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.

Predictors of objective and subjective career success: a meta‐analysis

Goal constructs in psychology: Structure, process, and content.

This paper compares contemporary career theory with the theory applied in recent career success research. The research makes inconsistent use of career theory, and in particular neglects the interdependence of the objective and subjective careers, and boundaryless career issues of inter-organizational mobility and extra-organizational support. The paper offers new guidelines for bringing about a rapprochement between career theory and career success research. These guidelines cover adequacy of research designs, further dimensions of career success, broader peer group comparisons, deeper investigation of the subjectively driven person, and seeing new connections between boundaryless career theory and career success research.

/pdf/career-success-in-a-boundaryless-career-world-3ya1zkjl8m.pdf

Career success in a boundaryless career world.

Advances in Career Theory and Research: A Critical Review and Agenda for Future Exploration

The bulk of personality research has been built from self-report measures of personality. However, collecting personality ratings from other-raters, such as family, friends, and even strangers, is a dramatically underutilized method that allows better explanation and prediction of personality's role in many domains of psychology. Drawing hypotheses from D. C. Funder's (1995) realistic accuracy model about trait and information moderators of accuracy, we offer 3 meta-analyses to help researchers and applied psychologists understand and interpret both consistencies and unique insights afforded by other-ratings of personality. These meta-analyses integrate findings based on 44,178 target individuals rated across 263 independent samples. Each meta-analysis assessed the accuracy of observer ratings, as indexed by interrater consensus/reliability (Study 1), self-other correlations (Study 2), and predictions of behavior (Study 3). The results show that although increased frequency of interacting with targets does improve accuracy in rating personality, informants' interpersonal intimacy with the target is necessary for substantial increases in other-rating accuracy. Interpersonal intimacy improved accuracy especially for traits low in visibility (e.g., Emotional Stability) but only minimally for traits high in evaluativeness (e.g., Agreeableness). In addition, observer ratings were strong predictors of behaviors. When the criterion was academic achievement or job performance, other-ratings yielded predictive validities substantially greater than and incremental to self-ratings. These findings indicate that extraordinary value can gained by using other-reports to measure personality, and these findings provide guidelines toward enriching personality theory. Various subfields of psychology in which personality variables are systematically assessed and utilized in research and practice can benefit tremendously from use of others' ratings to measure personality variables.

/pdf/an-other-perspective-on-personality-meta-analytic-3jtpzvubwj.pdf

An other perspective on personality: meta-analytic integration of observers' accuracy and predictive validity.

SAGE Reference is proud to announce the Encyclopedia of Career Development With more than 400 articles the Encyclopedia of Career Development is the best reference tool for research on career-related topics Covering a broad range of themes, the contributions to these two volumes represent original material written by leading researchers, academics and practitioners in the field of career development This multidisciplinary resource examines career-related issues from the perspectives of psychology, sociology, education, counselling, organizational behaviour and human resource managementThe Encyclopedia of Career Development: - offers introductory materials prepared by the editors and supplementary appendices on key topics; - incorporates global, cultural and international dimensions of careers and examines the social context of careers such as the contemporary work environment, emerging values in society, gender and ethnicity, social class and work-family interface; - explores the evolution of careers including career stages, patterns and transitions, as well as variations in the meaning of career success; - discusses career decision-making strategies, and looks at employment law and regulations that influence career development and decision making; - analyzes initiatives used by employers, career counsellors and society to promote the effective career development Topics covered include: - Theoretical Perspectives on Careers; - The Social Context of Careers; - Cultural and International Perspectives; - Ethnicity, Gender, and Diversity; - The Organizational Environment; - Social Class and Background; - The Work-life Interface; - The Evolution and Development of Careers; - Decision-Making and Career Development; - Variations in Career Patterns and Career Success; - Career Development Initiatives; - Legislative and Regulatory Mandates; - Assessment Areas and Techniques; - Job Search and Organizational Recruiting; - Professional Associations

Encyclopedia of Career Development

A Boundaryless Perspective on Careers

The problem and the solution. The aging and ultimate retirement of the baby boom generation represents a major demographic and sociological phenomenon that has far reaching implications for organizations, the government, and society as a whole. For organizations, the baby boom workforce is a paradox, simultaneously representing both a critical success factor and potential drag on corporate performance and financial resources. Given this paradox, this article first provides a description of the significant issues and challenges that the baby boom generation presents to organizations currently and in the future. It then discusses contemporary organizational attitudes toward the baby boom workforce as well as the related career management programs aimed at this cohort. In a “call to action” for organizations, we conclude by recommending a number of career management and human resource development actions that should, collectively, allow organizations to proactively respond to the challenges posed by the aging of baby boom generation.

The Baby Boom Generation and Career Management: A Call to Action

The career indecision of managers and professionals: An examination of multiple subtypes

The Career Indecision of Managers and Professionals: An Examination of Multiple Subtypes [and] Comments [and] Rejoinder.

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