Examining subjective career success of knowledge workers

Abstract

Subjective career success describes an individual’s satisfaction with his/her professional life. We propose a novel model for evaluating the universal personal values as well as the behavioral and socio-demographic factors that lead to subjective career success. Data was collected from employees of organizations across 20 different industries in Latvia (with a sample size of N = 348). This study reveals that the personal values that have the most significant influence on a subjective career are self-direction and power. Behavioral factors explained nearly 30% of the variance, revealing that the most important career behaviors that lead to subjective career success are control and confidence behaviors as well as attitudes toward rewards and relationships. Curiosity behaviors and education levels had negative impact on subjective career success, and previous experience in managerial positions had the most significant positive impact on the subjective career success of the respondent included in the sample. The respondents’ genders had no impact on subjective career success. The results of the study are applicable to both organizations and their human resource departments as well as individuals who aim at advancing their careers. For individuals, there is an important message to be had that, by practicing pro-active career behaviors, they can possibly compensate for some lack of education or previous managerial experience. On the organizational side, it is important to understand what personal, behavioral, and socio-demographic factors lead to the positive perception of a career path, as it would increase one’s organizational commitment and drive him/her toward reaching their organizational goals.

Emotional intelligence and career success: Does resilience matter?

“…Similarly, Baird and Kram (1983) and Priyadarshini (2022) investigated supportive relationships with immediate bosses, such as using references in recruitment to help managers advance their careers. These findings demonstrate that employees with better interpersonal management skills have better social networks inside and outside the organization, which leads to, them receiving supervisor support and information exchange to acquire access to extra organizational resources, providing them with a competitive advantage and attaining career success (Gaile et al., 2022; Turner, 1960).…”

Teaching, research, and service as drivers of academic career success

“…income, family-work balance), the multidimensional nature of subjective career success is broadly accepted (Greenhaus, Parasuraman, & Wormley, 1990). However, following models of job satisfaction, studies note that a single broad dimension can meaningfully capture the first-order facets that underlie subjective career success (Gaile, Baumane-Vitolina, Kivipold, & Stibe, 2022). In this study, we emphasize the broad dimension of career satisfaction as indicator of the construct.…”

Assessing subjective career success: the role of career commitment, career resilience and self-efficacy: a evidence from hospitality industry

“…SE intervenes between commitment and success and the dampening of successful behaviours, given the challenges of setting and maintaining career goals (Liu, 2019). Employees who are fully invested to their occupational growth are more prone to believe in their own talents to grow and develop, as well as assertive to formulate a strategy for achieving their desired levels of performance (Gaile et al, 2022). Therefore, we argue that SE may mediate the connection between CC and success, as persons with greater levels of SE also tend to dedicate more time and energy to their careers (Ahmed, 2017;Al-mehsin, 2017).…”

“…Individuals are now actively shaping their careers, adopting innovative professional strategies, and taking ownership of their professional paths, often putting their loyalty to employers aside (Kundi et al , 2022a; Kundi et al , 2022b; Lyons et al , 2015; Wiernik and Kostal, 2019). The concept of a successful career is evolving, with the protean career approach emphasising personal aspirations and self-fulfilment over traditional organisational paths (Gaile et al , 2022). This shift underscores the growing importance of autonomy and aligning one’s career with personal values and goals.…”