This review examines competing perspectives relating to (a) the range and prevalence of different theoretical approaches study career success (b) need for a theoretically differentiated understanding antecedents objective (OCS) versus subjective (SCS). Furthermore, complements assumption that OCS SCS are only ultimate outcomes careers, proposing instead also acts as an antecedent other life outcomes. Against backdrop organizing resource management framework, we present critically evaluate...

This study analyzed incremental effects of single Dark Triad traits (i.e., narcissism, psychopathy, and Machiavellianism) on objective salary leadership position) subjective career satisfaction) success. We 793 early employees representative age education from the private industry sector in Germany. Results multiple logistic regressions revealed bright dark sides Triad, depending specific trait analyzed. After controlling for other relevant variables gender, age, job tenure, organization...

The present research is concerned with the direction of influence between objective and subjective career success. We conducted a prospective longitudinal study five waves measurement that covered time span 10 years. Participants were professionals working in different occupational fields ( N =1,336). modelled changes success (income, hierarchical position), other‐referent (subjective as compared to reference group), self‐referent (job satisfaction) by means latent growth curve analysis....

While previous research has mainly emphasised the importance of leader–member exchange (LMX) to job satisfaction, there is a lack on reciprocal relationships between satisfaction and LMX. In this study, we not only suggest that good LMX increases but can also enhance high-quality supervisor–employee relationships. A full cross-lagged panel analysis was used test satisfaction. Employees (N= 279) large information technology company filled out questionnaires at two times, with time lag 3...

Identifying predictors of career success is one the most considered topics in research and practice. However, existing literature suggests a vast array potential that cannot be economically measured. This significantly limits To address this issue, we have integrated theoretical meta-analytic to propose an integrative framework resources, including human capital, environmental, motivational, management behavior resources represented by 13 distinct factors. In multistep process, developed...

Supervisor support, peer support and transfer motivation have been identified as important predictors of training transfer. Transfer is thought to mediate the support–training relationship. Especially after team interventions that include all members (i.e. whole‐team training), individual perception these factors might be shared among members. However, an integration level in process rare, yet still needed. Analyzing 194 employees from 34 teams context interventions, we found similar...

The aim of the present study was to analyze if and how career adaptability reduces different types insecurity. More specifically, we argue in a theoretical model at intersection organizational research that perceived internal external marketability serve as connecting variables link between job We tested our assumptions by means multiple indirect effects path analyses across two measurement points (6-month time span) with data from 142 university researchers working science, technology,...

The present research analyses the adequacy of widely used Career Satisfaction Scale (CSS; Greenhaus, Parasuraman, & Wormley, 1990) for measuring change over time. We data a sample 1,273 professionals 5-year time period. First, we tested longitudinal measurement invariance CSS. Second, analysed changes in career satisfaction by means multiple indicator latent growth modelling (MLGM). Results revealed that CSS can be reliably mean analyses. Altogether, was relatively stable time; however,...

This study investigated the impact of gender, gender-related self-concept (agency and communion), timing parenthood on objective career success 1,015 highly educated professionals. Hypotheses derived from a dual-impact model gender career-related processes were tested in 5-wave longitudinal over time span 10 years starting with participants’ entry. In line our hypotheses we found that communal component had an parenthood, agentic influenced work hours (salary, status) both women men....

It is often assumed that ambition has important workplace outcomes, but empirical research only partially addressed this issue and frequently relied on imprecise measures of ambition. In two studies, based an improved measure as a general disposition, we clarified how, why, when relates to performance evaluations organizational commitment outcomes. Study 1 suggests significant reputation effects in self-rated was positively related rated by supervisors spouse/life partners, 100...

This study integrated research on competitive psychological climate (CPC) and successful career development within transactional stress theory the job-demands resources model. The theoretical model assumed two different processes from CPC at work that might either foster or hamper success. Specifically, be positively related to engagement (motivation-enhancing path, appraised as challenge) burnout (energy-decreasing hindrance), which then should negatively objective subjective success,...

This study analyzed the influence of occupational context on conceptualization career satisfaction measured by scale (CSS). In a large sample N = 729 highly educated professionals, cross-occupational (i.e., physicians, economists, engineers, and teachers) measurement invariance analysis showed that CSS was conceptualized according to group membership, is, 4 5 items noninvariance. More specifically, relative importance, response biases, reliabilities associated with different content domains...