Successfully Predicting Career Success: An Application of the Biographical Inventory Childs, Auralee, Klimoski, Richard J.. Journal of Applied Psychology. Washington: Feb 1986.Vol.71, Iss. 1; pg. 3, 6 pgs
Abstract (Document Summary)
A study was conducted to investigate the validity of a biographical inventory in the prediction of general occupational success. The subjects were 555 students who had enrolled in introductory real estate principles courses at several midwestern colleges and business schools and who provided life history data as part of a larger study on the antecedents of success in real estate sales. Subjects were contacted 2 years later to provide data on 12 measures of general occupational success. Success data were analyzed, and 3 occupational success criterion composites were derived: job, pers onal, and career success. Five biodata factors -- social orientation, economic stability, work ethic orientation, educational achievement, and interpersonal confidence -- were subjected to multiple regression analysis to relate them to success composites. The factors showed statistically and practically significant proportions of criterion variance for all 3 composites.
Predictors for Managers' Career Mobility, Success, and Satisfaction Gattiker, Urs E., Larwood, Laurie. Human Relations. New York: Aug 1988.Vol.41, Iss. 8; pg. 569, 23 pgs
Abstract (Document Summary)
Objective career success and career satisfaction are studied using the predictors of: 1. demographics, 2. career choices, 3. success criteria, and 4. family variables. Questionnaires were completed by 215 individuals at 17 major firms operating in California. Results suggest that, in general, the amount of satisfaction in the career is related to the degree to which the individual's own success criteria are believed to have been met, particularly if the individual puts great importance on these criteria. The results also seem to support Landy's (1985) claim that career decisions made more than 10 years ago usually no longer provoke any strong emotion in individuals. People may believe that certain past choices have been important to their current success, but these correlations apparently do not exist. It is concluded that people's domestic lives correlate significantly with their level of career success; a definite correlation between these variables and career satisfaction also is found.
Predictors for Career Achievement in the Corporate Hierarchy Gattiker, Urs E, Larwood, Laurie. Human Relations. New York: Aug 1990.Vol.43, Iss. 8; pg. 703, 24 pgs
Abstract (Document Summary)
The relationships are examined between objective and perceived career achievement and career choices, success criteria, family variables, and demographics, as well as vocational congruence between career and the individual. The congruence model is tested by using objective and subjective measures. A sample comprising more than 200 managers from a variety of organizations revealed that demographic and family variables relate to individual perceptions of career achievement as well as to objective indicators of career achievement within a corporate hierarchy. The most important finding was that the factors explaining objective career achievement and individual perceptions of career achievement were not always identical. While the applicability of the general congruence model in career research seems limited, the functional congruence model is supported with the data obtained.
What do proactive people do? A longitudinal model linking proactive personality and career success Scott E Seibert, Maria L Kraimer, J Michael Crant. Personnel Psychology. Durham: Winter 2001.Vol.54, Iss. 4; pg. 845, 30 pgs
Abstract (Document Summary)
A model linking proactive personality and career success through a set of 4 behavioral and cognitive mediators was developed and tested. A 2-year longitudinal design with data from a sample of 180 full-time employees and their supervisors was used. Results from structural eq uation modeling showed that proactive personality measured at Time 1 was positively related to innovation, political knowledge, and career initiative, but not voice; all measured at Time 2. Innovation, political knowledge, and career initiative in turn had positive relationships with career progression (salary growth and the number of promotions during the previous 2 years) and career satisfaction. Interestingly, voice had a negative relationship with career progression.