•Childhood adversities influence entrepreneurs’ career success through resilience.•Such impact is nonlinear with low to moderate level of adversity being beneficial.•Resilience is more important for ...less-successful entrepreneurs.
Childhood adversities, such as neglect, abuse, and poverty, lead to negative career outcomes. Anecdotal stories of entrepreneurs, however, present a contrasting picture, showing that many successful entrepreneurs had a difficult childhood. Building on the underdog framework of entrepreneurship and the stress inoculation model, we resolve the puzzle by hypothesizing the inverted U-shaped relationship between entrepreneurs’ childhood adversities and career success that is mediated by resilience. Using data from a representative sample of 573 U.S. entrepreneurs from the Midlife in the United States (MIDUS) study, we find support for the hypotheses. We further find resilience is more important for less-successful entrepreneurs. Our results are robust to various checks, including an additional study based on a sample of U.S. entrepreneurs from the Qualtrics online panel. Our study indicates the need to consider nonlinear and context-specific implications of childhood adversities and examine performance-related outcomes, thus enriching existing research on childhood adversities and entrepreneurship.
Expectations around success in academia vary, and early career academics often receive conflicting messages about what they should concentrate on to achieve promotion or tenure. Taking a social ...constructionist approach, this paper considers the constructs of objective and subjective career success in academia and shares the perspectives of early career academics in three countries in relation to these narratives. Key findings are that objective career success in academia dominates the literature but remains ill-defined in the minds of the early career academics to whom the measures are applied, and that subjective career success in academia needs both more research attention and more consideration in promotion, tenure, and workload deliberations and policies.
There is solid evidence that proactivity, defined as self-initiated and future-focused action to change oneself or the situation, can positively benefit individuals and organizations. However, this ...way of behaving can sometimes be ineffective or have negative consequences. We seek to understand what factors shape the effect of proactivity on individual-level outcomes. On the basis of a review of 95 articles, we identify three categories of factors that mitigate or exacerbate the effectiveness of proactive behavior: task and strategic considerations (e.g., situational judgment), social and relational considerations (e.g., having an open leader), and self-regulatory considerations (e.g., learning orientation). We then extrapolate from this review, and draw on psychological theories of wisdom, to suggest that individuals can be more or less "wise" in the proactive goals they set, and in how they pursue those goals. In closing, we identify further research directions that flow from the notion of wise proactivity.
The concept of boundaryless careers characterizes emerging career patterns that are less dependent on traditional organizational career management. Based on an evidence-based review of literature on ...the relationship between career boundarylessness and career success published from 1994 to 2018, we found that boundaryless careers have mixed effects on the various indictors of career success, and these effects depend on the operationalization of career boundarylessness, the motives (voluntary vs. involuntary), career competencies, adaptive capabilities and career resources held by individuals, as well as the structural constraints and institutional support for boundary-crossing behaviors. In addition, career success was also found to predict subsequent career mobility. Based on these findings, we develop an integrative model to understand the complicated and dynamic relationship between boundaryless careers and career success. This review serves as an important step to integrate theories and research on boundaryless careers and career success, and more interdisciplinary work should be done in the future to examine this question.
•We reviewed studies on the relation between career boundarylessness and career success.•There are mixed effects of career boundarylessness on indicators of career success.•Individuals' motives, competencies and resources are important moderators.•Structural constraints and institutional support are important moderators.•More interdisciplinary research should be conducted on this important question.
A substantial body of research examines entry into and exit from self-employment. However, little is known about the career patterns of the self-employed, their transitions into and from ...self-employment and the success associated with different patterns of their careers. To address these issues, we examine the career patterns of individuals with self-employment experience and their relationship to objective and subjective career success using data from the German Household Panel (SOEP). Our results show that persistent self-employment careers have higher gross labor income and exhibit higher job and life satisfaction than all other self-employment career patterns.
•Self-employment career patterns are: mixed, intermittent, necessity and persistent.•Persistent self-employment careers have higher gross labor income than all others.•Persistent self-employment careers have higher job satisfaction than all others.•Persistent self-employment careers have higher life satisfaction than all others.
The present study explores teachers' subjective careers in gender, length of service, and employment status. In order to do this, 320 teachers from the islands of Java and Kalimantan participated in ...a quantitative descriptive study. The data were collected using the Subjective Career Success Inventory (SCSI) and analyzed using SPSS. The result showed that 232 teachers (72.5%) possessed a moderate level of subjective career success. Gender played a significant role in the recognition and influence dimensions. Recognition, influence, quality work, and meaningful work dimensions were all influenced by the length of employment, while employment status plays a role in recognition, quality work, and influence dimensions. Income level and teaching certificate differ in teachers' subjective career success, particularly the influence dimension. Overall gender, length of service, and employment status all played a role in teachers' subjective career success.
Abstract
Organizations characterized by a climate and culture of competition and overwork facilitate the emergence of the workaholism phenomenon, as they provide favorable conditions for employees to ...spend more time in the workplace. Many of these employees are successful in their careers both in financial terms and in job satisfaction. This article aims to study the influence of workaholism on the perception of career success. The sample consists of 234 Portuguese individuals who were working in a professional context. The results reveal that pleasure at work influences career success perception in both objective and subjective dimensions and that work involvement influences only the subjective dimension of the career success perception. The findings of this study will contribute to the increase of knowledge in the workaholism and career success areas in light of the coronavirus disease 2019 pandemic so that companies are able to adopt strategies in order to optimize their resources and increase their productivity.
Assessing Key Predictors of Career Success Hirschi, Andreas; Nagy, Noemi; Baumeler, Franziska ...
Journal of career assessment,
05/2018, Letnik:
26, Številka:
2
Journal Article
Recenzirano
Identifying predictors of career success is one of the most considered topics in career research and practice. However, the existing literature suggests a vast array of potential predictors that ...cannot be economically measured. This significantly limits research and practice. To address this issue, we have integrated theoretical and meta-analytic research to propose an integrative framework of career resources, including human capital, environmental, motivational, and career management behavior resources represented by 13 distinct factors. In a multistep process, we have developed the career resources questionnaire to assess these factors in workers and college students. In two studies encompassing 873 workers and 691 students, we have confirmed reliability and factor structure, convergent validity with existing scales, and criterion validity with indicators of subjective and objective career success. The developed measure can provide researchers and practitioners with a reliable, concise, and comprehensive measure to assess the key predictors of career success.
This study analyzed incremental effects of single Dark Triad traits (i.e., narcissism, psychopathy, and Machiavellianism) on objective (i.e., salary and leadership position) and subjective (i.e., ...career satisfaction) career success. We analyzed 793 early career employees representative of age and education from the private industry sector in Germany. Results from multiple and logistic regressions revealed bright and dark sides of the Dark Triad, depending on the specific Dark Triad trait analyzed. After controlling for other relevant variables (i.e., gender, age, job tenure, organization size, education, and work hours), narcissism was positively related to salary, Machiavellianism was positively related to leadership position and career satisfaction, and psychopathy was negatively related to all analyzed outcomes. These results provide evidence that the Dark Triad plays a role in explaining important career outcomes. Implications for personality and career research are derived.
Investigate short-term personality development during the post-graduation transition.
Prior research indicates that long-term personality development matters for employment outcomes. However, this ...evidence is primarily limited to multi-year longitudinal studies. This research switches the focus to personality changes during a shorter, impactful life transition.
We examined how short-term personality development during the 14-month post-graduation transition relates to early career outcomes among two diverse samples of graduates from universities (N = 816) and community colleges (N = 567). We used latent growth curve models to examine associations between career outcomes measured 14 months after graduation with initial personality levels and personality changes.
Results revealed that mean-level changes in personality were small and mostly negative. Moreover, individual differences in personality changes were not associated with career outcomes. However, initial levels of conscientiousness, emotional stability, and extraversion positively related to both subjective and objective career success. Initial levels of agreeableness were also positively related to subjective (but not objective) success.
Findings indicate that individual differences in personality trait levels at graduation are stronger predictors of early career success compared to short-term personality changes during the post-graduation transition. Taken together, these results help define the time sequence through which personality changes relate to career outcomes.
PDF
