Career Success (career + success)

Distribution by Scientific Domains

Kinds of Career Success

  • subjective career success


  • Selected Abstracts


    PREDICTORS OF OBJECTIVE AND SUBJECTIVE CAREER SUCCESS: A META-ANALYSIS

    PERSONNEL PSYCHOLOGY, Issue 2 2005
    THOMAS W. H. NG
    Using the contest- and sponsored-mobility perspectives as theoretical guides, this meta-analysis reviewed 4 categories of predictors of objective and subjective career success: human capital, organizational sponsorship, sociodemographic status, and stable individual differences. Salary level and promotion served as dependent measures of objective career success, and subjective career success was represented by career satisfaction. Results demonstrated that both objective and subjective career success were related to a wide range of predictors. As a group, human capital and sociodemographic predictors generally displayed stronger relationships with objective career success, and organizational sponsorship and stable individual differences were generally more strongly related to subjective career success. Gender and time (date of the study) moderated several of the relationships examined. [source]


    WORK VALUE CONGRUENCE AND INTRINSIC CAREER SUCCESS: THE COMPENSATORY ROLES OF LEADER-MEMBER EXCHANGE AND PERCEIVED ORGANIZATIONAL SUPPORT

    PERSONNEL PSYCHOLOGY, Issue 2 2004
    BERRIN ERDOGAN
    We hypothesized that leader-member exchange (LMX) and perceived organizational support (POS) would each interact with work value congruence in relation to intrinsic career success. In a sample of 520 teachers from 30 high schools in Turkey, we found that work value congruence was positively related to job and career satisfaction when POS was low but not related to job and career satisfaction when POS was high. Similarly, work value congruence was positively related to career satisfaction when LMX was low but not related when LMX was high. The results contribute to the POS, LMX, and person-organization fit literatures by demonstrating the compensatory nature of LMX and POS for low value congruence in its relation to job and career satisfaction. [source]


    Core Self-Evaluations in Germany: Validation of a German Measure and its Relationships with Career Success

    APPLIED PSYCHOLOGY, Issue 4 2010
    Thorsten Stumpp
    The present study reports the results of a validation of a German version of the Core Self-Evaluations Scale (CSES) and its relationships with career success. Data were collected in three occupational samples to address various aspects of validation. Our results confirm the proposed one-factor structure of the scale as well as convergent, discriminant, criterion, and predictive validity. Furthermore, the German CSES shows incremental validity over the individual core traits (neuroticism, self-esteem, self-efficacy, and locus of control), the Big Five, and positive and negative affect. Thus, the German version of the Core Self-Evaluations Scale is a reliable, valid, and economic measure for both research and practical applications. Furthermore, hypothesised relationships of core self-evaluations with objective as well as subjective career success were confirmed. Possible explanations of these relationships are discussed. On présente dans cet article une étude de validation d'une version allemande de la Core Self-Evaluation Scale (CSES) avec son rapport au succès professionnel. Les données ont été recueillies auprès d'échantillons relevant de trois métiers pour couvrir plusieurs aspects de la validation. Nos résultats confirment la structure unifactorielle attendue ainsi que les validités convergente, discriminante, prédictive et critérielle. En outre, la CSES allemande présente une validité incrémentielle pour le Big Five, les émotions positives et négatives et les traits centraux individuels (névrotisme, estime de soi, auto-efficience et locus of control). La version allemande de la CSES est par conséquent un outil fidèle, valide et économique aussi bien pour la recherche que pour les applications pratiques. Sans compter qu'ont été confirmées les relations supposées des auto-évaluations centrales avec le succès professionnel, qu'il soit objectif ou subjectif. On analyse les raisons possibles de ces relations. [source]


    Self-Esteem and Extrinsic Career Success: Test of a Dynamic Model

    APPLIED PSYCHOLOGY, Issue 2 2008
    John D. Kammeyer-Mueller
    It has been proposed that one's self-esteem is both a cause and a consequence of one's extrinsic career success, but empirical research examining the direction of these effects is lacking. We tested a model which examines the relationships among self-esteem, education, occupational prestige, and income over a span of seven years during early careers. We use social identity theory to propose that self-esteem will be affected by extrinsic career success, and self-consistency theory to propose that extrinsic career success will be affected by self-esteem. Our results, based on a cross-lagged regression design, suggest that self-esteem increases occupational prestige (,= .22), and income (,= .22), but career outcomes did not alter self-esteem. Implications of these results for the study of self-esteem and careers are explored. Que l'estime de soi d'une personne soit à la fois une cause et une conséquence de son succès externe en termes de carrière est établi, mais les recherches empiriques examinant la direction de ces effets manquent. Nous testons un modèle examinant les relations entre l'estime de soi, l'éducation, le prestige professionnel et le revenu sur une durée de 7 ans à partir du début de carrière. Nous nous référons à la théorie de l'identité sociale pour montrer que l'estime de soi est affectée par un succès externe intervenant dans la carrière, et la théorie de consistance de soi pour montrer que ce succès externe est affecté par l'estime de soi. Nos résultats, basés sur une analyse de régression croisée, montrent que l'estime de soi accroît le prestige professionnel (b = .22) et les revenus (b = .22), mais les résultats relatifs à la carrière n'affectent pas l'estime de soi. Les implications de ces résultats pour l'étude de l'estime de soi et de la carrière sont explorées. [source]


    Career success after stigmatizing organizational events

    HUMAN RESOURCE MANAGEMENT, Issue 4 2007
    Monika Hamori
    This article examines the effect of six types of stigmatizing organizational events on employees' career moves to another employer: criticism of the organization in the media; resignation of key individuals from the organization; downsizing; a drop in net income; lawsuits launched by the Securities and Exchange Commission, competitors, or customers; and lawsuits launched by employees. Stigmatizing events that signal the decline of corporate performance are the most devastating for professional career success. Outsiders, on the other hand, are less sensitive to an organization's involvement in lawsuits launched by public authorities or employees. Stigmatizing events affect the career success of every professional in the organization, irrespective of his or her hierarchical level. © 2007 Wiley Periodicals, Inc. [source]


    Career success and weak paradigms: the role of activity, resiliency, and true scores

    JOURNAL OF ORGANIZATIONAL BEHAVIOR, Issue 8 2007
    John R. Hollenbeck
    Questions have been raised about the significant influence that weak paradigm development has on the careers of individuals struggling to make a life in the field of organization science. Based on the fact that a weak paradigm leads to low levels of agreement about the quality of any manuscript, it has been suggested that the marketplace for ideas is beyond comprehension to even the most talented individuals, and that career outcomes are determined largely by chance events over which people have no control. We re-examine this argument and the influence of weak paradigms on the reliability of evaluations at the career level of analysis. Using Spearman,Brown Prophecy formula, we show that the reliability of evaluations at the career level is very high, even if one makes very pessimistic assumptions regarding inter-rater agreement at the manuscript/journal level. Although weak paradigms create high levels of uncertainty on any one single pass through the review system, our results suggest that within 5 years, researchers are likely to be reliability evaluated. This reliability converges on 1.0 under specific conditions that are easily controlled by authors (activity level and resiliency) and editors (forming independent judgments and the use of three reviewers rather than two). Copyright © 2007 John Wiley & Sons, Ltd. [source]


    The correlates and influences of career-related continuous learning: Implications for management professionals

    PERFORMANCE IMPROVEMENT QUARTERLY, Issue 4 2010
    Kevin D. Kuznia
    Management personnel are increasingly aware that career success depends on the ability to continuously learn and adapt to the environment. However, scant attention has been paid to how learning activities contribute to managerial success. This study examines the degree to which involvement in career-related continuous learning affects managerial career success. Career success as defined in this study comprises both objective (ascendancy) and subjective (organizational commitment, professional commitment, career satisfaction) elements. Five hypotheses are tested using linear regression modeling. Results indicate that as individuals increase participation in career-related continuous learning, their managerial career success increases as well. [source]


    Examining career success of minority and women emergency medical technicians (EMTs): A LEADS project

    HUMAN RESOURCE DEVELOPMENT QUARTERLY, Issue 4 2008
    Darlene F. Russ-Eft
    Emergency medical technicians (EMTs) are a critical segment in prehospital medical care. This study examined EMT-paramedic career success focused on minorities and women, as part of the Longitudinal Emergency Medical Technician Attributes and Demographics Study (LEADS). The LEADS data come from a representative sampling of EMTs throughout the United States. Analyses examined factors related to objective and subjective career success and did so with samples from 2000 and 2004. Regression results showed that education, experience, and hours worked predicted objective career success. In contrast, satisfaction with others and with supervisor predicted subjective career success. Minority status was not related to either objective or subjective career success, while gender appeared to have a negative influence on objective career success but was unrelated to subjective career success. Implications for HRD practitioners and researchers are discussed. [source]


    The strength of HR practices in India and their effects on employee career success, performance, and potential

    HUMAN RESOURCE MANAGEMENT, Issue 3 2010
    Stephen A. Stumpf
    Abstract This study explores the role of HR practices for individual and organizational success via a survey of 4,811 employees from 32 units of 28 companies operating in India. We report on employee perceptions of the effectiveness of three specific human resource practices within their firms and the relationship of these practices to career success, performance, and potential. Companies operating in India appear to be creating strong human resource climates based on structured HR practices in performance management, professional development, and normalized performance ratings. The perceived effectiveness of these HR practices influences employees' perceptions of career success and, to a lesser extent, organizationally rated performance and potential. We report differences in perceptions of HR practices among national, international, and global companies and among the industries of information technology (IT), manufacturing, and services. The relationship to perceived HR practices and outcomes was partially contingent on firm geographic scope and industry sector. Implications for research and practice are discussed. © 2010 Wiley Periodicals, Inc. [source]


    External labor market strategy and career success: CEO careers in Europe and the United States

    HUMAN RESOURCE MANAGEMENT, Issue 3 2009
    Monika Hamori
    Abstract In this paper, we examine the career histories of the chief executive officers (CEOs) affiliated with the 500 largest organizations in Europe and the 500 largest in the United States. Our purpose is to determine whether frequent career moves across employers, a phenomenon we label an "external labor market strategy," brings greater career rewards than moves inside the same organization. The results reveal that an external labor market strategy is negatively related to career success. On both continents, CEOs who have spent a smaller fraction of their career in their current organization or have changed employers more often have taken a longer time from the start of their career to be promoted to the most influential corporate positions. The labor market institutions in the 22 countries sampled do not influence the relationship between an external labor market strategy and career success, while the specific geographic region in which the employers are located has a limited impact on this relationship. © 2009 Wiley Periodicals, Inc. [source]


    Career success after stigmatizing organizational events

    HUMAN RESOURCE MANAGEMENT, Issue 4 2007
    Monika Hamori
    This article examines the effect of six types of stigmatizing organizational events on employees' career moves to another employer: criticism of the organization in the media; resignation of key individuals from the organization; downsizing; a drop in net income; lawsuits launched by the Securities and Exchange Commission, competitors, or customers; and lawsuits launched by employees. Stigmatizing events that signal the decline of corporate performance are the most devastating for professional career success. Outsiders, on the other hand, are less sensitive to an organization's involvement in lawsuits launched by public authorities or employees. Stigmatizing events affect the career success of every professional in the organization, irrespective of his or her hierarchical level. © 2007 Wiley Periodicals, Inc. [source]


    Approaches to career success: An exploration of surreptitious career-success strategies

    HUMAN RESOURCE MANAGEMENT, Issue 1 2006
    Lloyd C. Harris
    Theorists have forwarded a vast range of career-success determinants, including sociodemographic, social capital, personality, and other behavioral factors. We suggest that existing studies have overconcentrated on the overt behavioral determinants of career success to the detriment of the covert, clandestine, and concealed. Our analysis of two detailed qualitative case studies involving 112 indepth interviews with executives, managers, supervisors, and front-line staff in a large financial services organization and a medium-sized fashionable restaurant group uncovered five main strategies of surreptitious career success. These strategies are obligation creation and exploitation, personal-status enhancement, information acquisition and control, similarity exploitation, and proactive vertical alignment. Our findings indicate that just over 79% of those interviewed (88 of 112) referred to, at some point in their careers, premeditated strategies to enhance their careers that they concealed from coworkers. Consequently, we argue that surreptitious actions are central to employee career-focused activities and fundamental to a more complete understanding of the complexities of career-oriented employee behavior. © 2006 Wiley Periodicals, Inc. [source]


    Working to live or living to work?

    HUMAN RESOURCE MANAGEMENT JOURNAL, Issue 4 2004
    Work/life balance early in the career
    This article reports the findings of research that explored relationships between work/life balance, work/non-work conflict, hours worked and organisational commitment among a sample of graduates in the early years of their career. It concludes that, although graduates seek work/life balance, their concern for career success draws them into a situation where they work increasingly long hours and experience an increasingly unsatisfactory relationship between home and work. The article discusses the causes and potential consequences of this predicament and in particular how work/non-work conflict is linked to hours worked, the state of the psychological contract and organisational commitment. It highlights the role of organisations' policy and practice in helping to manage the relationship between work and non-work and the development of organisational commitment through support for younger employees' lives out-of-work and effective management of aspects of the psychological contract. [source]


    The Importance of Role Models and Demographic Context for Senior Women's Work Identity Development

    INTERNATIONAL JOURNAL OF MANAGEMENT REVIEWS, Issue 3 2010
    Ruth H.V. Sealy
    The lack of senior female role models continues to be cited as a key barrier to women's career success. Yet there is little academic research into the gendered aspects of role modelling in organizations, or the utility of role models at a senior level. The paper starts with a review of papers examining the construction of role models in organizational settings. This leads to the inclusion of two related areas , organizational demographics as the contextual factor affecting the availability of role models and how they are perceived, and work identity formation as a possible key explanatory factor behind the link between the lack of senior female role models and the lack of career progression to top organizational levels. The literature looking at social theories of identity formation is then considered from a gender perspective. The key gaps identified are that while the behavioural value of role models has been well documented, a better understanding is needed of how gender and organizational demography influence the role modelling process. Importantly, the symbolic value and possibly other values of female role models in the identity construction of senior women require further in-depth investigation. Finally, this review calls for a more integrated approach to the study of role models and work identity formation, pulling together literatures on organizational demography, the cognitive construal of role models and their importance for successful work identity formation in senior women. [source]


    Emotional intelligence, its measurement and implications for the workplace

    INTERNATIONAL JOURNAL OF MANAGEMENT REVIEWS, Issue 2 2008
    Susan Cartwright
    The concept of emotional intelligence (EI) has attracted a huge amount of interest from both academics and practitioners and has become linked to a whole range of outcomes, including career success, life satisfaction and health. Yet the concept itself and the way in which it is measured continue to fuel considerable debate. This paper takes a critical review of the methodologies and robustness of the validation and application studies that have used EI measures. In addition, the links between EI and other related theoretical perspectives such as emotional labour are considered. [source]


    Antecedents and Consequences of Perceived Barriers to Obtaining Mentoring: A Longitudinal Investigation

    JOURNAL OF APPLIED SOCIAL PSYCHOLOGY, Issue 8 2010
    Gerhard Blickle
    Mentoring is prototypically intended to advance the personal and professional growth of new employees at work. Although meta-analyses have found that receiving mentoring can result in beneficial outcomes for employees' career success, employees may perceive barriers to obtaining a mentor. The present research examined antecedents and consequences to perceived barriers to mentoring in business and administrative jobs in a field study over 2 years. Socioeconomic origin, positive affectivity, organizational development culture, and previous mentoring experience predicted perceived barriers to mentoring after 2 years. New employees' perceived barriers to mentoring at Time 1 predicted changes in mentoring received and income after 2 years. Implications of this study, including a proposed mentoring training program, and directions for future research are discussed. [source]


    Crossing national boundaries: A typology of qualified immigrants' career orientations

    JOURNAL OF ORGANIZATIONAL BEHAVIOR, Issue 5 2010
    Jelena Zikic
    Abstract This qualitative study examines objective,subjective career interdependencies within a sample of 45 qualified immigrants (QIs) in Canada, Spain and France. The particular challenges in this type of self-initiated international careers arise from the power of institutions and local gatekeepers, the lack of recognition for QIs' foreign career capital, and the need for proactivity. Resulting from primary data analysis, we identify six major themes in QIs' subjective interpretations of objective barriers: Maintaining motivation, managing identity, developing new credentials, developing local know-how, building a new social network and evaluating career success. Secondary data analysis distinguishes three QI career orientations,embracing, adaptive and resisting orientations,with each portraying distinct patterns of motivation, identity and coping. This study extends the boundaryless career perspective by providing a more fine-grained understanding of how qualified migrants manage both physical and psychological mobility during self-initiated international career transitions. With regards to the interdependence between objective and subjective career aspects, it illustrates the importance of avoiding preference to one side at the neglect of the other, or treating the two sides as independent of one another. Practical implications are proposed for career management efforts and receiving economies. Copyright © 2010 John Wiley & Sons, Ltd. [source]


    Reality check on career success and weak paradigms: chance still favors the hearty soul,

    JOURNAL OF ORGANIZATIONAL BEHAVIOR, Issue 6 2008
    William H. Glick
    In an earlier article, we discussed the effects of dissensus and low paradigm development on the lives and scholarly successes of junior scholars. Our analysis painted a somewhat bleak picture, but our advice for moving forward was simple, actionable, and therefore hopeful. Based on the bleak picture that was painted, one particular aspect of our work, career-level evaluation reliability, was recently critiqued. We respond to that critique here. Copyright © 2008 John Wiley & Sons, Ltd. [source]


    Conceptualizing and evaluating career success

    JOURNAL OF ORGANIZATIONAL BEHAVIOR, Issue 2 2005
    Peter A. Heslin
    Within the vast literature on the antecedents of career success, the success criterion has generally been operationalized in a rather deficient manner. Several avenues for improving the conceptualization and measurement of both objective and subjective career success are identified. Paramount among these is the need for greater sensitivity to the criteria that study participants, in different contexts, use to construe and judge their career success. This paper illustrates that contextual and individual factors are likely to be associated with the relative salience of objective and subjective criteria of career success. Drawing on social comparison theory, propositions are also offered about when self- and other-referent success criteria are likely to be most salient. A broader research agenda addresses career success referent choice, organizational interventions, and potential cultural differences. This article maps out how future research can be more sensitive to how people actually do conceptualize and evaluate their own career success. Copyright © 2005 John Wiley & Sons, Ltd. [source]


    Playing to win: Biological imperatives, self-regulation, and trade-offs in the game of career success

    JOURNAL OF ORGANIZATIONAL BEHAVIOR, Issue 2 2005
    Nigel Nicholson
    The article applies evolutionary theory to the concept of career success, to argue the primacy of ,objective' outcomes, utilities such as status and wealth, and to analyze why the relationship with subjective career success is not stronger. Although there are grounds for expecting subjective evaluations to be sympathetic secondary accompaniments of objective success and failure, there are substantial numbers of paradoxically ,happy losers' and ,unhappy winners' in the career game. These are explored theoretically as adaptive outcomes of self-regulation and sense-making processes. The nature of that game is then explored by a closer examination of the interrelations and decay functions of the major objective success outcomes. This is undertaken as a theoretical exercise, and also by reference to the evidence in the literature. Both approaches support the existence of close linkages among most of these outcomes, though empirical data reveal variations that highlight the importance for careerists to be aware of trade-offs and risks in career strategies. Context mediates these relationships, especially key contingencies such as individual differences, gender, career stage, culture, and business sector. The implications are discussed; in particular the role of careers theory and research in helping to cut through some of the ideological aspects of ,subjective' careers in order to help raise the awareness of actors in the labor market about objective career realities. Copyright © 2005 John Wiley & Sons, Ltd. [source]


    Predictors of success in the era of the boundaryless career

    JOURNAL OF ORGANIZATIONAL BEHAVIOR, Issue 6 2003
    Lillian T. Eby
    The present study examines three classes of career competencies proposed as important predictors of success in the boundaryless career. Three criteria of career success were examined: perceived career satisfaction, perceived internal marketability, and perceived external marketability. Using data from 458 alumni from a large southeastern university, predictions were tested using partial correlations and dominance analysis. The results found support for the importance of ,knowing why,' ,knowing whom,' and ,knowing how' as suggested by previous theoretical work. The findings are discussed in reference to future research and theorizing on the boundaryless career. Copyright © 2003 John Wiley & Sons, Ltd. [source]


    Networking in the workplace: Implications for women's career development

    NEW DIRECTIONS FOR ADULT & CONTINUING EDUCATION, Issue 122 2009
    Jia Wang
    Although the value of social capital for organization and individual career success is widely recognized, gender as a moderator in the building of social capital in organizational settings has not received adequate research attention. This chapter looks at how professional women use one aspect of social capital,networks,to assist with their career progression. [source]


    The correlates and influences of career-related continuous learning: Implications for management professionals

    PERFORMANCE IMPROVEMENT QUARTERLY, Issue 4 2010
    Kevin D. Kuznia
    Management personnel are increasingly aware that career success depends on the ability to continuously learn and adapt to the environment. However, scant attention has been paid to how learning activities contribute to managerial success. This study examines the degree to which involvement in career-related continuous learning affects managerial career success. Career success as defined in this study comprises both objective (ascendancy) and subjective (organizational commitment, professional commitment, career satisfaction) elements. Five hypotheses are tested using linear regression modeling. Results indicate that as individuals increase participation in career-related continuous learning, their managerial career success increases as well. [source]


    PREDICTORS OF OBJECTIVE AND SUBJECTIVE CAREER SUCCESS: A META-ANALYSIS

    PERSONNEL PSYCHOLOGY, Issue 2 2005
    THOMAS W. H. NG
    Using the contest- and sponsored-mobility perspectives as theoretical guides, this meta-analysis reviewed 4 categories of predictors of objective and subjective career success: human capital, organizational sponsorship, sociodemographic status, and stable individual differences. Salary level and promotion served as dependent measures of objective career success, and subjective career success was represented by career satisfaction. Results demonstrated that both objective and subjective career success were related to a wide range of predictors. As a group, human capital and sociodemographic predictors generally displayed stronger relationships with objective career success, and organizational sponsorship and stable individual differences were generally more strongly related to subjective career success. Gender and time (date of the study) moderated several of the relationships examined. [source]


    WORK VALUE CONGRUENCE AND INTRINSIC CAREER SUCCESS: THE COMPENSATORY ROLES OF LEADER-MEMBER EXCHANGE AND PERCEIVED ORGANIZATIONAL SUPPORT

    PERSONNEL PSYCHOLOGY, Issue 2 2004
    BERRIN ERDOGAN
    We hypothesized that leader-member exchange (LMX) and perceived organizational support (POS) would each interact with work value congruence in relation to intrinsic career success. In a sample of 520 teachers from 30 high schools in Turkey, we found that work value congruence was positively related to job and career satisfaction when POS was low but not related to job and career satisfaction when POS was high. Similarly, work value congruence was positively related to career satisfaction when LMX was low but not related when LMX was high. The results contribute to the POS, LMX, and person-organization fit literatures by demonstrating the compensatory nature of LMX and POS for low value congruence in its relation to job and career satisfaction. [source]


    WHAT DO PROACTIVE PEOPLE DO?

    PERSONNEL PSYCHOLOGY, Issue 4 2001
    A LONGITUDINAL MODEL LINKING PROACTIVE PERSONALITY AND CAREER SUCCESS
    We developed and tested a model linking proactive personality and career success through a set of four behavioral and cognitive mediators. A 2-year longitudinal design with data from a sample of 180 full-time employees and their supervisors was used. Results from structural equation modeling showed that proactive personality measured at Time 1 was positively related to innovation, political knowledge, and career initiative, but not voice; all measured at Time 2. Innovation, political knowledge, and career initiative in turn had positive relationships with career progression (salary growth and the number of promotions during the previous 2 years) and career satisfaction. Interestingly, voice had a negative relationship with career progression. We discuss practical implications and future research directions for proactive personality, extra-role behavior, and careers. [source]


    Core Self-Evaluations in Germany: Validation of a German Measure and its Relationships with Career Success

    APPLIED PSYCHOLOGY, Issue 4 2010
    Thorsten Stumpp
    The present study reports the results of a validation of a German version of the Core Self-Evaluations Scale (CSES) and its relationships with career success. Data were collected in three occupational samples to address various aspects of validation. Our results confirm the proposed one-factor structure of the scale as well as convergent, discriminant, criterion, and predictive validity. Furthermore, the German CSES shows incremental validity over the individual core traits (neuroticism, self-esteem, self-efficacy, and locus of control), the Big Five, and positive and negative affect. Thus, the German version of the Core Self-Evaluations Scale is a reliable, valid, and economic measure for both research and practical applications. Furthermore, hypothesised relationships of core self-evaluations with objective as well as subjective career success were confirmed. Possible explanations of these relationships are discussed. On présente dans cet article une étude de validation d'une version allemande de la Core Self-Evaluation Scale (CSES) avec son rapport au succès professionnel. Les données ont été recueillies auprès d'échantillons relevant de trois métiers pour couvrir plusieurs aspects de la validation. Nos résultats confirment la structure unifactorielle attendue ainsi que les validités convergente, discriminante, prédictive et critérielle. En outre, la CSES allemande présente une validité incrémentielle pour le Big Five, les émotions positives et négatives et les traits centraux individuels (névrotisme, estime de soi, auto-efficience et locus of control). La version allemande de la CSES est par conséquent un outil fidèle, valide et économique aussi bien pour la recherche que pour les applications pratiques. Sans compter qu'ont été confirmées les relations supposées des auto-évaluations centrales avec le succès professionnel, qu'il soit objectif ou subjectif. On analyse les raisons possibles de ces relations. [source]


    Self-Esteem and Extrinsic Career Success: Test of a Dynamic Model

    APPLIED PSYCHOLOGY, Issue 2 2008
    John D. Kammeyer-Mueller
    It has been proposed that one's self-esteem is both a cause and a consequence of one's extrinsic career success, but empirical research examining the direction of these effects is lacking. We tested a model which examines the relationships among self-esteem, education, occupational prestige, and income over a span of seven years during early careers. We use social identity theory to propose that self-esteem will be affected by extrinsic career success, and self-consistency theory to propose that extrinsic career success will be affected by self-esteem. Our results, based on a cross-lagged regression design, suggest that self-esteem increases occupational prestige (,= .22), and income (,= .22), but career outcomes did not alter self-esteem. Implications of these results for the study of self-esteem and careers are explored. Que l'estime de soi d'une personne soit à la fois une cause et une conséquence de son succès externe en termes de carrière est établi, mais les recherches empiriques examinant la direction de ces effets manquent. Nous testons un modèle examinant les relations entre l'estime de soi, l'éducation, le prestige professionnel et le revenu sur une durée de 7 ans à partir du début de carrière. Nous nous référons à la théorie de l'identité sociale pour montrer que l'estime de soi est affectée par un succès externe intervenant dans la carrière, et la théorie de consistance de soi pour montrer que ce succès externe est affecté par l'estime de soi. Nos résultats, basés sur une analyse de régression croisée, montrent que l'estime de soi accroît le prestige professionnel (b = .22) et les revenus (b = .22), mais les résultats relatifs à la carrière n'affectent pas l'estime de soi. Les implications de ces résultats pour l'étude de l'estime de soi et de la carrière sont explorées. [source]


    From glamour-oriented idolatry to achievement-oriented idolatry: A framing experiment among adolescents in Hong Kong and Shenzhen

    ASIAN JOURNAL OF SOCIAL PSYCHOLOGY, Issue 1 2010
    Xiao Dong Yue
    The present study examined the framing effect of two modes of idolatry among a sample of 1095 secondary school students in Hong Kong and Shenzhen. Two experimental conditions were set up: in the glamour frame condition, subjects were exposed to frames that enhanced perfection and mystification of idols' personal or ideological characteristics; in the achievement frame condition, subjects were exposed to frames that enhanced emulation and identification of idols' pro-social behaviours or desirable dispositional traits. The experiment selected a prominent pop music and movie star well known in Chinese societies, Andy Lau, as the target idol. Subjects showed a consistently and significantly greater desire to glorify, idealize, identify with, emulate, and attach to Andy Lau in the achievement frame condition than in the glamour frame condition. The finding suggests that an achievement frame can heighten young people's adoration of an idol by emphasizing the idol's achievement processes. This suggestion is favourable to the possibility of transforming an idol into a role model for young people to learn to pursue career success. [source]


    The impact of childhood on disabled professionals

    CHILDREN & SOCIETY, Issue 3 2004
    Sonali Shah
    The impact of childhood on success in adulthood has been much researched. This paper discusses how parental expectations, social class, childhood experiences and gender influenced the career success of disabled people. For respondents with congenital disabilities, disability was perceived as a primary factor influencing parental expectations, but those with acquired disabilities felt it was gender. Social class played a significant part in all respondents' childhood socialisation and parental expectations. Some experienced deprivation and trauma as children, encouraging them to master future life events. The findings highlight the importance of childhood socialisation to the career success of disabled people. [source]