An Examination of the Antecedents of Subjective Career Success Among a Managerial Sample in Singapore

Abstract

Data obtained with a questionnaire instrument from managerial employees (N = 200) in Singapore were used to examine some antecedents of subjective career success. The choice of antecedents was informed by recent calls to place research on career issues in the context of an individual's life roles. Confirmatory factor analysis (LISREL VII) was used to examine the one-factor and three-factor models hypothesized to underlie the subjective career success data. The results revealed a three-factor model to have adequate fit statistics - financial and hierarchical success, and career satisfaction. The antecedent sets of human capital, work values, family and structural or work variables accounted for over 40% of the explained variance in each career success dimension. While the career success dimensions were influenced by different variables, individual-organizational value congruity, quality of parental role and internal labor market emerged as consistent antecedents of the career success dimensions. The pattern of significant antecedents of the career success dimensions was interpreted as providing support for the approach that underpinned the study. The limitations of the study, and practical and theoretical implications of the findings are discussed.

Managerial career success in Canadian organizations: is gender a determinant?

“…The people with high levels of work investment are those who focus most on the positive elements of their environment, and who are used to interpreting events as favorably as possible (Lee et al, 1992). Organizations thus tend to offer the best career opportunities to the most committed people, increasing their chances of success (Aryee et al, 1994). Nonetheless, this recognition by the organization takes different forms for men and women.…”

Perceived organisational support on career success: an employee perspective - an empirical study from an Indian context

“…From the works of Rosenbaum (1989), Aryee, Chay and Tan (1994) and Ng et al (2005), it has identified three well-known approaches that describe about the predictors of career success that are at the individual perspective, the structural perspective and the behavioural perspectives. The first approach mainly spotlights on the individual perspective, which helps an individual to build up his or her own human capital and then capitalises their education and skills investment in order to achieve career success.…”

“…It is the natural expectation of any individual employee to achieve success in his or her career, and their success depends on what an individual expects from it. According to the studies of Poon (2004); Burke (2001), Aryee, Chay and Tan (1994) and Nabi (2000), intrinsic or subjective career success is intangible or less visible indicator such as future career prospects, career satisfaction, perceptions of accomplishments, then career commitment as well as career mentoring, all these internal factors are being considered and evaluated by the individual's own subjective judgement of career success (Table 1). In this research study, career success is given prime importance.…”

Apakah Demografi dan Mentor Masih Penting dalam Menentukan Kesuksesan Karier Pegawai?

“…1, JUNI 2005 Namun demikian, kesuksesan karir tidak hanya diukur dari posisi (jabatan) dan gaji. Kesuksesan karir mengandung dua makna, yaitu sukses karir secara objektif dan subjektif (Jaskolka et al, 1995;Melamed, 1996;Aryee et al, 1994). Kesuksesan karir secara objektif dapat diukur secara mudah seperti posisi kerja dan gaji, sedangkan kesuksesan karir secara subjektif tidak dapat diukur dengan mudah (Nabi, 1999).…”

“…Sementara itu kesuksesan karir secara subjektif merupakan kesuksesan karir yang tidak dapat diukur secara objektif (Nabi, 1999, Judge et al, 1995Pelluchette, 1993;Jaskolka et al, 1985). Kesuksesan karir secara subjektif dapat diartikan sebagai perasaan yang dimiliki oleh seorang pegawai mengenai karirnya, seperti persepsi pencapaian karir dan prospek masa depan karirnya (Aryee et al, 1994). Individu yang memperoleh kesuksesan berkarir secara subjektif akan merasa lebih bahagia dan merasa lebih sukses dalam karir secara relatif walaupun mereka sebenarnya tidak mencapai standar kerja yang seharusnya.…”