General Information part1

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.

Source:www.polipsych.com

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

Good Connections Beat Hard Work

Source: pewresearch.org

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 education we spend decades in acquiring!)

Source: successskill.blogspot.com

Unable to locate the original study, not sure how credible the content is, but content is right on target

blogspot.com

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, (School of Health and Social Sciences, Coventry University, Coventry, UK)

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:

Career development, Higher education, Salaries, United Kingdom

Article type:

Research paper

DOI:

10.1108/13620439910270599 (Permanent URL)

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: www.emeraldinsight.com

Fig Source: www.emeraldinsight.com

Fig Source:

www.emeraldinsight.com

Fig source: www.emeraldinsight.com

Situational characteristics and subjective career success: The mediating role of career-enhancing strategies

Document Information:
Title:	Situational characteristics and subjective career success: The mediating role of career-enhancing strategies
Author(s):	Ghulam R. Nabi, (Leeds Business School, Leeds Metropolitan University, Leeds, UK)
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:	Career development, Careers, United Kingdom
Article type:	Research paper
DOI:	10.1108/01437720310496148 (Permanent URL)
Publisher:	MCB UP Ltd
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-centered 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: www.emeraldinsight.com

Fig Source:

http://t2.gstatic.com

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):	Roziah Mohd Rasdi, (Department of Professional Development and Continuing Education, Faculty of Educational Studies, Universiti Putra Malaysia, Serdang, Selangor, Malaysia), Maimunah Ismail, (Department of Professional Development and Continuing Education, Faculty of Educational Studies, Universiti Putra Malaysia, Serdang, Selangor, Malaysia), Jegak Uli, (Department of Professional Development and Continuing Education, Faculty of Educational Studies, Universiti Putra Malaysia, Serdang, Selangor, Malaysia), Sidek Mohd Noah, (Department of Counselor Education and Counseling Psychology, Faculty of Educational Studies, Universiti Putra Malaysia, Serdang, Selangor, Malaysia)
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:	Career development, Careers, Malaysia, Managers, Public sector organizations
Article type:	Literature review
DOI:	10.1108/03090590910950596 (Permanent URL)
Publisher:	Emerald Group Publishing Limited
Abstract:	Purpose – The purpose of this paper is to develop a theoretical framework for measuring public sector managers’ career success. 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 – The four factors that have predictive potential on managers’ career success are individual-related factors, organizational-related factors, managerial competencies-related factors, and the person-environment fit factor. Career success should be operationalized using both objective and subjective career success. 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 – The research constructs a theoretical framework which outlines the predictive potential of four key factors on public sector managers’ career success. The four key factors can be developed through HRD practices.