Five definitions of career success: implications for relationships

Derr, C. Brooklyn

doi:10.1111/j.1464-0597.1986.tb00940.x

Cited by 33 publications

(14 citation statements)

References 7 publications

(1 reference statement)

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“…Reaching a management position is not their ambition and is relevant only if it enables them to pursue their field of expertise. However, as a talent-based career anchor, achieving one's goal for technically-anchored people largely depends on the availability of and access to technically-oriented jobs, especially high-level ones, and thus perceived gender discrimination is expected to have a stronger impact for women who have a higher score on the technical anchor and are focused on "getting high", that is, on functional development in Derr's (1986) framework. We thus state the following hypothesis:…”

Section: The Moderating Role Of Career Anchorsmentioning

confidence: 99%

“…This process is different in the case of talent-and need-based anchors. The precise theoretical justification will now be presented for the five career anchors that were included in our research, which are the five anchors reflecting Derr's (1986) and Baruch's (2004) five dimensions: "getting ahead" (managerial), "getting high" (technical), "getting secure" (security), "getting free" (autonomy), and "getting balanced" (lifestyle).…”

Section: The Moderating Role Of Career Anchorsmentioning

confidence: 99%

“…In this study, we conceptualize the sources of subjective career success using Derr's (1986) framework (Baruch, 2004). This framework refers to the five potential ways that lead people to experience a sense of success at work, in accordance with their values, attitudes and motivations.…”

Section: Subjective Career Successmentioning

confidence: 99%

See 2 more Smart Citations

Perceived Gender Discrimination and Women’s Subjective Career Success: The Moderating Role of Career Anchors

Herrbach¹,

Mignonac²

2012

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Subjective career success reflects an individual’s internal apprehension and evaluation of his or her career, across any dimensions that are perceived relevant by the individual. It has beneficial consequences on several individual and organizational outcomes, such as job performance, employee commitment, occupational retention as well as organizational retention. Given the pervasive result that women are subjected to gender discrimination in the workplace, we first wanted to check whether the level of perceived discrimination they report having faced is related to their subjective career success. We also wanted to check whether individual priorities, as evidenced in the concept of career anchor, have an influence on the relationship between perceived discrimination and career success.Using a sample of 300 women employees working in a large French company, we therefore investigated the relationship between perceived gender discrimination, subjective career success and career anchors. We found that perceived gender discrimination was negatively related to subjective career success overall. However, the relationship between the two variables was moderated by career anchors. Some anchors (i.e. managerial, technical and lifestyle) enhanced the impact of perceived gender discrimination, while other anchors (i.e. security and autonomy) lessened it.Our results show how individual expectations, reflected in the notion of career anchor, have an influence on how the work environment is interpreted. In addition, they provide a potential explanation for the apparently contradictory findings of the literature on gender and career success. Finally, our results suggest that organizations should pay special attention not only to the work experiences of women who aspire to move up the hierarchy, but also to the women who aspire to achieve a high level of competency at their job, or seek balance between their work life and their home life.Le succès de carrière subjectif reflète l’évaluation globale par un individu de sa carrière en utilisant pour ce faire différents critères qu’il juge pertinents. Il a des conséquences bénéfiques sur plusieurs phénomènes individuels et organisationnels, tels que la performance, l’engagement au travail, le maintien dans la profession ou la fidélisation organisationnelle. Face au constat largement répandu que les femmes sont sujettes à de la discrimination au travail, la présente recherche a pour objectif d’étudier s’il existe une relation entre la discrimination sexuelle perçue et le succès de carrière subjectif. Elle s’attache également à vérifier si les priorités individuelles, telles qu’elles se manifestent dans la notion d’ancre de carrière, ont une influence sur la relation entre la discrimination et le succès de carrière perçus.En nous appuyant sur un échantillon de 300 femmes employées dans une grande entreprise française, nous montrons ainsi qu’il existe un lien négatif entre la discrimination sexuelle perçue et le succès de carrière subjectif. Toutefois la relation qui existe entre ces deu...

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Section: The Moderating Role Of Career Anchorsmentioning

confidence: 99%

Section: The Moderating Role Of Career Anchorsmentioning

confidence: 99%

See 1 more Smart Citation

Perceived Gender Discrimination and Women’s Subjective Career Success: The Moderating Role of Career Anchors

Herrbach¹,

Mignonac²

2012

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“…In another example, based on Derr's (1986) notion of career success orientations developed from Schein's work, Demel and Mayrhofer established that flexpatriates in Europe were primarily driven by two career orientations: "getting skilled" (interpreted predominantly as learning about different cultures, people and countries, getting insight into different work habits and approaches, and developing related social and managerial skills) and "getting high(ly) international" (2010: 308).…”

Section: Career Anchors In International Mobility Researchmentioning

confidence: 98%

The Internationalism Career Anchor

Lazarova

Cerdin

Liao

2014

International Studies of Management & Organization

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“…Factors concerning the individual will shadow on direct and shadowed relationships within the model, i.e. their own career (Derr, 1986;Bruegel, 1996;Pierce and Delahaye, 1996), their partner and family (Briody and Chrisman, 1991), and their own relationships with their own and their partner's organisations (Coyle, 1986).…”

Section: Figurementioning

confidence: 99%

Employing organisations and expatriate spouses: balancing self‐knowledge and knowledge about options

Glanz

Sluis²

2001

Career Development International

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The context in which careers are being played out has changed and is constantly changing, both in domestic employment settings and more particularly in global business environments. Such international business environments highlight career choices often hidden in domestic situations. It is here that the balance between family and career become tangible. The career costs and benefits of taking an overseas assignment for both partners become open to question. This article considers the situation of the accompanying partner and considers their relationship to the expatriate employing organisation. It considers organisations offering career development resources to partners to support their job search abroad. Such provision has often been adopted in response to practical mobility problems on an ad hoc basis. This article looks at how underlying theory may offer guidance to companies offering such provision.

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Five definitions of career success: implications for relationships

Cited by 33 publications

References 7 publications

Perceived Gender Discrimination and Women’s Subjective Career Success: The Moderating Role of Career Anchors

Perceived Gender Discrimination and Women’s Subjective Career Success: The Moderating Role of Career Anchors

The Internationalism Career Anchor

Employing organisations and expatriate spouses: balancing self‐knowledge and knowledge about options

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