Career Success

Based on social information processing theory, this research examines whether and how an employee's proactive personality influences intrinsic and extrinsic career growth. It also examines the mediating effects of two types of proactive behaviors (voice behavior and taking charge) and the moderating effect of a leader's proactive personality. A sample of 307 employee-leader dyads participated in this survey. Structural equation modeling was used to test the hypotheses, and the bootstrap procedure was used to test the indirect effects. Results show that an employee's proactive personality has significant positive effects on both intrinsic and extrinsic career growth. The mediating effect of taking charge was confirmed, while the mediating effect of voice behavior was not. Leader proactive personality weakens the relationship between employee proactive personality and the two types of proactive behaviors. Employee proactive personality is more positively related to intrinsic and extrinsic career growth via proactive behaviors when a leader's proactive personality is low. This study extends the literature on proactive personality, proactive behavior, and career development by examining the underlying determination, mediation, and moderation mechanisms.

This research addresses the subject and practice of capacity building through professional development and career ladders in the petroleum (oil and gas) upstream or Exploration and Production (EP) sector. It focuses upon petroleum professions concerned with the evaluation, development and production of petroleum resources–notably petroleum engineers and geoscientists. The study adopts an insider action research methodology, with a particular focus on a national oil company–Petroleum Development Oman (PDO) LLC, which operates in the Sultanate of Oman. PDO epitomises a typical EP company undertaking significant professional development efforts across its sizeable pool of petroleum professionals.

This scoping review examines how academic, career, and life success of deaf and hard-of-hearing (DHH) individuals has been investigated, as well as which measures have been used to assess success and its associated factors. A search of studies published in English, Spanish and Portuguese between 1992 and 2022 in nine databases was conducted, complemented by a manual search. Of the 18,716 potential records retrieved (18,655 from databases and 61 from the manual search), 67 were included in this review, encompassing a total of 1,233,472 individuals. The results showed a predominant focus on academic and career success and to a lesser extent on life success, an educational and professional gap with the hearing population, gender inequalities among DHH people, and a preference for objective measures of success. A variety of factors influence success trajectories, including social capital, family support, and educational services for academic success; level of education for career success; and positive interpersonal relationships and membership in the deaf community for life satisfaction. Limitations regarding language and quality assessment are acknowledged.

The present study examined autonomy climate (AC) and support climate (SC) as moderators of the relationship between pay level satisfaction (PLS) and employee outcomes (i.e. job satisfaction, affective commitment and intention to stay). Survey data were collected from 5801 Belgian employees, representing 148 units. The hypotheses derived from distributive justice theory and from research on the meaning of money received partial support. Multilevel analyses revealed that AC buffered the negative effects of low PLS on all three outcomes, and that SC exacerbated the negative effects of low PLS on intention to stay. Theoretical and practical implications of this differential moderating effect are discussed.

Leadership theories predominantly focus on the top-down managerial influence on employees. Recent theoretical developments, however, have accentuated the call for scholarly attention on holistic models comprising both leadership and followership. In the present study, the author developed a theoretical framework of upward influence and leadership construction by drawing on resource dependence theory. Specifically, the author proposed a novel outlook illuminating upward influence in hierarchical relationships whereby employees, as the hosts of tacit resources, inculcate interdependent relationships with their managers. Considering the dependence of employees and managers on each other for tangible and intangible resources, relationships with a (a) power imbalance and (b) joint or embedded dependence emerge. The author further explained the role of leadership construction in power-imbalanced and embedded relationships and elaborated on organizational and team structural boundary condi...

Expatriation has a notable impact on individuals' career trajectories following their international assignments. This study utilizes person-environment fit and career construction theories to explore how job fit, career adaptability, and expatriate type influence both objective and subjective career success. The 2024 study sample consisted of 191 expatriates who had completed their overseas assignments four to five years prior. This cohort included self-initiated and assigned expatriates, as well as repatriates and re-expatriates, offering a broader perspective than typically seen in expatriation research. The findings indicate that job fit, career adaptability, and expatriate type have significant effects on career outcomes. Additionally, expatriate type moderates the relationship between career adaptability and objective career success. This research enhances the application of person-environment fit theory and career construction theory within the complex domain of expatriate careers, enriching our understanding of post-expatriation career success and offering valuable insights for managing international careers effectively.

ПЕРЕКЛАД ТА ВАЛІДАЦІЯ ШКАЛИ "ІНВЕНТАР СУБ'ЄКТИВНОГО КАР'ЄРНОГО УСПІХУ" ДЛЯ УКРАЇНСЬКОЇ АУДИТОРІЇ Анотація. Вступ: У сучасному динамічному світі, де робоче середовище та кар'єрні траєкторії зазнають значних змін через глобалізацію та технологічний прогрес, розуміння кар'єрного успіху виходить за рамки традиційних об'єктивних мір. Суб'єктивне сприйняття кар'єрного успіху, яке включає особистісне задоволення, відчуття досягнення та внутрішнє визнання професійного росту, стає все більш актуальним у контексті української аудиторії. Ця стаття зосереджується на адаптації та перевірці шкали "Інвентар суб'єктивного кар'єрного успіху" (SCSI) для українських IT-спеціалістів, враховуючи специфіку місцевого ринку праці та культурні особливості. Мета: Метою статті було перевірити психометричні характеристики української версії шкали SCSI та її придатність для вимірювання кар'єрного успіху серед українських IT-спеціалістів. Методи: Для досягнення поставленої мети було застосовано методику конфірматорного факторного аналізу, обчислення коефіцієнта альфа Кронбаха на вибірці 155 респондентів з IT-сфери. Результати: Аналіз показав, що українська версія шкали SCSI має високу внутрішню консистенцію з загальним коефіцієнтом альфа Кронбаха на рівні 0.925, що свідчить про її надійність у вимірюванні суб'єктивного кар'єрного успіху. Середні коефіцієнти по субшкалах, які варіюються від 0.737 до 0.902, демонструють добру надійність різних аспектів успіху, включаючи задоволення кар'єрою, автентичність, вплив та зростання. Показники відповідності моделі, зокрема CFI та TLI, підтвердили задовільну структурну валідність, тоді як RMSEA та SRMR підкреслили прийнятність моделі для аналізу даних. Таким чином, результати вказують на адекватність української версії шкали для дослідження кар'єрного успіху. Висновки: Вивчення підтвердило, що адаптована шкала SCSI є ефективним інструментом для оцінки суб'єктивного кар'єрного успіху в українському контексті, забезпечуючи детальне розуміння професійних аспірацій та

Introduction: In today's dynamic labor market, understanding individuals' involvement in their own career development becomes key to successful adaptation of professionals to changes. The Career Engagement Scale (CES) is a valuable tool for measuring this engagement. However, the lack of a Ukrainian version limited the possibilities of research in this field in Ukraine. Purpose: The study's purpose was to adapt the CES scale for the Ukrainian audience and check its reliability and validity in the context of the Ukrainian labor market. Methods: To adapt the scale, the method of double-blind translation, expert evaluation and pilot testing was used. The scale's internal consistency and structural validity were assessed using Cronbach's alpha coefficient and confirmatory factor analysis (CFA), respectively. Research results: The analysis confirmed the high internal consistency of the CES scale with Cronbach's alpha coefficient of 0.869. CFA showed a satisfactory structural correspondence of the collected data to the theoretically expected model. This indicates the adequacy of the model for use in studies of career involvement in the Ukrainian context. Conclusions: The results demonstrate the successful adaptation and validation of the "Career Engagement" scale for the Ukrainian audience, opening new opportunities for research in career development in Ukraine. The CES scale's high level of reliability and satisfactory validity allow us to recommend it for further use among Ukrainian researchers and practitioners. However, the shortcomings identified in the research process emphasize the need for additional research to optimize and improve the adapted version of the scale.

The working world of past generations as our grandparents or parents once knew them, are no longer relevant. Things have changed and they've changed at a rapid-fire pace. Increased competition, disruptive technology advancements and remote & globalized work forces have transformed our work environment for good. How is this affecting leadership and their teams?

Eco-careers are careers in which an individual's values for a sustainable world are a primary consideration in career decisions. Interest in eco-careers is enhanced by the recent growth of green issues and values in society, and by employee involvement in green business initiatives. Recent forces in contemporary careers enhancing interest in eco-careers are the importance of values in careers, increases in individual agency, a trend to boundaryless careers, a contemporary focus on identity, broadened definitions of career, and. the long-term nature of careers. The paper concludes with reflections on the practice and measurement of eco-careers, potential research areas, and implications for career practitioners and managers. The eco-career may be an idea whose time has come.

The researchers in this study wanted to know whether an individual's social, human and psychological capital had an impact on their career success, and if so, which types of capital had a greater impact on an individual's career success. It also examined whether or not social capital has a mediating effect on the relationship between an individual's human capital and career success. In this context, the data of 400 middle and senior managers working in banks in Turkey were analyzed. The data were analyzed using SPSS and AMOS programs within the framework of the research model. “Structural Equation Modeling (SEM)” was chosen to test the predetermined research hypotheses. The results showed that employees' social and psychological capital had a statistically significant, direct and positive influence on their career success, while this was not the case for the relationship between employees' human capital and career success. In addition, the results also showed that social capital has a full mediating effect on the relationship between individuals' human capital and career success. The study's assessment based on three types of capital in relation to individuals' subjective career success and the fact that the research was conducted in a relatively new area for the field likely set the study apart from previous studies. It is therefore expected to make a modest contribution to the relevant literature.

This study examines the conceptual framework of proactive, interactive, inactive, and reactive behaviors in organizational settings, with a primary focus on proactive behavior. It investigates the origins, dimensions, and implications of proactive behaviors, highlighting the distinct roles they play in leadership, team dynamics, innovation, and strategy formation. The research identifies how individual and contextual factors contribute to proactive actions and their subsequent impact on organizational outcomes. Emphasizing the strategic advantages of proactivity, the study also acknowledges its potential challenges, such as conflict and resource strain. By integrating insights from various domains, this work advances the understanding of behavioral diversity in organizations and underscores the critical role of proactive behavior in driving change, innovation, and success.

The aim of the present study is to test a model that combines the source of perceived support, be it organisational or union-based, the profile of affective commitment and the subjective career success of 1100 employees who are also members of a trade union. The results obtained from an iterative classification process identified four distinct profiles: those with very little commitment, those committed to the organisation, those committed to the trade union, and those committed to both. Two key findings emerge from this: firstly, each source of perceived support has a predictive impact on the affiliation to a specific affective commitment profile. Only in cases where individuals are poorly supported by both the organisation and the trade union do we struggle to anticipate the employee's attitude. Secondly, the commitment profile is related to subjective career success. For instance, a lack of organisational commitment appears to be far more detrimental than a lack of trade union commitment. These findings indicate that the internalisation of organisational norms resulting from the perceived support and revealed by the commitment profile can be added to the list of antecedents of subjective career success.

While there is a vast literature on the psychologically harmful effects of unemployment, there has been less scholarship aimed at helping those struggling with the motivational challenges involved in a frustrated job search. This conceptual paper draws on theory and extensive research in educational, social, and organizational psychology to explicate the likely role of mindsets in self-regulation during job search. Specifically, we outline how a person's mindset can cue patterns of functional and dysfunctional thoughts, feelings, and behaviors during a range of job search tasks, which have important implications for counseling individuals through the job search process.

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PurposeThe purpose of this paper is to investigate possible differences in the degrees of employability, leader–member exchange (LMX) and innovative work behaviours in a comparison between Belgium and the Netherlands. Although neighbouring countries, disparate national cultures between the two are assumed to influence the amount of employability, LMX and innovative work behaviours among their respective working populations. Furthermore, this paper aims to validate a mediation model across the two countries to test whether employability (partially) mediates the relationship between LMX and innovative work behaviours.Design/methodology/approachData from employees and their immediate supervisors working in small- and medium-sized enterprises (SMEs) in Belgium and the Netherlands supported the hypothesized model. Structural equation modelling was used to investigate the mediation model using a multi-source approach.FindingsThe amount of employability and innovative work behaviours of em...

This paper introduces ideas to reduce talent scarcity by binding female talent in India. As a theoretical lens Neo-Institutionalism in the Indian context is combined with the family-relatedness of work decision model. The qualitative research design and first results as well as propositions for companies are included

The paradox of Indian women’s declining presence in the labor market despite their advancements in higher education leads to questions regarding how this “leaky pipeline” can be patched and (partly) prevented. At the same time, female educational advancement in Western countries, such as Germany, does not equate to significantly more females in leadership positions or changes in gender role expectations. In both the Indian and German contextual setting, women face hurdles in developing their career and the risk of lifelong dependency or poverty. This paper clarifies the perspectives of young females on leadership careers and success before they enter the labor market and uses the results from career research to show “blind spots” that might lead to hurdles for their future careers. The second contribution of the paper is envisioning future teaching that (1) prevents females from making decisions that might lead to dependency and poverty while fulfilling organizational and societal g...

Career success and its evaluation in university graduates generate growing interest in the academy when evaluating the university according to its mission and social mandate. Therefore, monitoring university graduates is essential in measuring career success in the State Technical University of Quevedo (UTEQ, acronym in Spanish). In this sense, this article aims to identify the predictive career success factors through survey application, development of two mathematical functions, and Weka’s classification learning algorithms application for objective career success levels determination in UTEQ university graduates. Researchers established a methodology that considers: (i) sample and data analysis, (ii) career success variables, (iii) variables selection, (iv) mathematical functions construction, and (v) classification models. The methodology shows the integration of the objective and subjective factors by approximating linear functions, which experts validated. Therefore, career su...

This paper examines how important soft skills are to succeeding in the workplace in today and in modern settings. The research emphasizes how qualities including interpersonal skills, effective communication, emotional intelligence, and flexibility greatly contribute to professional growth and success through a thorough examination of the body of current literature. The report emphasizes how these abilities are becoming more and more in demand in the current workplace due to things like developing work practices that prioritize human-centric skills and technology improvements. The study shows that soft skills are essential for leadership, teamwork, and organizational dynamics in addition to improving individual job performance. It does this by combining ideas from a variety of case studies and expert analysis. Employers and educational institutions should place a higher priority on developing soft skills through focused training and curriculum integration, according to the findings. The article ends with helpful suggestions for incorporating the development of soft skills into professional and educational training programmes, with the ultimate goal of providing people with the tools they need to succeed in the workplace and support the success of their organizations.

This paper examines how important soft skills are to succeeding in the workplace in today's modern settings. The research emphasizes how qualities including interpersonal skills, effective communication, emotional intelligence, and flexibility greatly contribute to professional growth and success through a thorough examination of the body of current literature. The report emphasizes how these abilities are becoming more and more in demand in the current workplace due to things like developing work practices that prioritize human-centric skills and technology improvements. The study shows that soft skills are essential for leadership, teamwork, and organizational dynamics in addition to improving individual job performance. It does this by combining ideas from a variety of case studies and expert analysis. Employers and educational institutions should place a higher priority on developing soft skills through focused training and curriculum integration, according to the findings. The article ends with helpful suggestions for incorporating the development of soft skills into professional and educational training programmes, with the ultimate goal of providing people with the tools they need to succeed in the workplace and support the success of their organizations.

Inteligencia emocional percibida, inteligencia general y éxito profesional en el inicio de la carrera: validez predictiva e incremental. Resumen: Aunque en el estudio de los factores que afectan al éxito profesional, se han establecido conexiones entre aspectos biográficos y otros relacionados con la capacidad, los conocimientos o la personalidad, no abundan trabajos que demuestren la relación entre la inteligencia emocional y las dimensiones de éxito profesional al inicio de la carrera profesional. Cuando estos se han realizado, los resultados han mostrado relaciones significativas entre las dimensiones de la inteligencia emocional e indicadores de éxito profesional (como el salario o el nivel del puesto). En el presente trabajo, se analizan las relaciones entre la inteligencia emocional percibida, medida mediante el cuestionario Trait Meta-Mood Scale (MMS-24), la inteligencia general, evaluada mediante prueba de factor "g" de Cattell, escala 3, e indicadores extrínsecos de éxito profesional, en una muestra de 130 egresados universitarios que se encuentran en el inicio de su carrera profesional. Los resultados obtenidos en el análisis de regresión jerárquica, indican que la inteligencia emocional realiza una contribución específica y significativa a la predicción del salario, una vez controlado el efecto de la inteligencia general. Las dimensiones de la inteligencia emocional percibida TMMS control y TMMS atención, junto con el sexo, muestran una relación mayor con el éxito profesional y realizan una mayor contribución a la predicción del mismo que la inteligencia general. Se discuten las implicaciones de estos resultados para la formación futura en competencias socioemocionales a los titulados universitarios. Palabras clave: Inteligencia emocional percibida; inteligencia general; éxito profesional; salario.

It is indeed a fact that diversity helps to build a better economy, and diverse businesses are
proven to be healthier and more successful, but the lack of diversity in the workforce and
educational environment, shows that the pipeline is not moving Latinx people enough. Latinx
community is the largest minoritized community in the United States, substantially impacting the
country’s economy and society, but the United States Census Bureau (2020) estimates that out of
the 2% of the population 25 years and older who have a doctorate degree only 0.11% is Hispanic
of any race, including Latinx. The purpose of this research was to investigate the relationship
between students’ attributes before entering college as well as their college environment and the
outcomes of career success and overall and academic resilience among the Latinx community.
Three hundred and one Latinx students were surveyed, and a structural equation model (SEM)
was created, suggesting a refinement of Tinto’s conceptual schema for dropout from college to
better represent the Latinx community. This study showed that instead of exempting the
educational institutions of their responsibilities, neglecting the importance of their supportive
role by solely blaming the Latinx student and contributing to the historical actions of
discrimination and oppression in the United States educational system, they should provide an
equitable educational environment, address the deficit thinking experiences lived by Latinx
students while in college, and understand the way Latinx students see themselves when
compared to their non-Latinx peers (self-deficit thinking). These were the main environmental
factors influencing Latinx academic resilience, overall resilience, and career success, and a new
framework was observed to help stop Latinx oppression. 
Keywords: Latinx students, higher education, academic resilience, overall resilience,
career success, deficit thinking, self-deficit thinking, equity.

This qualitative study examines perceived meanings of career success across eleven countries. The results show that people define career success in ways that enrich and illuminate the basic dichotomy of objective and subjective career success and establish their relative strengths across countries. Juxtaposing our data with human resource management (HRM) practices, we contribute to the universalist versus contextualist debate in HRM by adding the career management angle. We shed light on the relative importance of cultural and institutional factors for HRM in the area of careers and add a global perspective to the discussion about agentic careers. In our discussion we offer practical suggestions for multinational companies including how to individualize HRM to address diverse views of career success.

We propose a meditational model that explains why and how leaders' humility manifests into followers' empathy, gratitude, and ethical behaviors. Building on social information-processing theory (SIP), we hypothesize that, when a leader has a high level of humility, his or her followers receive signals that increase perceptions of workplace spirituality, which fosters an environment of ethical behavior, empathy, and gratitude. We collected time-lagged survey data (three time intervals, each a month apart) from employees and their colleagues (n = 286) in nine organizations in Pakistan's telecom, education, and industrial sectors. Using structural equation modeling (SEM), we show that a leader's humility predicts his or her employees' ethical behaviors, empathy, and gratitude. Moreover, perceptions of workplace spirituality mediated the time-lagged effects of a leader's humility on his or her followers' ethical behaviors, empathy, and gratitude. Our findings largely support our theoretical foundations that indicate that a leader's humility has important implications for his or her followers' positive emotions and behaviors through a unique process involving workplace spirituality.

Personality has been viewed as source of person's attitude exhibited on the job workplace over the years. In this paper, propositions have been made about different kind of personality traits having relevance with nature of job requirements. The study tried to argue that prominent feature of personality traits can be successful in aligning with the particular job requirements. Implications have been raised by giving propositions for future researchers to validate these propositions.

Integrating social learning and career customization theories, in this research we set out to explore a trickle-down model of i-deals. We argue that managers’ own task i-deals are positively associated with employees’ task i-deals, which, in turn, also relate positively to employees’ work performance and career promotability. Moreover, we integrate two types of contextual conditions in our model. On the one hand, we propose that managers’ servant leadership moderates the positive association between managers’ own task i-deals and those of their employees. On the other, we propose that employees’ prosocial motives moderate the positive association between employees’ task i-deals and their outcomes, i.e., work performance and career promotability. Results from a matched employee- manager data set collected in the Philippines supported our empirical model. This study contributes to i-deals research by: 1) exploring antecedents to employees’ task i-deals from the lens of their managers’...

This study examines the experiences, over 6 years, of 73 managers and high level professionals who reduced their workloads to achieve more sustainable career and family outcomes. We compared personal, family, and career success outcomes for people who maintained reduced loads over time with those who went back to full time work, and we found few differences, except for more promotions for the full‐timers. To further understand our results, we identified four groups with all four possible combinations of extreme success (either very high or very low) on our two measures of success, objective and subjective. The groups were labeled Aligned Achievers, Alienated Achievers, Happy Part Timers, and Hard Luck Strivers. Subsequent qualitative analysis of group members’ reflections on the meaning of career success as well as the occurrence of significant life events helped explain the variation in their success in sustaining desired career and life arrangements over time.

This study explored employee psychological resources as explanatory mechanisms of their adaptive career concerns. Participants were 315 predominantly black (39%) and female (70%) working adults (mean age = 37 years; SD = 9 .77 years) employed in the South African services industry. Participants completed the Psychological Career Resources Inventory and the Psychosocial Career Preoccupations Scale. Multiple regression analysis showed the psychological career resources of career preferences and career values to significantly explain higher levels of preoccupations with person-environment fit and adaptation. Career values also seemed to explain higher levels of career establishment and work/life adjustment concerns. The career drivers and career harmonisers represented career self-management capacities that seemed to significantly explain lower levels of career adaptation and work/life adjustment concerns because of the intrinsic motivation to self-renew. The findings suggest the need for workplace career development practices to help employees capitalise on their psychological career resources when engaging in career adaptive behaviours across the career-life period .

This paper introduces ideas to reduce talent scarcity by binding female talent in India. As a theoretical lens Neo-Institutionalism in the Indian context is combined with the family-relatedness of work decision model. The qualitative research design and first results as well as propositions for companies are included

The paradox of Indian women’s declining presence in the labor market despite their advancements in higher education leads to questions regarding how this “leaky pipeline” can be patched and (partly) prevented. At the same time, female educational advancement in Western countries, such as Germany, does not equate to significantly more females in leadership positions or changes in gender role expectations. In both the Indian and German contextual setting, women face hurdles in developing their career and the risk of lifelong dependency or poverty. This paper clarifies the perspectives of young females on leadership careers and success before they enter the labor market and uses the results from career research to show “blind spots” that might lead to hurdles for their future careers. The second contribution of the paper is envisioning future teaching that (1) prevents females from making decisions that might lead to dependency and poverty while fulfilling organizational and societal g...

Careers are central to people's lives. They are fascinating for both those having a career and those who are their observers, be they scholars or interested bystanders. Situated at the intersection of individual biography and societal history (Grandjean, 1981) and covering issues of being, time and space (Gunz and Mayrhofer, 2018), careers mirror individual, organizational, cultural and institutional commonalities and idiosyncrasies (Briscoe, Hall, and Mayrhofer, 2012). A fascinating phenomenon is often one that affects many of us deeply, has various facets that are difficult to fully grasp, and where future developments are not easily forecast. Careers are no exception. On the one hand, careers affect everyone in the world of work and have identifiable building blocks that are interlinked. On the other hand, they are not easily captured or fully understood, and their future development is shrouded in a mist of guesses, hopes and worries. EVERYONE HAS A CAREER-AND IT MATTERS PROFOUNDLY In contrast to a popular, yet misleading, understanding that only successful people have a career, a more sober and scientifically grounded understanding suggests that every person taking part in the world of work has one. In its most reduced form, it constitutes a sequence of positions in social, temporal and geographical spaces. Of course, more sophisticated definitions abound. Here are a few examples: • The moving perspective in which the person sees his life as a whole (Hughes, 1958: 63). • The individually perceived sequence of attitudes and behaviours associated with work-related experiences and activities over the span of the person's life (Hall, 2002: 12).

† The quantitative part of this research endeavour has taken a number of years from conceptualisation through to implementation. During this time we have tried to ensure that we gained the maximum possible through this multiauthor approach while maintaining the integrity of our research. Many of the authors were involved in conceptualising the research at face-to-face meetings held twice a year for this purpose during 2007-2014. Most of the authors were involved in data collection in some capacity in their representative countries. All of the main authors and many of the members in the 5C collaborative were then involved in the subsequent initial analysis and interpretation of the data in similar biannual meetings held during 2014-2019. In between each of the whole-collaborative meetings, the main authors took the group's inputs away to work on them in meetings held face to face, via email, and Skype. The article was drafted and revised equally among the three first-named authors; critical input and revisions from the 5C collaborative was invited at intervals throughout the process. The large number of authors has facilitated the collection of an extensive, multicountry data set, and has added credibility to both the data and its interpretation that, we believe, could not have been achieved with a smaller group.

Purpose: Increasing productivity in organizations is also an important function for organizational sustainability. It is seen in the literature that organizational development issues such as job stress, task performance and job satisfaction are intensively examined. However, the deterioration of work and private life balance in recent years has also created some negative effects on business life. Design/Methodology/Approach: The concept of entrapment emerges as a concept of increasing importance in this period. The trap, which we encounter mostly in the studies conducted in the field of psychology in the literature, is also an important concept in the field of organizational development. Especially in this recent period, it is understood that issues such as the lack of direct control over the employees and the negative impact of the work/private-life balance of the employees trigger the concept of being trapped. In this study, the concepts of job stress, task performance, job satisfaction and entrapment are examined from a different perspective within the scope of corporate sustainability. With the statistical study on call center employees, some raw data were obtained from 699 people representing different demographic structures. Findings: Then, the obtained data were subjected to statistical analysis and the relationships between them were determined. Discussion: As a result of the statistical analysis, it was determined that there was a positive relationship between the concepts examined. It is thought that this study will contribute to the literature, especially in terms of revealing the relationship of the concept of entrapment with other related topics and how it affects other issues.

Life is like a lottery without the choice of gender or socioeconomic conditions at birth. Throughout life, these circumstances entail inequality of education, social status and career opportunities (Narayan et al., 2018). Although women and people of lower-class origin experience unequal career options and outcomes (Triana, Jayasinghe, Pieper, Delgado, and Li, 2019; Toft and Friedman, 2021), individual-centered perspectives on careers (Gunz and Peiperl, 2007) often neglect contextual factors, including social inequalities (Mayrhofer, Meyer, and Steyrer, 2016), and lack critical analyses of power relations within career structures (Pringle, Myers, Elley-Brown, and Reid, 2020). Those studies that target inequality in careers often focus on diversity dimensions in isolation, researching career effects of class background (Meyer and Iellatchitch, 2005) and gender (Mayrhofer, Meyer, Schiffinger, and Schmidt, 2008) independently. The interplay of these factors is rarely taken into account. Considering intersections of gender and class influences, this chapter presents and discusses the career story of a woman with a lower-class background. Rita 1 is part of ViCaPP (www .wu .ac .at/ vicapp), a career panel project tracking the careers of Vienna University of Economics and Business alumni. The social class origin of the study participants was assessed through the International SocioEconomic Index of Occupational Status (ISEI) for the occupations of respondents' fathers. Hence, the allocation of Rita's social class background to lower-class was based on the paternal ISEI for the ViCaPP sample with all three covered cohorts (graduation years 1990, 2000, 2010). Despite her background, Rita has experienced steep upward social mobility and is now the Chief Financial Officer (CFO) and Chief Executive Officer (CEO) of a well-established international company.

Individual-level political will in organizations and careers is recognized by many scholars as an important yet under-investigated construct. Only recently has a scale directly assessing political will been developed, and its validation process has just begun (Kapoutsis, Papalexandris, Treadway, & Bentley, 2017). We used the Trait-Reputation-Identity Model (McAbee & Connelly, 2016) and a triadic multisource design to explore and elucidate the nomological network of political will, including its link to objective career success. We found supporting empirical evidence for the construct (power striving) and criterion validity (hierarchical position and income) of the self-serving political will scale. However, our findings did not support the multi-rater convergence and the interpretation of the benevolent political will scale as representing an altruistic political motive. Hence, we suggest the development and validation of new items that directly relate to benevolence toward others at work. We further encourage researchers to develop and validate an additional scale assessing altruistic political will above and beyond self-serving and benevolent political will. We discuss additional implications, limitations, and directions for future research.

First and foremost l would like to thank my GOD who through His word continuously reminded me that with Him all things were possible (Mark 9:23). I would like to express my deepest gratitude to all the professional bodies and the institution that made this study possible. A special thanks to the following people for their contribution in the writing of this dissertation: My supervisor, Prof Melinde Coetzee, for her mentorship, guidance, support, stimulating suggestions and prompt constructive feedback. Her valuable knowledge and supervision has been fruitful and helped me in shaping new ideas. May the Lord bless you, keep you and His light continuously shine on you. Andries Masenge for his support, guidance, patience and unsurpassed knowledge with the data analysis. Thank you Jackie Viljoen and Yvonne Smuts for the prompt and efficient professional language editing of my thesis. Siza Selahle, thank you for assisting with the document formatting and technical layout. UNISA, thank you for providing me with the necessary academic resources, study leave and financial support. Academic co-workers, thank you for the moral support. My loving husband Fari for the motivation to reach my full potential. My dearest children, Vimbiso, Anesu and Tinotenda for being my pillars of strength, inspiration, motivation and giving me the space to complete this research project. My mother deserves special mention for her unconditional love, prayers and encouragement for all the achievements and endeavours in my life.

First and foremost l would like to thank my GOD who through His word continuously reminded me that with Him all things were possible (Mark 9:23). I would like to express my deepest gratitude to all the professional bodies and the institution that made this study possible. A special thanks to the following people for their contribution in the writing of this dissertation: My supervisor, Prof Melinde Coetzee, for her mentorship, guidance, support, stimulating suggestions and prompt constructive feedback. Her valuable knowledge and supervision has been fruitful and helped me in shaping new ideas. May the Lord bless you, keep you and His light continuously shine on you. Andries Masenge for his support, guidance, patience and unsurpassed knowledge with the data analysis. Thank you Jackie Viljoen and Yvonne Smuts for the prompt and efficient professional language editing of my thesis. Siza Selahle, thank you for assisting with the document formatting and technical layout. UNISA, thank you for providing me with the necessary academic resources, study leave and financial support. Academic co-workers, thank you for the moral support. My loving husband Fari for the motivation to reach my full potential. My dearest children, Vimbiso, Anesu and Tinotenda for being my pillars of strength, inspiration, motivation and giving me the space to complete this research project. My mother deserves special mention for her unconditional love, prayers and encouragement for all the achievements and endeavours in my life.

Integrating social learning and career customization theories, in this research we set out to explore a trickle-down model of i-deals. We argue that managers’ own task i-deals are positively associated with employees’ task i-deals, which, in turn, also relate positively to employees’ work performance and career promotability. Moreover, we integrate two types of contextual conditions in our model. On the one hand, we propose that managers’ servant leadership moderates the positive association between managers’ own task i-deals and those of their employees. On the other, we propose that employees’ prosocial motives moderate the positive association between employees’ task i-deals and their outcomes, i.e., work performance and career promotability. Results from a matched employee- manager data set collected in the Philippines supported our empirical model. This study contributes to i-deals research by: 1) exploring antecedents to employees’ task i-deals from the lens of their managers’...

This paper aims to move the research field on sustainable careers forward by building conceptual clarity about what a sustainable career means and delineating what distinguishes sustainable from non-sustainable careers, thereby providing key indicators of a sustainable career. Moreover, we approach sustainable careers from a systemic and dynamic perspective and address influential factors associated with stakeholders situated in multiple contexts and evolving over time. We elaborate on core theoretical frameworks useful for enhancing our understanding of what makes careers sustainable and present three key dimensions that can help to analyze and study sustainable careers: person, context, and time. Finally, we propose a research agenda that we hope will spur scholars to examine the topic in more detail in future empirical work.

In light of the research gap in the entrepreneurship literature on the contextual variables and values impacting the entrepreneurial career decision-making, this thesis had been designed to combine - by means of rapprochement – threads of thought from three seemingly distinct disciplines: career development, entrepreneurial psychology and active citizenship. In order to resolve the gap, the research presented 'borrows' from vocational psychology into the entrepreneurship enquiry in order to understand more about: 1) how entrepreneurship may help express different career orientations and personal goals and 2) the consequences of these orientations and goals for business behaviours and success. It also addresses the research into the contextual variables and values by introducing two concepts which are new to the domain: calling and active citizenship behaviour. Active citizenship can be regarded as a distal personal variable in the Social Cognitive Career Theory model and is ...

Research on women's career equality and leadership is growing in importance for advancing social justice, equal employment opportunity, and global and national economic goals. Despite the increased attention being paid to gender equality for decades, progression has slowed or stalled around the globe, in many countries, such as United States. The goal of this special issue is to address the persistent research‐to‐practice gap in developing and implementing practical solutions for a positive change to advance women's career equality. In this introduction, we provide a brief overview of the approaches used to study women's careers and discuss how research and practices that are more inclusive of women's needs, values, and career experiences should be broadened to include more expansive and less‐gendered notions of careers. Then, we introduce the articles in the special issue that inform current directions in (a) career and leadership theory, research, and methodologies...

† The quantitative part of this research endeavour has taken a number of years from conceptualisation through to implementation. During this time we have tried to ensure that we gained the maximum possible through this multiauthor approach while maintaining the integrity of our research. Many of the authors were involved in conceptualising the research at face-to-face meetings held twice a year for this purpose during 2007-2014. Most of the authors were involved in data collection in some capacity in their representative countries. All of the main authors and many of the members in the 5C collaborative were then involved in the subsequent initial analysis and interpretation of the data in similar biannual meetings held during 2014-2019. In between each of the whole-collaborative meetings, the main authors took the group's inputs away to work on them in meetings held face to face, via email, and Skype. The article was drafted and revised equally among the three first-named authors; critical input and revisions from the 5C collaborative was invited at intervals throughout the process. The large number of authors has facilitated the collection of an extensive, multicountry data set, and has added credibility to both the data and its interpretation that, we believe, could not have been achieved with a smaller group.

Purpose-The purpose of this paper is to develop a self-managed career model, in which protean and boundaryless careers were used. Design/methodology/approach-A hybrid methodology is proposed where Buckley's fuzzy analytic hierarchy process (FAHP) method was used for prioritization of these criteria, sub-criteria, and indicators, and fuzzy TOPSIS method was used to select the most appropriate career path for a given individual. Findings-The hybrid model for self-managed career was tested with a real numerical example. Findings were congruent with the example's current career and future career aspirations. Research limitations/implications-The model was tested with one numerical example. The model could be applied to individuals from various cultures, age groups and backgrounds to further discuss its validity. Originality/value-Career decisions are affected from individuals' values and perceptions. New career orientations like Protean and Boundaryless Career are built upon this fact to include subjectivity. Because of the shortcomings of traditional methods to deal with uncertainty related to subjective evaluations, a FAHP and fuzzy TOPSIS based hybrid multi-attribute decision-support model was utilized to help individuals with their career decisions.