Summary Career success is a main focus of career scholars as well as organizational stakeholders. Historically, career success has been conceptualized and measured in an objective manner, mainly as salary, rank, or number of promotions. However, the changing nature of work has also necessitated a change in the way many employees view success, adding a more subjective component. Although there has been theoretical discussion and calls to develop a comprehensive measure of subjective career success, no contemporary comprehensive quantitative measure exists. The goal of this study was to create and validate a measure of subjective career success, titled the Subjective Career Success Inventory (SCSI). The SCSI includes 24 items that address subjective career success via eight dimensions. The scale was developed and validated through four phases of data collection, beginning with interviews and focus groups, followed by item sorting tasks, then item refinement through confirmatory factor analysis, and finally convergent and discriminant validity quantitative analysis. Theoretical and practical implications are discussed. Copyright © 2015 John Wiley & Sons, Ltd.

Accounts of arrogant employees abound, yet there is little systematic research on arrogance within organizations. In response to this oversight, this article presents the findings from four studies. In Studies 1 and 2, the authors developed the Workplace Arrogance Scale and found support for its convergent and discriminant validity. In Study 3, the Workplace Arrogance Scale was included as part of a 360-degree performance feedback survey. Results revealed that there was satisfactory agreement between self-and other-ratings of arrogance. The authors also found that arrogance was negatively related to self-and other-rated task performance. Findings from Study 4 suggested that arrogance is negatively related to cognitive ability and self-esteem. The authors conclude by discussing the theoretical and practical implications of these findings.

In this study we examined relationships between trait affectivity and work performance. However, because trait affectivity is believed to operate primarily outside awareness, we assessed it using techniques designed to measure content at explicit and implicit levels. Although results were consistent across the explicit and implicit measures (i.e., positive affectivity was positively related to task performance and citizenship behavior, whereas negative affectivity was negatively related to task performance and positively related to counterproductive behavior), the implicit measure predicted greater proportions of variance in supervisor‐rated criteria and did so incremental to the explicit measure. We discuss the implications of these results for theory and practice, and highlight the potential usefulness of implicit measures for applied research.

The relationship between protégé narcissistic entitlement and protégé mentoring outcomes is examined among a total sample of 132 protégés employed in a variety of settings. Narcissistic entitlement (NE) refers to a dispositional variable that reflects preoccupation with the expectation of special and preferential treatment from others. Results indicate that protégés with greater NE report relationships of shorter duration, less career mentoring support, lower relationship quality, and greater negative mentoring experiences than do protégés with lesser NE. Additionally, protégé NE moderated the relationship between mentor commitment and relationship quality such that the relationship was stronger for protégés higher in NE than for protégés lower in NE. NE was not related to whether participants had experience as a protégé. Implications include the need for expanded education regarding mentoring relationships that take into account the role the individual plays in the relationship.

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