Four ‘domains’ of career success: how managers in Nigeria evaluate career outcomes

Abstract

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Career success across 11 countries: implications for international human resource management

“…Studies on Nigerian managers by Ituma et al (2011) and on Chinese entrepreneurs by Lau et al (2007) also identified financial attainment as one of the prevailing career success dimensions in non-Western contexts. These findings reinforce our arguments that achievement can be conceptualized as a universal success factor.…”

“…We deemed a qualitative design as ideal to uncover the meanings of career success in different work settings and in different national contexts (see Ituma, Simpson, Ovadje, Cornelius, and Mordi 2011). It answers the call for using qualitative methods in IB studies (Birkinshaw, Brannen, and Tung 2011), such as in comparative cultural research (Doz 2011).…”

“…While advancement in definitions in career success has been made in some specific countries (Dries et al 2008), this is the first study to systematically generate categories of career success across a wide range of countries featuring different cultural and institutional contexts. Beyond traditional objective success based upon salary and promotion (Heslin 2005;Ng et al 2005) and subjective success based upon career satisfaction (Greenhaus et al 1990 (Ituma et al 2011) and selfversus other-referent factors (e.g., Recognition) (Lau, Shaffer, and Au 2007), together with moving beyond the samples of professionals and managers in WEIRD countries (e.g., the salience of Security and Survival for manual labor in less developed countries).…”

Modeling Employees’ Career in Relation to Self and Superior Ratings of Job Performance

“…In many cases, a person's career can also create a main part of their individuality, when "what you do" determines "who you are" (Briscoe et al, 2011). As a consequence of shifting career patterns, the importance of the subjective (intrinsic) career has been brought to the frontage (Ituma et al, 2011). The subjective or the intrinsic career refers to the intangible type and is measured in terms of psychological and dispositional factors such as job satisfaction, career satisfaction, sense of value, learning, and self-awareness.…”

The Role of High-Performance Work System on Career Success: Evidence from Jordan

“…Subjective career success is an evaluation of how an employee views their career; criteria are based on pointers regarding commitment and satisfaction; therefore, it is a reflection of their perceptions, emotions, and attitudes toward their career (Feldman and Ng, 2007). When evaluating success based on a subjective scale, employees may also evaluate their success in terms of managing their work-life balance and a sense of fulfillment (Ituma et al, 2011). In accordance with the literature, this study will take both subjective and objective patterns into consideration when measuring career success.…”