For example, this is a graph of yourmorals.org data and you’ll notice that conservatives are more likely to attribute their success at work and in relationships to effort (an internal-controllable trait) versus ability (internal, but not necessarily controllable) or context/luck (external). This attributional divide has been documented in other published research.
<![endif]>
Note: a search at yourmorals.org resulted in no useful articles
PEW RESEARCH CENTER
46% vs. 42% – Good Connections Beat Hard Work
By a margin of 46-42, Americans say that the rich are rich mainly because they know the right people or are born into wealth rather than because of hard work, ambition or education. Perhaps unsurprisingly, the upper class is less likely to attribute their success to family ties or connections with 56% saying that rich people achieve their money through hard work. Most of the lower class (53%) believes that connections are the key. Read more
<![if !vml]> src=”https://www.johnfgroom.com/wp-content/uploads/take-action/keeping-score/image0041.gif” alt=”Good Connections Beat Hard Work” v:shapes=”Picture_x0020_32″><![endif]><span
style=’font-size:13.5pt;font-family:”Times New Roman”;mso-fareast-font-family:
“Times New Roman”;mso-bidi-font-family:”Times New Roman”;color:black’>
Source: <a
href=”http://pewresearch.org/databank/dailynumber/?NumberID=564″>http://pewresearch.org/databank/dailynumber/?NumberID=564
Harvard University research shows that the most successful people in the world attribute 87.5 % of their success to their SOFT SKILLS and only 12.5 % of their success to their HARD SKILLS(Domain Skills (Engineering, Medicine, Science and all of
other traditional<span
class=apple-converted-space> <a
href=”http://educationview.blogspot.com/”>education<span
class=apple-converted-space> <span
class=apple-style-span>we spend `decades in acquiring!)
Source: <a
href=”http://successskill.blogspot.com/search/label/Harvard%20University%20research”>http://successskill.blogspot.com/search/label/Harvard%20University%20research
Unable to locate the original study, not sure how credible the content is, but content is right on target
<a
href=”http://2.bp.blogspot.com/_Cj4OC099w2k/TMy2O2vs4YI/AAAAAAAAAv8/pUVrW-s-BKg/s1600/dont-soft-skill-mejpg.jpg”>http://2.bp.blogspot.com/_Cj4OC099w2k/TMy2O2vs4YI/AAAAAAAAAv8/pUVrW-s-BKg/s1600/dont-soft-skill-mejpg.jpg
<![if !vml]> src=”https://www.johnfgroom.com/wp-content/uploads/take-action/keeping-score/image0061.gif” v:shapes=”Picture_x0020_34″><![endif]>
An investigation into the differential profile of predictors of objective and subjective career success
|
Document Information: |
|||||||||||||||||||
|
Title: |
An investigation into the differential profile of predictors of objective and subjective career success |
||||||||||||||||||
|
Author(s): |
Ghulam R. Nabi<span |
||||||||||||||||||
|
Citation: |
Ghulam R. Nabi, (1999) “An investigation into the differential profile of predictors of objective and subjective career success”, Career Development International, Vol. 4 Iss: 4, pp.212 – 225 |
||||||||||||||||||
|
Keywords: |
<a |
||||||||||||||||||
|
Article type: |
Research paper |
||||||||||||||||||
|
DOI: |
title=”DOI resolver for 10.1108/13620439910270599.”>10.1108/13620439910270599<span |
||||||||||||||||||
|
Publisher: |
MCB UP Ltd |
||||||||||||||||||
|
Abstract: |
This research examined the different profile of individual, opportunity structure, and career strategy variables related to both objective (salary) and subjective (self-perceived) career success. Questionnaire data were obtained from a stratified sample of 723 full-time employees at several higher education institutions in the north of England. Controlling for age, tenure, gender, and occupation, a different profile of factors predicted objective and subjective career success. The highest objective career success was reported by employees with a high level of education, who worked in larger organizations with well-structured progression ladders and invested considerable effort in their work role. In contrast, the highest subjective career success was reported by employees who were high on work centrality, who worked in organizations with well-structured progression ladders and employment security, and who networked frequently yet reported a lack of ambition. The theoretical and practical implications of these findings are discussed, together with avenues for further research. Source: <a
Fig Source: <a <![if !vml]> Fig Source: <a
<![if !vml]>
Fig source: <a <![if !vml]>
Fig source: <a
<![if !vml]>
Fig source: <a <![if !vml]>
Situational characteristics and subjective career success: The mediating role of career-enhancing strategies style=’width:423.75pt;mso-cellspacing:1.5pt;mso-yfti-tbllook:1184′> |
Document Information: |
Title: |
Situational characteristics and subjective career success: The mediating role of career-enhancing strategies |
Author(s): |
Ghulam R. Nabi<span |
Citation: |
Ghulam R. Nabi, (2003) “Situational characteristics and subjective career success: The mediating role of career-enhancing strategies”, International Journal of Manpower, Vol. 24 Iss: 6, pp.653 – 672 |
Keywords: |
<a |
Article type: |
Research paper |
DOI: |
title=”DOI resolver for 10.1108/01437720310496148.”>10.1108/01437720310496148<span |
Publisher: |
MCB |
Abstract: |
This paper examined the role of career-enhancing strategies (CESs) as mediators of the relationship between situation-centred characteristics (e.g. career prospects) and subjective career success. CESs included self-nomination, networking behaviour and consultation with mentors. Subjective career success was measured using two criteria, intrinsic job success and perceived career success. Questionnaire data was collected from 283 full-time support personnel in the UK. Results provided partial support for the mediating role of CESs between situational characteristics and subjective career success. Specific CESs played a mediating role in the relationship between specific situation-centred variables and intrinsic job success. Self-nomination and networking played a mediating role between career prospects and intrinsic job success. Networking also played a mediating role between security and intrinsic job success. The theoretical and practical implications of these findings are discussed, together with avenues for further research. Source; http://www.emeraldinsight.com/journals.htm?articleid=848395&show=html |
|
Fig Source:
<a
href=”http://t2.gstatic.com/images?q=tbn:ANd9GcR_e1NLTU6BbdqwA5RUjma92QDHSJgl9Xg35PHv4Pan-crpmAWe”>http://t2.gstatic.com/images?q=tbn:ANd9GcR_e1NLTU6BbdqwA5RUjma92QDHSJgl9Xg35PHv4Pan-crpmAWe
<![if !vml]> src=”https://www.johnfgroom.com/wp-content/uploads/take-action/keeping-score/image018.gif” v:shapes=”Picture_x0020_15″><![endif]>
Towards developing a theoretical framework for measuring public sector managers’ career success
|
Document Information: |
|
|
Title: |
Towards developing a theoretical framework for measuring public sector managers’ career success |
|
Author(s): |
<a |
|
Citation: |
Roziah Mohd Rasdi, Maimunah Ismail, Jegak Uli, Sidek Mohd Noah, (2009) “Towards developing a theoretical framework for measuring public sector managers’ career success”, Journal of European Industrial Training, Vol. 33 Iss: 3, pp.232 – 254 |
|
Keywords: |
<a |
|
Article type: |
Literature review |
|
DOI: |
title=”DOI resolver for 10.1108/03090590910950596.”>10.1108/03090590910950596<span |
|
Publisher: |
Emerald Group Publishing Limited |
|
Abstract: |
Purpose<span Design/methodology/approach – The theoretical foundation used in this study is social cognitive career theory. To conduct a literature search, several keywords were identified, i.e. career success, objective and subjective career success, managers, managerial career development and social cognitive career theory. Several electronic databases available in the university’s library, such as Emerald, EBSCOHost, SAGE, Science Direct and Blackwell Synergy, were used to search for resources. Literature includes sources written in both English and Malay. Findings<span Research limitations/implications – The study was exploratory, based on a literature review. Empirical study is needed to examine the predictive potential of the four key factors (i.e. individual-related factors, organizational-related factors, managerial competencies-related factors, and person-environment fit factor) for public sector managers’ career success. Practical implications – Strengthening the HRD framework through organizational development, personnel training and development and career development may develop and unleash individual potential which leads to positive career outcomes (objective and subjective career success). Originality/value<span |
Source: <a
href=”http://www.emeraldinsight.com/journals.htm?articleid=1784683&show=html”>http://www.emeraldinsight.com/journals.htm?articleid=1784683&show=html
Fig Source: <a
href=”http://t0.gstatic.com/images?q=tbn:ANd9GcTo24o6bl3ufUCBx8-AJ_MqATPGGmu_0c-ugXENwpXYJsCOR4Jm”>http://t0.gstatic.com/images?q=tbn:ANd9GcTo24o6bl3ufUCBx8-AJ_MqATPGGmu_0c-ugXENwpXYJsCOR4Jm
<![if !vml]> src=”https://www.johnfgroom.com/wp-content/uploads/take-action/keeping-score/image020.gif” v:shapes=”Picture_x0020_29″><![endif]>
An Empirical Investigation of the Predictors of Executive Career Success
Timothy A. Judge, Daniel M. Cable, John W. Boudreau, Robert D. Bretz Jr. http://digitalcommons.ilr.cornell.edu/cgi/viewcontent.cgi?article=1232&context=cahrswp
Self- and Other-Referent Criteria of Career Success
Journal of Career Assessment August 200311: 262-286
http://pheslin.cox.smu.edu/download/publications/criteria_of_career_success_article.pdf
