an article by Julia Richardson (Curtin University, Perth, Australia), Uma Jogulu (Edith Cowan University, Joondalup, Australia) and Ruth Rentschler (University of South Australia, Adelaide, Australia) published in Personnel Review Volume 46 Issue 8 (November 2017)
Abstract
Purpose
The purpose of this paper is to examine the role of social capital for career success and sustainability among arts managers and the implication for human resource practice.
Design/methodology/approach
This paper is a qualitative study comprising interviews with 73 arts managers in Australia.
Findings
While answering an occupational calling and having a sense of passion for the arts is a key driver to embark upon a career in arts management, it is social capital that is essential for both objective and subjective career success and thus for career sustainability. The authors also identify the value of education, global experience and well-honed soft skills for building social capital.
Research limitations/implications
The study is located in Australia – arts management in other national contexts and industries may be different.
Practical implications
This paper identifies the need for arts managers to develop heterogeneous social capital to support both career success and sustainability. It also indicates that whereas passion for the arts may be an important driver, other skills and competencies are required. Both of these themes need to be incorporated into human resource practice in the arts industry.
Social implications
This paper demonstrates the growing need to acknowledge the impact of relational social capital in the arts in an increasingly volatile work environment.
Originality/value
This paper fills the gap in our understanding of careers that bridge both the arts and management as professional domains of activity and extends understanding on the role of social capital in management careers more generally.
Showing posts with label career_success. Show all posts
Showing posts with label career_success. Show all posts
Sunday, 17 December 2017
Monday, 6 March 2017
Linking Extroversion and Proactive Personality to Career Success: The Role of Mentoring Received and Knowledge
an article by Daniel B. Turban and Timothy R. Moake (University of Missouri, Columbia, MO, USA), Sharon Yu-Hsien Wu (US-China Education and Culture Center, Washington, DC, USA) and Yu Ha Cheung (Hong Kong Baptist University, Hong Kong) published in Journal of Career Development Volume 44 Issue 1 (February 2017)
Abstract
Although extroversion and proactive personality are related to career success, the mechanisms through which the relationships occur are unclear. Based on the contest- and sponsored-mobility processes, we examine a model linking extroversion and proactive personality to career success through the mediating effects of mentoring received and organizational knowledge.
We also theorize that mentoring provides learning opportunities, which result in greater organizational knowledge, that contribute to career success. Results, from a sample of 333 employees with a diverse set of occupations, indicated that the relationships of proactive personality and extroversion with objective and subjective measures of career success were mediated by mentoring received and organizational knowledge.
Additionally, mentoring received influenced organizational knowledge, and both were related to objective and subjective measures of career success. Our study provides insight into how personality influences career success and provides support for both contest- and sponsored-mobility models of career success.
Abstract
Although extroversion and proactive personality are related to career success, the mechanisms through which the relationships occur are unclear. Based on the contest- and sponsored-mobility processes, we examine a model linking extroversion and proactive personality to career success through the mediating effects of mentoring received and organizational knowledge.
We also theorize that mentoring provides learning opportunities, which result in greater organizational knowledge, that contribute to career success. Results, from a sample of 333 employees with a diverse set of occupations, indicated that the relationships of proactive personality and extroversion with objective and subjective measures of career success were mediated by mentoring received and organizational knowledge.
Additionally, mentoring received influenced organizational knowledge, and both were related to objective and subjective measures of career success. Our study provides insight into how personality influences career success and provides support for both contest- and sponsored-mobility models of career success.
Tuesday, 24 February 2015
Does Trait Emotional Intelligence Predict Unique Variance in Early Career Beyond IQ and Personality Success
an article by José Manuel de Haro García (Agbar water company (GDF SUEZ), Comunidad Valenciana, Spain) and Juan Luis Castejón Costa (Alicante University, Spain) published in Journal of Career Assessment Volume 22 Number 4 (November 2014)
Abstract
In order to determine the contribution of emotional intelligence (EI) to career success, in this study, we analysed the relationship between trait EI (TEI), general mental ability (GMA), the big five personality traits, and career success indicators, in a sample of 130 graduates who were in the early stages of their careers.
Results from hierarchical regression analyses indicated that TEI, and especially its dimension “repair,” has incremental validity in predicting one of the career success indicators (salary) after controlling for GMA and personality.
These findings provide support for the use of TEI measures as predictors of career success in the early stage.
Abstract
In order to determine the contribution of emotional intelligence (EI) to career success, in this study, we analysed the relationship between trait EI (TEI), general mental ability (GMA), the big five personality traits, and career success indicators, in a sample of 130 graduates who were in the early stages of their careers.
Results from hierarchical regression analyses indicated that TEI, and especially its dimension “repair,” has incremental validity in predicting one of the career success indicators (salary) after controlling for GMA and personality.
These findings provide support for the use of TEI measures as predictors of career success in the early stage.
Tuesday, 9 July 2013
Development and Validation of the Career Competencies Indicator (CCI)
an article by Jan Francis-Smythe, Sandra Haase, Erica Thomas and Catherine Steele (University of Worcester, UK) published in Journal of Career Assessment Volume 21 Number 2 (May 2013)
Abstract
This article describes the development and validation of the Career Competencies Indicator (CCI); a 43-item measure to assess career competencies (CCs).
Following an extensive literature review, a comprehensive item generation process involving consultation with subject matter experts, a pilot study and a factor analytic study on a large sample yielded a seven-factor structure;
Abstract
This article describes the development and validation of the Career Competencies Indicator (CCI); a 43-item measure to assess career competencies (CCs).
Following an extensive literature review, a comprehensive item generation process involving consultation with subject matter experts, a pilot study and a factor analytic study on a large sample yielded a seven-factor structure;
- goal setting and career planning,
- self-knowledge,
- job performance,
- career-related skills,
- knowledge of (office) politics,
- career guidance and networking, and
- feedback seeking and self-presentation.
Tuesday, 8 January 2013
Drivers of freelance career success
an article by Arjan van den Born (Utrecht University, The Netherlands) and Arjen van Witteloostuijn (Utrecht University, The Netherlands; University of Antwerp, Belgium and Tilburg University, The Netherlands) published in Journal of Organizational Behavior Volume 34 Issue 1 (January 2013)
Summary
Recent evidence shows that the frequently proclaimed collapse of the traditional career model is actually not supported by job tenure data. This paper argues that the observed stability of job tenure might be explained by an increasing number of shamrock organisations.
This organisational form has three types of workers:
The organisation largely determines the career of the core employee, whereas the individual essentially shapes that of the professional freelancer.
This paper studies extensively the career of this second group: the professional freelancer, a growing phenomenon in many developed countries but not yet the focus of many career studies.
We develop a freelance career success model on basis of the intelligent career framework augmented by insights from literature on entrepreneurship. Data are from a web survey with responses from about 1,600 independent professionals in the Netherlands, in combination with 51 in-depth interviews.
We provide two main contributions.
First, we report findings from the first large-scale quantitative study into freelance career success.
Second, this study enhances our understanding of the success of the modern career by building bridges between career and entrepreneurship literatures.
We conclude that the external environment in which an individual freelancer operates is the most important factor determining career success. The study therefore suggests that more work needs to be performed on the relationship between the environment and individual career success.
Copyright © 2012 John Wiley & Sons, Ltd.
Summary
Recent evidence shows that the frequently proclaimed collapse of the traditional career model is actually not supported by job tenure data. This paper argues that the observed stability of job tenure might be explained by an increasing number of shamrock organisations.
This organisational form has three types of workers:
- core employees,
- professional freelancers, and
- routine workers
The organisation largely determines the career of the core employee, whereas the individual essentially shapes that of the professional freelancer.
This paper studies extensively the career of this second group: the professional freelancer, a growing phenomenon in many developed countries but not yet the focus of many career studies.
We develop a freelance career success model on basis of the intelligent career framework augmented by insights from literature on entrepreneurship. Data are from a web survey with responses from about 1,600 independent professionals in the Netherlands, in combination with 51 in-depth interviews.
We provide two main contributions.
First, we report findings from the first large-scale quantitative study into freelance career success.
Second, this study enhances our understanding of the success of the modern career by building bridges between career and entrepreneurship literatures.
We conclude that the external environment in which an individual freelancer operates is the most important factor determining career success. The study therefore suggests that more work needs to be performed on the relationship between the environment and individual career success.
Copyright © 2012 John Wiley & Sons, Ltd.
Tuesday, 9 October 2012
When modesty wins: Impression management through modesty, political skill, and career success – a two-study investigation
Gerhard Blickle, Corinna Diekmann, Paula B. Schneider, and Yvonne Kalthöfer (University of Bonn, Germany) and James K. Summers (Bradley University, Peoria, IL, USA) published in European Journal of Work and Organizational Psychology Volume 21 Number 6 (December 2012)
Abstract
The purpose of this research is to investigate the effect of employees’ upward self-presentation through modesty and political skill on their subsequent career success.
Study 1 used a predictive design over a 3 year period with 141 employees, controlling for age, gender, and self-esteem. Political skill positively moderated the relationship between employees' upward modesty and career success (attained position, career satisfaction) after 3 years.
Study 2 (n = 132 employees) provided construct validation, demonstrating high discriminant validity of the impression management through modesty scale used in Study 1 with a trait-modesty scale, thus attenuating rival explanations of the findings in Study 1.
Implications, limitations, and future directions for research are discussed.
Abstract
The purpose of this research is to investigate the effect of employees’ upward self-presentation through modesty and political skill on their subsequent career success.
Study 1 used a predictive design over a 3 year period with 141 employees, controlling for age, gender, and self-esteem. Political skill positively moderated the relationship between employees' upward modesty and career success (attained position, career satisfaction) after 3 years.
Study 2 (n = 132 employees) provided construct validation, demonstrating high discriminant validity of the impression management through modesty scale used in Study 1 with a trait-modesty scale, thus attenuating rival explanations of the findings in Study 1.
Implications, limitations, and future directions for research are discussed.
Thursday, 13 October 2011
The meaning of career success: Avoiding reification through a closer inspection of historical, cultural, and ideological contexts
an article by Nicky Dries (Research Centre for Organisation Studies, Katholieke Universiteit Leuven) published in Career Development International Volume 16 Issue 4 (2011)
Abstract
Purpose
The purpose of this paper is to examine the extent to which the concept of career success has been subject to reification, and identify potential implications for individuals, organizations, and societies.
Design/methodology/approach
The current paper offers an in-depth analysis of the different contextual forces contributing to the reification of careers (i.e. history, culture and ideology), and how these have impacted on the social reality of career and the definitions of career success held by different relevant actors.
Findings
In total, eight research propositions are identified that need to be addressed in future research in order to advance knowledge and understanding of career success in context.
Social implications
One manifest outcome of career reification is the establishment of collective norms prescribing what a “normal”, “successful” career is – and what is not. Consequently, all careers not conforming to these norms are devaluated, which is inappropriate given the present-day climate of workplace diversity.
Originality/value
Career theory, in general, has been criticized for overemphasising individual agency while neglecting contextual issues. Furthermore, more conceptual development is necessary in relation to the career success construct. The current paper aims to address both of these gaps by presenting in-depth analyses of the historical, cultural, and ideological contexts impacting on the meaning of career and career success.
Abstract
Purpose
The purpose of this paper is to examine the extent to which the concept of career success has been subject to reification, and identify potential implications for individuals, organizations, and societies.
Design/methodology/approach
The current paper offers an in-depth analysis of the different contextual forces contributing to the reification of careers (i.e. history, culture and ideology), and how these have impacted on the social reality of career and the definitions of career success held by different relevant actors.
Findings
In total, eight research propositions are identified that need to be addressed in future research in order to advance knowledge and understanding of career success in context.
Social implications
One manifest outcome of career reification is the establishment of collective norms prescribing what a “normal”, “successful” career is – and what is not. Consequently, all careers not conforming to these norms are devaluated, which is inappropriate given the present-day climate of workplace diversity.
Originality/value
Career theory, in general, has been criticized for overemphasising individual agency while neglecting contextual issues. Furthermore, more conceptual development is necessary in relation to the career success construct. The current paper aims to address both of these gaps by presenting in-depth analyses of the historical, cultural, and ideological contexts impacting on the meaning of career and career success.
Saturday, 14 August 2010
Gender influences on career success outcomes
an article by Barbara Orser and Joanne Leck published in Gender in Management: An International Journal Volume 25 Issue 5 (2010)
Abstract
Purpose
Models of career success outcomes have specified that gender is one covariate, among many. Theoretical reasons why gender is better specified as a moderating variable are advanced. The purpose of this paper is to examine empirically how gender moderates that influence of personal and structural factors on objective (total compensation, and ascendency), and subjective (perceived success) career outcomes.
Design/methodology/approach
The research draws on a sample of 521 chief executive officers (CEOs), executives and managers. Multivariable (step-wise) linear regression was employed to examine simultaneously the influence of the predictor variables on career success outcomes.
Findings
Even after controlling for explanatory influences on career success, gender influences remained. Gender moderated the predictive influence of international experience on compensation, ascendancy, and perceived success. The findings also illustrate that career development models should be situated by (private versus public) sector and specify systemic gender differences in career success outcomes.
Research limitations/implications
The survey response rate was problematic. A response rate of 9 percent was lower than ideal. In this context, scholars note low-response rates in mail surveys targeted at senior executives and CEOs. The attending limitation of self-report responses and retrospective perceptions are also acknowledged.
Practical implications
The findings alert women about the importance of career preparation (role investment), such as graduate education and international experience, key credentials to executive-level advancement. Women executives are also encouraged to seek clarification about compensation relative to their male counterparts.
Originality/value
Most studies about career success are mute with respect to how gender moderates the strength of personal and structural predictors on career outcomes. Given evidence about gender differences in how managers perceive success, examination about the influence of gender on subjective career outcomes is also warranted. Finally, the preponderance of studies about women's career experiences are based on American samples and/or sectors such as high-tech. Public and service-based industries, sectors historically populated with women, are often excluded from research. This work addresses the need for generalisation by drawing on a cross sector of Canadian managers, executives, and CEOs.
Abstract
Purpose
Models of career success outcomes have specified that gender is one covariate, among many. Theoretical reasons why gender is better specified as a moderating variable are advanced. The purpose of this paper is to examine empirically how gender moderates that influence of personal and structural factors on objective (total compensation, and ascendency), and subjective (perceived success) career outcomes.
Design/methodology/approach
The research draws on a sample of 521 chief executive officers (CEOs), executives and managers. Multivariable (step-wise) linear regression was employed to examine simultaneously the influence of the predictor variables on career success outcomes.
Findings
Even after controlling for explanatory influences on career success, gender influences remained. Gender moderated the predictive influence of international experience on compensation, ascendancy, and perceived success. The findings also illustrate that career development models should be situated by (private versus public) sector and specify systemic gender differences in career success outcomes.
Research limitations/implications
The survey response rate was problematic. A response rate of 9 percent was lower than ideal. In this context, scholars note low-response rates in mail surveys targeted at senior executives and CEOs. The attending limitation of self-report responses and retrospective perceptions are also acknowledged.
Practical implications
The findings alert women about the importance of career preparation (role investment), such as graduate education and international experience, key credentials to executive-level advancement. Women executives are also encouraged to seek clarification about compensation relative to their male counterparts.
Originality/value
Most studies about career success are mute with respect to how gender moderates the strength of personal and structural predictors on career outcomes. Given evidence about gender differences in how managers perceive success, examination about the influence of gender on subjective career outcomes is also warranted. Finally, the preponderance of studies about women's career experiences are based on American samples and/or sectors such as high-tech. Public and service-based industries, sectors historically populated with women, are often excluded from research. This work addresses the need for generalisation by drawing on a cross sector of Canadian managers, executives, and CEOs.
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