparatively optimistic. In Study 1, participants estimated the career success of a target that varied in level of comparative optimism. In Study 2, participants estimated the level of comparative optimism of a target that varied in career success. The results revealed that observers rated comparative optimists as likely to have successful careers, and rated people with successful careers as likely to display comparative optimism. Inferences about personal agency account for the bidirectional relationship.     

Environmental Influences on Ethical Decision Making: Climate and Environmental Predictors of Research Integrity

It is commonly held that early career experiences influence ethical behavior. One way early career experiences might operate is to influence the decisions people make when presented with problems that raise ethical concerns. To test this proposition, 102 first-year doctoral students were asked to complete a series of measures examining ethical decision making along with a series of measures examining environmental experiences and climate perceptions. Factoring of the environmental measure yielded five dimensions: professional leadership, poor coping, lack of rewards, limited competitive pressure, and poor career direction. Factoring of the climate inventory yielded four dimensions: equity, interpersonal conflict, occupational engagement, and work commitment. When these dimensions were used to predict performance on the ethical decision-making task, it was found that the environmental dimensions were better predictors than the climate dimensions. The implications of these findings for research on ethical conduct are discussed.     

A model of career success: A longitudinal study of emergency physicians

Objective and subjective career success were hypothesized to mediate the relationships between sociodemographic variables, human capital indices, individual difference variables, and organizational sponsorship as inputs and a retirement decision and intentions to leave either the specialty of emergency medicine (EM) or medicine as output variables. Objective career success operationalized as the number of leadership positions held did not mediate the relationship, but income change and career satisfaction mediated the relationship between the hours worked and years employed in emergency medicine. Work centrality was significantly related to subjective career success more so for men than women and perceptions of success or self-efficacy were positively related to subjective career success for women, but not for men. The expected pattern of women indicating more difficulties with personal time and family time did not emerge; but women did indicate less perceived support from the organization, fewer EM leadership positions, less perceived control over their work situation and less organizational support than did men.     

The Effect of Internal Locus of Control on Career Adaptability: The Mediating Role of Career Decision‐Making Self‐Efficacy and Occupational Engagement

This study examined the mediating roles of career decision‐making self‐efficacy (a domain‐specific motivational variable) and occupational engagement (a behavioral variable) on the relationship between internal locus of control (a general motivational variable) and career adaptability among college students in South Korea (N = 310). The findings extend past research on career adaptability by identifying a relationship among the variables.     

Emotional Intelligence and Career Decision‐Making Self‐Efficacy: National and Gender Differences

This study examined the effect of emotional intelligence (EI) on career decision‐making self‐efficacy (CDMSE) in an East Asian context, as well as the moderating roles of gender and country. Data were collected from undergraduate students from China (N = 149) and South Korea (N = 218). The results showed that all 4 factors of EI were positively related to CDMSE. Moreover, while the effects of 3 EI factors on CDMSE were found to be greater among the Chinese students than the South Korean students, no gender differences were detected. By introducing cultural influences, the findings provide important implications for career counseling.     

大学生的经济信心与职业决策自我效能的关系—— 归因和主动性人格的调节作用

通过对513名大学三年级学生的问卷调查, 本研究探讨了全球金融危机背景下大学生经济信心对其职业决策自我效能的影响, 以及内外控制点和主动性人格对此关系的调节作用。结果表明：大学生对经济发展的信心能预测其职业决策自我效能; 内外控制点和主动性人格在此关系中, 分别都起到了调节的作用; 当两者进入同一个调节模型时, 主动性人格的调节作用掩盖了内外控制点的作用。这一调节模型丰富了职业决策自我效能的研究理论, 对高校职业生涯辅导具有借鉴意义。     

Applying the Chaos Theory of Careers as a Framework for College Career Centers

The chaos theory of careers (CTC; Pryor & Bright, 2011 ) has emerged as a career development theory to describe the reality of career development and account for the changing nature of work in the 21st century. Integrating CTC into a coherent framework accessible to practitioners is an ongoing process. In recent years, CTC has gained traction within some college career centers. Although techniques and interventions have been discussed to address some of the primary issues, no overarching framework has been conceptualized. This article proposes a model to conceptualize CTC in an accessible framework for college career centers, students, and beyond.     

A Cognitive Tool for Ethical Decision Making: A Case for ACED IT

The present study examined two forms of a cognitive tool (ACED IT map), which is designed to facilitate ethical decision making, along with expressive writing. Results demonstrated that participants completing the original ACED IT were more likely to identify (a) more steps to implementing a solution, (b) more barriers to solution implementation, and (c) more solutions to those barriers than participants who completed the modified ACED IT, those who engaged in expressive writing, and those in the control group. These findings suggest that cognitive tools such as ACED IT may be of considerable value for individuals who are presented with ethical dilemmas.     

An Interactive Approach for Multicriteria Decision Making Using a Tchebycheff Utility Function Approximation

Multicriteria decision making (MCDM) can provide an efficient mean for considering various and conflicting objectives to reveal the alternative that maximizes the decision maker's (DM) utility. In this paper, we propose a new interactive MCDM method for implicit alternatives to help a DM obtain a most preferred solution. We employ a Tchebycheff function to generate weights for objectives consistent with the DM's responses to pairwise comparisons between alternatives and present a mixed integer linear programming formulation to generate these weights. Thus, we approximate the DM's utility function by a Tchebycheff function and generate weights consistent with the DM's responses. We test our approach with different true utility functions on various sized multiple criteria linear programming problems. The computational results show that even with non‐Tchebycheff true utility functions, our method can generate alternatives very close to the optimal solution with few questions. The comparison of our results with other methods reveals its advantages. Copyright © 2013 John Wiley & Sons, Ltd.     

Emotional Intelligence and Career Decision‐Making Self‐Efficacy: Mediating Roles of Goal Commitment and Professional Commitment

This study is the first to examine the mechanism of the relationship between emotional intelligence (EI) and career decision‐making self‐efficacy (CDMSE) and the moderating role of gender in relevant mechanisms. Analyses of 185 Chinese university students showed that EI could influence CDMSE through goal commitment (GC) and professional commitment, and male students exhibited a stronger relationship between EI and GC compared with female students. This study introduces a new perspective for career development research by establishing a mediation‐based emotion–career framework and provides deeper insights for career counselors to assist clients in career decision processes.     

大学生主动性人格与职业决策困难的关系: 职业自我效能和职业使命感的中介作用

为探讨大学生职业决策困难与主动性人格、职业自我效能、职业使命感的关系,采用职业决策困难问卷、主动性人格量表、职业自我效能量表、拥有使命量表对321名大学生进行调查。结果表明:(1)主动性人格、职业自我效能、拥有使命两两之间呈极其显著的正相关;(2)主动性人格、职业自我效能、拥有使命与职业决策困难之间呈极其显著的负相关;(3)职业自我效能、拥有使命在主动性人格与职业决策困难之间具有完全中介作用。以上结果对于降低大学生的职业决策困难具有重要价值。     

Decision Pattern Analysis as a General Framework for Studying Individual Differences in Decision Making

This paper investigated decision pattern analysis (DPA) as a general and standard framework for studying individuals' consistent decision making behavior within and between contexts. DPA classifies decisions on the basis of judgement accuracy and the goal orientation of the decided‐upon action. Over repeated decisions, patterns of individuals' decision behavior are described by five variables: competence, optimality, recklessness, hesitancy and decisiveness. A fictitious medical decision making test and three standard cognitive ability tests (extended with confidence ratings and a ‘submit answer for marking’ decision) were used to investigate the psychometric properties of these DPA variables. Internal consistency of the decision patterns ranged from good to excellent. Convergent validity was assessed via cognitive abilities, metacognitive confidence and a control criterion imposed on confidence that determines the decision to be made: the point of sufficient certainty. Personality variables were included to assess discriminant validity. As hypothesised, cognitive abilities showed positive correlations with competence and optimality. High confidence, low points of sufficient certainty and a greater discrepancy between them were associated with higher decisiveness and recklessness, and lower hesitancy. Personality measures showed mixed and generally weak correlations with the DPA variables. These convergent and discriminant results also held after controlling for all variables in regression. The results provide preliminary psychometric support for DPA as a general framework of behavioral decision making. DPA has the potential to be exploited in many contexts for uses that, to date, have been unachievable in a psychometrically valid manner. Copyright © 2015 John Wiley & Sons, Ltd.     

Individualism-Collectivism as a Boundary Condition for Effectiveness of Minority Influence in Decision Making

Results of this experiment demonstrate that individualists and collectivists react differently to minority influence. Based on the distinction between objectivity and preference norms in the minority influence literature, we hypothesize that individualism and collectivism influence (A) responses to minority influence (focusing on the target of influence) and (B) effectiveness of minority influence (focusing on the influence agent). Our results replicate past research and demonstrate improved decision quality for individuals exposed to a minority perspective. Moreover, minority influence targets with high horizontal individualism and low horizontal collectivism made higher quality decisions. Influence targets with high vertical collectivism demonstrated higher quality decisions when the influence agent held a high status position in the group. Results also demonstrate that influence agents with high vertical individualism experienced less role stress than those with low vertical individualism. Finally, influence agents with low role stress were more effective in influencing the decision making of others. We discuss our findings in terms of boundary conditions to the minority influence process.     

The Harm Principle Cannot Replace the Best Interest Standard: Problems With Using the Harm Principle for Medical Decision Making for Children

For many years the prevailing paradigm for medical decision making for children has been the best interest standard. Recently, some authors have proposed that Mill’s “harm principle” should be used to mediate or to replace the best interest standard. This article critically examines the harm principle movement and identifies serious defects within the project of using Mill’s harm principle for medical decision making for children. While the harm principle proponents successfully highlight some difficulties in present-day use of the best interest standard, the use of the harm principle suffers substantial normative and conceptual problems. A medical decision-making framework for children is suggested, grounded in the four principles. It draws on the best interest standard, incorporates concepts of harm, and provides two questions that can act as guide and limit in medical decision making for children.     

Analysis of the decision-making process leading to appendectomy: a grounded theory study

The aim was to develop a theoretical understanding of the decision-making process leading to appendectomy. A qualitative interview study was performed in the grounded theory tradition using the constant comparative method to analyze data. The study setting was one county hospital and two local hospitals in Sweden, where 11 surgeons and 15 surgical nurses were interviewed. A model was developed which suggests that surgeons' decision making regarding appendectomy is formed by the interplay between their medical assessment of the patient's condition and a set of contextual characteristics. The latter consist of three interacting factors: (1) organizational conditions, (2) the professional actors' individual characteristics and interaction, and (3) the personal characteristics of the patient and his or her family or relatives. In case the outcome of medical assessment is ambiguous, the risk evaluation and final decision will be influenced by an interaction of the contextual characteristics. It was concluded that, compared to existing, rational models of decision making, the model presented identified potentially important contextual characteristics and an outline on when they come into play.     

Judges' views of child sexual abuse: Evaluating beliefs against research findings in a Finnish sample

Beliefs impact our decision‐making and different professionals have been shown to have beliefs about child sexual abuse (CSA) that do not coincide with scientific findings. In the present study, judges' beliefs regarding CSA were explored. Finnish judges (N = 104) answered a questionnaire about CSA related issues as well as questions regarding their professional experience of CSA cases. The judges held both correct and incorrect beliefs; while their CSA prevalence estimates were rather well in line with research findings, half of the participants estimated that no professionals use suggestive methods when interviewing children and more than 40% thought suggestive methods can be useful when trying to get a child to tell about real events. Judges correctly assumed symptoms cannot be used to assess a CSA case, however, the majority thought play observations were appropriate means for evaluating such suspicions. Experience seemed to lead to more confidence in their own expertise but not in an actual increase in knowledge, namely, judges thought themselves more expert when more experienced although their expertise as measured by the questionnaire did not improve. Overall, the judges had both correct and erroneous beliefs but while experience did not improve the situation, gaining information about CSA did. More research about the beliefs of judges and how such beliefs impact legal decision‐making is needed.