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.     

Family and career path characteristics as predictors of women’s objective and subjective career success: Integrating traditional and protean career explanations

This study examined the effects of family and career path characteristics on objective and subjective career success among 916 employed mothers. Among family variables, age at first childbirth was positively related and career priority favoring the husband was negatively related to both income and subjective career success; number of children was negatively related and years elapsed since first childbirth was positively related to income only. Among career path variables, career gaps, interorganizational mobility and proportion of one’s career spent in part-time work were negatively related to income; career gaps were negatively related to subjective career success. Income was positively related to subjective career success. Results suggest that integration of traditional and protean career perspectives helps to explain women’s career success.     

The impact of career boundarylessness on subjective career success: The role of career competencies, career autonomy, and career insecurity

Based on the theoretical frameworks of the career enactment and the stress perspectives, this study develops and tests a model in which career boundarylessness affects subjective career success through its effect on three career competencies—knowing-why, knowing-how, and knowing-whom—and career autonomy and career insecurity. The results provided empirical support for the importance of career autonomy, career insecurity, and the development of knowing-why and knowing-how competencies in the successful pursuit of a boundaryless career. The implications of these findings are discussed.     

College women’s value orientations toward family, career, and graduate school

This study was designed to examine how college women’s valuing of graduate education predicted their intentions to attend graduate school, using a new measure of the valuing of graduate school. A second purpose was to assess relations of college women’s perceptions of the relative importance of family and career to their valuing of graduate education. Two hundred and sixteen college women completed a newly developed survey that assessed these constructs. The items assessing task values were designed to assess components of task value defined by Eccles et al. (1983). Reliability and factor analyses demonstrated that the instrument adequately measured different components of task value. Multiple regression analyses demonstrated that components of task value predicted intentions to attend graduate school. The women were strongly career-oriented, and their orientations to career related positively to their valuing of graduate education.     

Subjective career success: A meta-analytic review

This study proposes that employees have to face a variety of obstacles over the course of their careers, each of which can create stress for employees and, in so doing, lower their subjective career success (SCS). Using a meta-analysis of 216 samples published over the past three decades (N = 94,090), we found that career hurdles associated with dispositional traits (e.g., low emotional stability), motivation (e.g., low work engagement), social networks (e.g. low supervisor support), and organizational and job support (e.g., job insecurity) were all significantly related to lower SCS. Counter to expectations, background-related hurdles (e.g., being female) and skill-related hurdles (e.g., lack of job changes and international experience) were not significantly related to SCS.     

The effects of objective career success on subsequent subjective career success

We use a sample of working adults (N = 638) to explore the effects of past objective career success (mobility, promotions, and salary change) on current subjective success (human capital assessments by one's managers, core self evaluations, satisfaction with one's career) by gender, across an economic cycle (2004–2011), controlling for career stage. Results support a strong influence of past promotions, and less so for salary changes, on subjective career success. These effects were stronger for men and during the economic contraction, with managers being affected in their assessments based on the employees' past promotions. In contrast, past job mobility did not relate to subjective career success for either gender in periods of economic expansion or contraction. Evidence for an interactive perspective of career success whereby past objective success affects current subjective success is presented, as well as potential implications of the findings.     

The effects of objective career success on subsequent subjective career success

We use a sample of working adults (N = 638) to explore the effects of past objective career success (mobility, promotions, and salary change) on current subjective success (human capital assessments by one's managers, core self evaluations, satisfaction with one's career) by gender, across an economic cycle (2004–2011), controlling for career stage. Results support a strong influence of past promotions, and less so for salary changes, on subjective career success. These effects were stronger for men and during the economic contraction, with managers being affected in their assessments based on the employees' past promotions. In contrast, past job mobility did not relate to subjective career success for either gender in periods of economic expansion or contraction. Evidence for an interactive perspective of career success whereby past objective success affects current subjective success is presented, as well as potential implications of the findings.     

Aiming for career success: The role of learning goal orientation in mentoring relationships

Learning goal orientation of mentors and protégés was investigated as it relates to protégés’ mentoring functions received and outcomes (i.e., managerial career aspirations and career satisfaction). Data from 217 mentor-protégé dyads comprised of working professionals from a variety of industries were analyzed using multivariate analysis of covariance. Results indicated that protégés who possessed high levels of learning goal orientation similar to their mentor were associated with the highest levels of psychosocial support. These protégés also reported higher levels of career development, idealized influence, enacted managerial aspirations, desired managerial aspirations, and career satisfaction when compared to mentor-protégé dyads who possessed low levels of learning goal orientation or dyads with dissimilar levels of learning goal orientation. Implications for practice and future research are discussed.     

The professional career on the right track: A study on the interaction between career self-management and organizational career management in explaining employee outcomes

This article explores the relationship between organizational career management and career self-management and addresses the impact on employee outcomes. Within six large organizations, a sample of 491 employees reported on their career self-management initiatives, on their expectations towards organizational career support, and on their commitment and career success. This was complemented by information from their supervisors on career management support offered by HR and line management to these employees. Results show that individuals who take more initiatives to manage their career expect more career support from their employer. Career self-management positively impacts affective commitment and perceived career success, while organizational career management is positively related with affective commitment and career progress. Career self-management moderates the relationship of organizational career management with affective commitment and subjective career success.     

The longitudinal impact of self-efficacy and career goals on objective and subjective career success

The present research reports on the impact of occupational self-efficacy and of career-advancement goals on objective (salary, status) and subjective (career satisfaction) career attainments. Seven hundred and thirty four highly educated and full-time employed professionals answered questionnaires immediately after graduation, three years later, and seven years later. Controlling for discipline, GPA at master’s level, and gender, we found that occupational self-efficacy measured at career entry had a positive impact on salary and status three years later and a positive impact on salary change and career satisfaction seven years later. Career-advancement goals at career entry had a positive impact on salary and status after three years and a positive impact on status change after seven years, but a negative impact on career satisfaction after seven years. Women earned less than men, but did not differ from men in hierarchical status and in career satisfaction. Theoretical implications for socio-cognitive theorizing and for career-success research as well as applied implications for vocational behavior are discussed.     

Crystallizing enterprising interests among adolescents through a career development program: The role of personality and family background

This study evaluated the effectiveness of a new career development program designed to help adolescents explore their interest in enterprise as a career option. Using a person-oriented approach, pre- and post-test measurements of enterprising interests in an intervention (n = 321) and a control group (n = 302) of adolescents aged 16.5 years on average were compared. As predicted, the frequency of five different patterns of enterprising interest development (stable high, stable low, decreaser, increaser, middle) differed between the two groups, with increasers and decreasers more prevalent in the intervention group. Furthermore, a discriminant function analysis revealed that adolescents in the stable high and increaser groups showed the most entrepreneurial personality profile (e.g., low risk avoidance, high social dominance). Moreover, increasers often had a non-entrepreneurial family background. Results suggest that the new program is a useful tool in supporting adolescents’ exploration of enterprise as future career option.     

A longitudinal study of career success,embeddedness, and mobility of early career professionals

The study of voluntary job mobility has traditionally focused on how the present context and individual factors either support or constrain choice of blue and white collar workers. Less attention has been devoted to the relationships among career success, embeddedness, and mobility of early career professionals. How do past career success and job mobility affect job embeddedness, subsequent career success, and future mobility within and between organizations and occupations? Each of these constructs is often studied as a dependent variable, yet the relationships among them, over time, are rarely examined. We explore the effects of past objective career actions (promotions, % salary change, and job mobility) on current job embeddedness and subjective career success, and on job, organizational, and occupational mobility one year later. Results support the positive influence of past promotions, % salary change, and current job embeddedness on subjective career success, and a negative influence for past promotions, job embeddedness, and subjective career success on mobility one year later as people began to ‘settle in’. We also observed small positive relationships of past promotions and % salary change with job embeddedness, and of past job mobility with future mobility — indicating that objective career success contributes to embeddedness, yet those that move more often tend to keep doing so. There were no differences or interaction effects based on gender or years of work experience. We found significantly stronger negative relationships of embeddedness and subjective career success with mobility between occupations than for mobility within organizations. However, the same pattern of findings was observed for job, organization, and occupational mobility.     

The role of career adaptability resources in dual career pathways: A person-oriented longitudinal study across elite sports upper secondary school

ObjectivesObtaining education is an important milestone in athletes’ preparation for their professional career after sport. Literature indicates that combining school and sport is not an easy task for many aspiring youth athletes. It has been proposed that career adaptability, which refers to psychosocial resources enabling individuals to solve complex occupational transitions, present and anticipated vocational development tasks, and career related challenges could be a relevant concept for applied work with student-athletes. In this study, we examined whether there are distinct developmental profiles of career adaptability among adolescent athletes across the upper secondary school years. We also investigated the associations between career adaptability and sport withdrawal and academic achievement.Design and methodsA total of 391 Finnish-speaking student-athletes completed the questionnaire on career adaptability (Career Adapt-Abilities Scale – Dual Career Form; Ryba & Aunola, 2015; Ryba et al., 2017) at the beginning and end of upper secondary school. The participants’ background information about their sport participation and grade point average were collected upon completion of each grade of upper secondary school. The data were analysed using cluster analysis, cross-tabulation, and one-way analysis of variance.ResultsFour distinct adaptability profiles were identified: higher adaptability, lower adaptability, increasing adaptability, and decreasing adaptability. Higher and lower adaptability profiles showed stable levels of adaptability across time, whereas the adaptability level either increased or decreased in the other two profiles. Student-athletes with a lower career adaptability profile were overrepresented among those who withdrew from competitive sports, and they reported lower grade point averages than those with higher scores of career adaptability.ConclusionsHigh scores of career adaptability were associated with high grades, whereas low scores of career adaptability were associated with low grades and a probability to withdraw from competitive sport. Therefore, it is recommended that career adaptability be considered as important self-regulation resources for sustaining dual career pathways over time.     

The role of personality in relationship closeness, developer assistance, and career success

We investigate the role of relationship closeness, which is adapted from social network theory, in developmental relationships using a sample of 278 full-time working individuals. We theorize that personality, operationalized with the Five Factor Model, is associated with relationship closeness which is positively related to developer assistance received, which in turn is linked to objective and subjective measures of career success. In general, results supported our hypothesized model, although personality had direct effects on career success beyond the indirect effects through relationship closeness and developer assistance. The theoretical and practical implications are discussed.     

A survival analysis of the impact of boundary crossings on managerial career advancement up to midcareer

Although managers and professionals still compete in a career tournament for advancement and pay, the career boundaries that they cross in order to compete have changed. Traditionally, such individuals came up through the ranks within the same company by specializing in one functional area and changing, as needed, the geographic location of work in order to advance their careers. However, in the current era of less constrained, boundary-crossing careers, they are more apt to cross several boundaries, including functional, organizational, geographic, and family, as they pursue career opportunities. Using survival analysis with data from the career histories of 760 managers and professionals who collectively made 3917 moves up to midcareer, we examined the impact of the rate of crossing each boundary on the subsequent likelihood of advancement. In addition, over this span of career, we examined the extent to which more rapid advancement contributed to the rate of growth in annual salary. Our findings suggest that crossing functional, organizational, and geographic boundaries more often significantly increased the likelihood of advancement, whereas the duration of family boundary crossings had a negative impact. Moreover, as expected, advancement had a long-term impact on salary growth.     

Protean attitude and career success: The mediating role of self-management

A protean career attitude is considered as an important determinant of career success in the contemporary career era. In this article we test a model in which we specify the relationships between protean career attitude, career self-management behaviors, career insight, and career success outcomes (career satisfaction and perceived employability). A survey was conducted among a sample of 289 employees. The results support the idea that a protean career attitude is a significant antecedent of career success and that this relationship is fully mediated by the development of career insight. The implications of these findings for understanding the process through which career attitude affects individuals’ career success are discussed.     

Linking calling to work engagement and subjective career success: The perspective of career construction theory

Drawing on career construction theory, this study examined the relationship between calling and work engagement and subjective career success (i.e., career satisfaction) and the mediating role of career adaptability with a sample of 832 Chinese employees. Results from a time-lagged survey study showed that: (1) calling (measured at time 1) positively related to an employee's career adaptability, work engagement, and career satisfaction (measured at time 2), and (2) career adaptability mediated the relationship between calling and work engagement and career satisfaction. Based on the findings, theoretical and practical implications of this study and directions for future research are discussed.     

Recruiting source effects: A test of two alternative explanations

This field study examined two alternative explanations for recruitment source effects which have been consistently reported in previous studies. For this sample of 98 social service workers, the ‘ realism’ explanation for source differences received more empirical support than the ‘ individual difference ’ explanation. Employee referrals were found to have more realistic expectations than individuals who responded to newspaper ads or directly applied to the organization. In addition, recruitment source was found to be related to employee performance and involuntary turnover. The authors suggest an, as yet, unexamined individual difference variable (motivation) as a possible explanation for the unexpected performance findings.     

The gendered nature of career development of university professors: the case of Turkey

This paper examines the gendered nature of the careers of university professors in Turkey, where 23% of professors are women. This proportion is relatively high compared to Western Europe and the United States, indicating that Turkey is an important country in which to study women and men’s professorial careers in academic institutions. The paper draws on original documentary sources and a qualitative study of Turkish professors. It demonstrates how the interplay between state policy and the dominant family ideology has enabled and constrained both women and men’s careers, but in different ways. The paper also suggests that the progress made towards women’s hierarchical equality may in the future be threatened by the current transformation of the university sector in Turkey.     

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.