Ten years of career success in relation to individual and situational variables from the employee development literature

Maurer, Todd J.; Chapman, Elizabeth

doi:10.1016/j.jvb.2013.07.002

Cited by 60 publications

(56 citation statements)

References 55 publications

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“…There is a strong positive relationship between proactivity and extrinsic career success (Converse et al 2012;Maurer & Chapman 2013). In a study on Lebanese entrepreneurs who lived and worked abroad, Zgheib and Kowatley (2011) found that proactivity was a strong predictor of internal locus of control, and thus, also self-directedness and a desire for proactive behaviour.…”

Section: Intrapersonal Attributesmentioning

confidence: 99%

The significance of employee biographics in explaining employability attributes

Botha

Coetzee

2017

SAJEMS

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Background: Employability is the capacity of employees to acquire transferable competencies and individual capacities that enable them to adapt to, be innovative in and steer their own careers in a dynamic work environment. It is clear that employers would thus look for employees who are capable of proactive adjustment and action-oriented behaviours.Aim: The aim of the study was to determine whether significant differences exist in the employability attributes of individuals from different gender, race and age groups and if so, how should such a diverse workforce should be managed.Setting: This study was conducted at a distance education institution. The sample of respondents consisted of adult learners who are pursuing further distance learning studies in the economic and management sciences field in South Africa.Methods: Correlational and inferential statistical analyses were used. A stratified random sample of 1102 mainly black and female adult learners participated in the study.Results: The employability attributes framework identified three categories of employability: interpersonal, intrapersonal and career attributes. The research indicated that significant differences exist between gender, race and age groups with regard to employability. Male and female participants differed significantly with regard to entrepreneurial orientation, proactivity and career resilience. The various race groups differed considerably regarding cultural competence and sociability of individuals. Participants older than 50 years scored the highest on self-efficacy.Conclusion and implications: The findings of this research could ensure that previously disadvantaged individuals are not further marginalised because of a lack of employability attributes and that the required employability attributes can be cultivated to ensure advancement and success in the work place.

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Section: Intrapersonal Attributesmentioning

confidence: 99%

The significance of employee biographics in explaining employability attributes

Botha

Coetzee

2017

SAJEMS

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“…Career scholars propose an inherent two-sidedness to the career concept (Arthur et al 1989;Maurer & Chapman, 2013;Walton & Mallon, 2004). The objective element emulates the publicly observable positions, situations and statuses that serve as benchmarks for gauging peoples' movements through the social locale (Re)Constructing Career Strategies 455 (Arnold & Cohen, 2008), comprising predictable stages and an ordered sequence of development (e.g.…”

Section: Careermentioning

confidence: 99%

“…Career success is an outcome of a person's career experiences and involves the individual's evaluation of desirable work-related outcomes at any point during these experiences (Arthur et al, 2005;Maurer & Chapman, 2013). As with careers, there are two ways of viewing career success -objective and subjective positions.…”

Section: Career Successmentioning

confidence: 99%

“…Measures of subjective career success include a person's reactions to actual and anticipated career-related attainments across a wide range of outcomes, such as job satisfaction (Nicholson & De Waal-Andrews, 2005). It has been suggested that the depth and breadth of the career success construct can be harnessed by looking through both lenses simultaneously, typifying the duality and interdependence between the objective and subjective sides of career (Arthur et al, 1989;Maurer & Chapman, 2013;Sullivan & Baruch, 2009).…”

Section: Career Successmentioning

confidence: 99%

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(Re)Constructing Career Strategies After Experiencing Involuntary Job Loss

Mulhall

2014

Journal of Change Management

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“…Thus to be success in career is crucial to both employees and organizations. Maurer & Chapman (2013) implies that researchers studying career concept attempt to understand the individual and organizational factors that facilitate employees' career success. Organizations required to recruit and select employees who desire to make efforts towards organizational and individual goals (Başar & Basım, 2015).…”

Section: Introductionmentioning

confidence: 99%

The Moderating Role of Organizational Identification on the Relationship between Perceived Organizational Career Management and Intention to Leave

Taşkıran¹

2017

IJBM

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The available literature suggests that perceived organizational career management is seen as an antecedent of intention to leave and organizational identification is considered to be superior in predicting employees' turnover intentions. Thus, this study aims at investigating the effect of perceived organizational career management on intention to leave and to determine the moderating role of organizational identification in this relation. The data was collected from 256 employees from the banking sector in the city of Istanbul, Turkey. Hierarchical regression analysis was employed to the gathered data to test the hypotheses developed for the study. The results indicated that perceived organizational career management correlated negatively with intention to leave. It was also found out that organizational identification served as a moderator for the relationship between POCM and intention to leave. Thus, the results point out that the effect of employees' perceived organizational career management on their intention to leave varies when they identify themselves with their organizations.

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Ten years of career success in relation to individual and situational variables from the employee development literature

Cited by 60 publications

References 55 publications

The significance of employee biographics in explaining employability attributes

The significance of employee biographics in explaining employability attributes

(Re)Constructing Career Strategies After Experiencing Involuntary Job Loss

The Moderating Role of Organizational Identification on the Relationship between Perceived Organizational Career Management and Intention to Leave

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