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The nomological network of self-management strategies and career success The nomological network of self-management strategies and career success Abstract Changes in the labour market require people to show more self-management than before if they want to succeed. The present research was conducted to analyse the nomological network of general self-management strategies (i.e. selection of goals; optimization as implementation of goal-pursuing behaviour), specific self-management strategies (i.e. career planning) and central indicators of career success, i.e. objective career success (pay, position), self-referent subjective success (career satisfaction), and other-referent career success (comparative judgment). In a large sample of professionals (N=1,185), we found in support of our hypotheses that the generalized strategy of optimization was linked to the domain-specific strategy of career planning, and that domain-specific career planning was directly linked to all outcome measures. The generalized strategy of optimization was directly linked to subjective success, but only indirectly to objective success. The link from self-management to subjective success was independent of objective success. Most interestingly, and in accord with our social comparison assumption, objective success was more closely linked to other-referent success than to self-referent success. Implications for career research and career counselling are discussed. Copyright © The British Psychological Society Reproduction in any form (including the internet) is prohibited without prior permission from the SocietyThe nomological network of self-management strategies and career success Changes in the labour market require people to show more self-management than before if they want to succeed. The present research was conducted to analyse the nomological network of general self-management strategies (i.e. selection of goals; optimization as implementation of goal-pursuing behaviour), specific self-management strategies (i.e. career planning) and central indicators of career success, i.e. objective career success (pay, position), self-referent subjective success (career satisfaction), and other-referent career success (comparative judgment). In a large sample of professionals (N ¼ 1; 185), we found in support of our hypotheses that the generalized strategy of optimization was linked to the domain-specific strategy of career planning, and that domain-specific career planning was directly linked to all outcome measures. The generalized strategy of optimization was directly linked to subjective success, but only indirectly to objective success. The link from self-management to subjective success was independent of objective success. Most interestingly, and in accord with our social comparison assumption, objective success was more closely linked to otherreferent success than to self-referent success. Implications for career research and career counselling are discussed.

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In a 3‐year longitudinal study with a sample of N=82 young professionals (44% male; age range: 28–39 years), self‐reported progress in the pursuit of personal goals was associated with affective well‐being, work satisfaction, and subjective developmental success in the work domain. Goal progress, however, did not predict an increase in affective well‐being and work satisfaction. Four constructs – goal difficulty, current work involvement, positive fantasies, and goal progress in the private domain – were selected to analyse their potentially moderating effect on the link between goal progress and well‐being increases. Goal difficulty evinced the clearest moderating effects. Goal difficulty predicted change in all outcome criteria, that is, only adults who perceived their goals as difficult to reach also reported a change in positive and negative affect, job satisfaction, and subjective developmental success over a period of 3 years.

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This study (N ¼ 520 high-school students) investigates the influence of parental work involvement on adolescents' own plans regarding their future work involvement. As expected, adolescents' perceptions of parental work behavior affected their plans for own work involvement. Same-sex parents served as main role models for the adolescents' own plans, whereas opposite-sex parents served as models for the preferred degree of work participation for the adolescents' future life partners. Interestingly, ideals of how much one's own parents should have worked were substantially more important than the actual parental work involvement during their childhood. Adolescents, then, are influenced by their parents as role models but they reflect and modify these models according to their beliefs regarding an ideal balance of work and family.