Career Success

Within the vast literature on the antecedents of career success, the success criterion has generally been operationalized in a rather deficient manner. Several avenues for improving the conceptualization and measurement of both objective and subjective career success are identified. Paramount among these is the need for greater sensitivity to the criteria that study participants , in different contexts, use to construe and judge their career success. This paper illustrates that contextual and individual factors are likely to be associated with the relative salience of objective and subjective criteria of career success. Drawing on social comparison theory, propositions are also offered about when self-and other-referent success criteria are likely to be most salient. A broader research agenda addresses career success referent choice, organizational interventions, and potential cultural differences. This article maps out how future research can be more sensitive to how people actually do conceptualize and evaluate their own career success.

In contrast to the multitude of studies predicting career success, curiously little attention has been devoted to exploring and understanding the nature of career success. With little understanding of what people consider when they evaluate their careers, how can we have confidence in the results of research predicting when people will experience career success? Careers research has typically predicted ‘‘objective’’ career success (e.g., pay level and rate of promotion). Over the last couple of decades, studies have also begun to investigate what leads to ‘‘subjective’’ career success (i.e., people’s reactions to their own careers), most often indicated by their job satisfaction. The problem is that both approaches ignore a range of factors that people consider when assessing their careers. For instance, within each level of wealth and occupational status, some people view their careers as much more (or less) successful than do others. This variation seems to reflect different perspectives on what amounts to a ‘‘successful’’ career. In light of the considerable time, effort, and self-concept many people invest in their careers, the degree of success they realize in this domain is highly consequential. This paper reflects the view that increased knowledge about the nature of career success may help you to discover and take initiatives that make your career feel more ‘‘successful.’’ After discussing the nature and limitations of prevailing conceptions of objective and subjective success, initiatives are offered for potentially increasing your experience of career success.

Abstract-- Research suggests hat women may be underrepresented in top management positions because of organizational policies and practices that subtly influence their career paths. This survey of 191 professional and managerial women in Norway investigated the relationships among organizational supports (e.g. support and encouragement, training and development), work pressures (e.g. hours worked, work-family conflict), and work outcomes uch as career and job satisfaction. Results indicated that work pressures were significantly related to satisfaction, but not to perceived opportunities for career progress. The organizational supports were positively correlated with all the work outcomes, indicating that women were more satisfied with both career and job when organizational supports were present. When combined with individual characteristics and work pressures in regression analyses, organizational supports till made positive contributions to satisfaction at work. The findings were...

Purpose – Virtually all contemporary scientific papers studying careers emphasize its changing nature. Indeed, careers have been changing during recent decades, for example becoming more complex and unpredictable. Furthermore, hallmarks of the new career – such as individual agency – are clearly increasing in importance in today’s labor market. This led the authors to ask the question of whether these changes are actually visible in the topics that career scholars research. In other words, the purpose of this paper is to discover the trending topics in careers.

Design/methodology/approach – To achieve this goal, the authors analyzed all published papers from four core career journals (i.e. Career Development International, Career Development Quarterly, Journal of Career Assessment, and Journal of Career Development) between 2012 and 2016. Using a five-step procedure involving three researchers, the authors formulated the 16 most trending topics.

Findings – Some traditional career topics are still quite popular today (e.g. career success as the #1 trending topic), whereas other topics have emerged during recent years (e.g. employability as the #3 trending topic). In addition, some topics that are closely related to career research – such as unemployment and job search – surprisingly turned out not to be a trending topic.

Originality/value – In reviewing all published papers in CDI, CDQ, JCA, and JCD between 2012 and 2016, the authors provide a unique overview of currently trending topics, and the authors compare this to the overall discourse on careers. In addition, the authors formulate key questions for future research.

Subjective career success is typically measured relative to self-referent criteria, such as a person's career goals and aspirations. Part-time MBA students were asked to evaluate their " career success to this point in time " and to be specific about how they know the extent to which their career is successful. Drawing on Festinger's social comparison theory, this study examined whether they also use other-referent criteria, such as satisfaction with their income relative to their career peers. Other-referent success criteria were generated by 68% of participants. In addition, other-referent success explained 12% of unique variance in perceptions of overall career success. As predicted, participants with an entity implicit person theory (i.e., belief that ability and personality are largely fixed attributes) exhibited greater reliance on other-referent criteria. These results have implications for the conceptualiza-tion and measurement of career success, as well as for fostering the extent to which people experience career success.

An increasingly dynamic career context has changed the nature of careers and led to the emergence of more autonomous and self-directed boundaryless careers. The common idea in different forms of boundaryless careers is mobility. Psychologically and physically mobile individuals start to manage their own careers in terms of their personal pursuits. In such a career environment, the nature of career success has also changed. The importance of subjective career success has been emphasized more than objective career success because only individuals themselves can meaningfully define and assess their career success with reference to their own self-defined standards, needs, and values in such an unstable environment. With the transmission of career responsibility to the individuals, the need to develop career competencies as knowing why competencies, knowing whom competencies, and knowing how competencies emerge in order to survive and become successful. This study reviews the theoretical background of career and the new career concepts as boundaryless career, within a constantly changing environment which makes it impossible to become successful unless gaining new competencies and survival methods.  The new approaches to career success and main reasons behind the growing emphasize on subjective career success success will also be examined.   

Changes in the labor market (e.g. outsourcing, subcontracting) have led to the
appearance of "new" types of careers, focused on the employee's personal growth, as
well as to an increase in the practice of freelancing. Some features of freelance work
could potentially foster the development of these employee-centered career paths.
Freelancing-prone professions (i.e. translation) provide ideal conditions to study this
phenomenon. A sociodemographic and occupational questionnaire was applied to a
group of translators working in the Chilean market (N = 276), alongside Shockley's
Subjective Career Success Inventory (2015). Income, work experience and frequency
of translation work were found to be strongly associated with translators' levels of
subjective career success, while freelance work was found to be highly associated with
translators' perception of authenticity

Women in management positions in Germany are still underrepresented. It seems that the existing approaches do not change the situation significantly. Numerous studies are still analyzing the issues about the barriers women face as well as how to prevent and reduce their influences. However, it is
clear that the current instruments and measures are not sufficient enough to improve the number and acceptance of women in leadership positions. The current study analyzes visible behavior, which seems to be a sign of the acceptance of managers. It is assumed, that acceptance has a substantial
influence on career success of managers. First results show, that acceptance could have an perceived influence on career success. In addition, there could be identified different indicators of acceptance regarding the gender of the manager.

Structural Engineers are a significant presence in today's workforce; however, few rise to the top management ranks. Therefore, there is a critical need to better understand the predictors that facilitate their career success. This study examined several variables that may contribute to structural engineers extrinsic (salary and promotions) and intrinsic (career satisfaction) success. Predictive variables include human capital (level of educational attainment and CE licensure examination rating). The aims of this study are the following: First, identify the status of structural engineers in terms of human capital. Secondly, determine the level of career success of structural engineer in terms of compensation fringe benefits and career satisfaction. Third, identify the factors predict extrinsic and intrinsic and Fourth, designed a career planning model which serves as a guide for young structural engineers to be successful that will help them to manage their career in the near future. This study used the descriptive method of research with questionnaires as the main data-gathering instrument. Statistical tests of Regression Analysis, percentage and weighted mean values were used to enable researcher give appropriate responses to the statement of the problem. Some interesting insights of the study are: The profile of structural engineers in terms of human capital contributes in the success of structural engineer. The level of educational attainment and Civil engineering examination rating were found to have highly contributed to career satisfaction of structural engineers. Further, the level of educational attainment can best predict extrinsic success in terms of promotion. Through the data results, two predictors will highly contribute to career success of structural engineers. These predictors such as level of educational attainment and CE licensure examination were chosen as integral factors to be indicators in the career planning model.

Purpose: The objectives of this conceptual chapter are to examine the host country's institutional and cultural characteristics that have an impact on SIE's career success, and to propose a research model and agenda. Scope/method: Since there is almost no research on the impact of host country characteristics on SIE's career success, we reviewed the general literature on expatriate career success and identified the specific factors that will affect SIEs career success. Results. The major host country institutional characteristics that have an impact on SIEs' career success include compensation levels, quality of life, labor markets characteristics, employment regulations, and SIEs' skills utilisation level. The major host country cultural characteristics are cultural distance, language, diversity climate and preferred organisational culture. We add the concept of host country's reputation. Conclusion. We propose a research model on the impact of host country institutional and cultural characteristics on SIE career success and satisfaction, adding the host country reputation and using a few moderating variables.

The emphasis on the notion of boundaryless careers has stimulated a growing research interest in the relationship between inter-organizational mobility and career success. The present study explores the effect of external and internal careers on salary attainments of managerial and professional employees. The research has been conducted in a sample of highly educated employees in Italy and proposes an original approach to the modelling of career paths based on the respondents’ retrospective career history. We found that inter-organizational mobility only has a positive impact on objective success for workers engaged in professional careers. Theoretical implications for career research as well as applied implications are discussed.

ÖZET Bu çalışmanın amacı, muhasebe meslek mensuplarının proaktif kişilik özelliklerinin UFRS' ye bakış açılarına ve bilgi düzeylerine etkisini, kariyer memnuniyeti üzerinden ölçmektir. Proaktif kişilik yapısına sahip bireyler, iş hayatındaki hedeflere ulaşmak için sürekli kendilerini geliştirir ve bu yönde caba içinde olurlar. Kariyerlerinden memnun olan meslek mensuplarının, mesleki gelişmeleri yakından takip etmeleri ve değişime olumlu bakmaları beklenir. Yapılan araştırma sonucunda, proaktif kişilik yapısına sahip olan muhasebe meslek mensuplarının, kariyerlerinden memnun oldukları, kariyer memnuniyeti yüksek olan muhasebe meslek mensuplarının UFRS değerleme ölçülerini bilme düzeylerinin yüksek olduğu tespit edilmiştir. Anahtar Kelimeler: Proaktif Kişilik, UFRS, Kariyer Memnuniyeti, Muhasebe Meslek Mensubu, Mesleki Bilgi JEL Sınıflandırması: M12, M41 The Effect of Proactive Personality of CPAs on Career Satisfaction, IFRS Perception And Knowledge Level ABSTRACT The purpose of this study is to test effect of proactive personality of CPAs on career satisfaction, IFRS perception and knowledge level. In order to achieve their goals in work life, individuals with proactive personality improve themselves continuously and are always in struggle for the improvement. Satisfied members of the profession are expected to follow their professional development closely and perceive improvement positively. As a result of the study, it has been discovered that the accounting members with proactive personality are happy with their career, and has been identified that those highly satisfied members are fully aware of the knowledge of IFRS and have high awareness of valuation measures.

The purpose of this study was to examine the degree to which gender moderates the associations of human capital and social capital with academic career success. Two common indicators of academic career success are achieving a high academic rank and a leadership position. The final sample of this study was determined based on the response rate of the distributed questionnaires (62%), totaling 469 lecturers (men = 55.7%, women = 44.3%). To examine the associations of career predictors and outcomes, hierarchical regression analyses were performed. Results show that gender does not affect academic rank, but age does, suggesting that older men and women tend to have a higher academic rank. Then, women ought to be older to reach a (higher) leadership position, whereas younger men already have a leadership position. Next, committee appointment is important for achieving a (higher) leadership position. Intra-organizational networking is essential for gaining a (higher) leadership position. Inter-organizational networking is not important for women's leadership position and is even counterproductive for men's leadership position. The findings suggest that factors that contribute to men's academic career success are not necessarily applicable to women's academic career success.

A growing number of publications indicate that being physically active can aff ect various aspects of life, including professional work. The aim of the article is to present the relationship between physical activity and income levels. The research involved the use of the integrated Social Diagnosis database. Social Diagnosis is a comprehensive survey of households and the conditions and quality of life of Polish people. The results of the conducted study show that there is a signifi cant diff erence in the income of people who practice sport and those who do not. This research is also unique because it examines how taking up and discontinuation of practicing sport aff ects income. It can be concluded that undertaking of physical activity is connected with a higher average income, and to the contrary, a discontinuation of physical activity is connected with lower income.

The purpose of this paper is to explore factors affecting career success of graduate students from Ho Chi Minh City Open University in Vietnam. By employing mixed research method with qualitative and quantitative techniques, we first conducted in-depth interview with 20 graduate students to find out factors that can affect their career success, and then quantitative data was collected with a survey of 436 graduate students in V(ietnam. We employ Partial Least Squares Structural Equation Modeling (PLS-SEM) with Smart PLS 3.2 software to analyze the collected data. The finding suggests that individual competences, working experience, personal networks and organizational structure were crucial factors that influence objective career success, while individual aspirations and personal networks were important factors for subjective career success. The paper provides important implications for organizations and educational institutions to enhance career success of their workers.

Despite the literature suggesting that person-organization work values fit lead positive work related outcomes, there is no empirical evidence for its effect on subjective career success. The purpose of this paper is to investigate the relationships of four dimensions of person-organization work values fit (comfort and security, competence and growth, status and independence as well as, social aspects) and subjective career success including whether work engagement moderates these relationships. The sample comprises 364 white-collar workers in Istanbul, with hierarchical multiple regression analyses being used to test the hypotheses. The results show that all four dimensions of work values fit are positively related to subjective career success. In regard to the moderating effect, work engagement is found to have a significant effect on the relationships between status and independence work values fit-subjective career success as well as competence and growth work values fit-subjective career success.

Purpose – The purpose of this paper is to explore notions of career success from a process-oriented perspective. The authors argue that success can be usefully conceptualized as a subjectively malleable
and localized construct that is continually (re)interpreted and (re)shaped through the interaction between individual agency and macro-level structures.
Design/methodology/approach – The paper employs a qualitative methodology drawing on 32 in-depth semi-structured interviews with female academics from eight countries in the Arab Middle East.
Findings – Findings of this study provide an empirical validation of the suggested Career SuccessFramework and moves toward an integrative model of objective and subjective career success criteria.
More specifically, the findings showed that women’s definitions of success are: first, localized in that they capture considerations relating to predominant institutions in the region (i.e. family and gender
ideology); second, subjectively malleable in that they capture women’s agency embedded in specific macro-level structures; and finally, process oriented in that they reflect a dynamic interaction between
the structure agency as well as the subsequent actions, strategies, and behaviors women adopt to alleviate tension and reach their personal notions of career success.
Practical implications – The authors suggest that there may be value in customizing human resource management policies in the region around the salience of family and community service. Moreover,
organizations can play a pivotal role in supporting women to work through the experienced tensions. Examples of such support are mentoring programs, championing female role models, and designing
corporate social responsibility initiatives geared toward shifting mandated gender structures in the region. Finally, the authors argue that organizations could benefit by supporting women’s atypical
patterns of career engagement to allow for interactions with wider circles of stakeholders such as the community. This requires organizations to rethink their career success criteria to allow for the integration of non-traditional elements of career.
Social implications – Adopting a more process-oriented view of career success avoids reification by drawing attention to local macro-level structures as well as individual agency. It also suggests that
existing norms for how “success” is understood are only one element in a wider process of what it means to be “successful”, thereby opening space for more diverse and localized conceptualizations.
Originality/value – This paper provides a more process-oriented consideration of career success, highlighting the importance of understanding how perceived tensions shape an individual’s behaviors,
actions, and career strategies. The value of this contribution is that it allows us to better understand the complex interaction of structure and agency in shaping an individual’s notions of career success.
Keywords - Higher education, Gender, Qualitative research, Career success, Family, Cross-cultural management, Structuration theory, Academic careers, Arab Middle East, Career theory, Structure agency
Paper type-  Research paper

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.

A successful transition from university to working life requires that graduates are able to employ their education and academic competences in real working-life contexts. Our previous research showed that graduates varied in how they were able to reflect on their competences at the time of graduation. The present longitudinal mixed-method study follows the same graduates and explores their evaluations of the usefulness of university education and career success, three years after graduation. The follow-up data consisted of 57 graduates' survey answers analysed by quantitative and qualitative methods. The results showed that graduates who were able to describe and evaluate more competences at the time of graduation perceived their current jobs to correspond more to their education. Graduates with more limited evaluations of their competences, on the other hand, had experienced more challenges related to employment and were more uncertain of their goals. The results also showed that having diverse competences and an ability to recognise them at the time of graduation is important for later career success and may also be related to what kind of challenges graduates face in working life.

Una serie de cambios en el mercado laboral (ej., tercerización; subcontratación) han causado la emergencia de nuevas carreras laborales, centradas en el crecimiento personal del empleado, y el aumento en la frecuencia del trabajo independiente, cuyas características permitirían desarrollar este tipo de carreras. Algunas profesiones, como la del traductor, ejercen este tipo de trayectoria con más frecuencia que la mayoría. Se sostuvo que los traductores con trayectorias laborales independientes desarrollarían más la dimensión del éxito laboral subjetivo relacionada con su vida personal, y que los traductores que ejercen su traducción con mayor frecuencia harían lo propio respecto a la dimensión de autenticidad. Se aplicó un cuestionario sociodemográfico y laboral a un grupo de traductores chilenos y residentes en Chile (N = 276), así como el inventario sobre el éxito en la carrera laboral subjetivo (SCSI) de Shockley et al. (2015), traducido al español. Se encontraron asociaciones entre variables sociodemográficas, laborales y las dimensiones del éxito laboral subjetivo. Adicionalmente, se realizó un análisis predictivo de estas dimensiones a partir de las variables del cuestionario. Se mantuvo la hipótesis relacionada con la autenticidad de los traductores. Ejercer la profesión de traductor con mayor continuidad tendría efectos positivos en los niveles de éxito en la carrera laboral subjetivo, particularmente respecto a las dimensiones de autenticidad (rs = 0,408, p<0,01) y satisfacción (rs = 0,388, p<0,01). Por otro lado, el comportamiento de la dimensión vida personal sería más complejo, e iría más allá del ejercicio independiente de la profesión (U = 8275, p = 0,095).

Although career proactivity has positive consequences for an individual's career success, studies mostly examine objective measures of success within single countries. This raises important questions about whether proactivity is equally beneficial for different aspects of subjective career success, and the extent to which these benefits extend across cultures. Drawing on Social Information Processing theory, we examined the relationship between proactive career behaviors and two aspects of subjective career success-financial success and work-life balance-and the moderating role of national culture. We tested our hypotheses using multilevel analyses on a largescale sample of 11,892 employees from 22 countries covering nine of GLOBE's 10 cultural clusters. Although we found that proactive career behaviors were positively related to subjective financial success, this relationship was not significant for worklife balance. Furthermore, career proactivity was relatively more important for subjective financial success in cultures with high in-group collectivism, high power distance, and low uncertainty avoidance. For work-life balance, career proactivity was relatively more important in cultures characterized by high in-group collectivism and humane orientation. Our findings underline the need to treat subjective career success as a multidimensional construct and highlight the complex role of national culture in shaping the outcomes of career proactivity.

Purpose – The purpose of this paper is to explore notions of career success from a process-oriented perspective. The authors argue that success can be usefully conceptualized as a subjectively malleable and localized construct that is continually (re)interpreted and (re)shaped through the interaction between individual agency and macro-level structures. Design/methodology/approach – The paper employs a qualitative methodology drawing on 32 in-depth semi-structured interviews with female academics from eight countries in the Arab Middle East. Findings – Findings of this study provide an empirical validation of the suggested Career Success Framework and moves toward an integrative model of objective and subjective career success criteria. More specifically, the findings showed that women&#39;s definitions of success are: first, localized in that they capture considerations relating to predominant institutions in the region (i.e. family and gender ideology); second, subjectively mallea...

This research introduces and tests a measure that captures gendered communication style, a multi-dimensional construct with masculine and feminine facets. In Study 1, we follow a well-regarded content adequacy procedure to develop and test items to represent each of these facets and further validate the new measurement instrument across two samples of working adults. Study 2 replicates the instrument’s factor structure and tests the relationships between perceived masculine and feminine communication styles and multiple indicators of career success. Results generally support our hypotheses that masculine communication style is related to hierarchical advancement (e.g., number of promotions, advancement to higher managerial levels), whereas feminine communication style is related to non-hierarchical rewards (e.g., higher compensation, increased span of control). Unexpectedly, feminine communication style also positively predicts two indicators of hierarchical career success. Furtherm...

Purpose – The purpose of this paper is to explore notions of career success from a process-oriented perspective. The authors argue that success can be usefully conceptualized as a subjectively malleable and localized construct that is continually (re)interpreted and (re)shaped through the interaction between individual agency and macro-level structures. Design/methodology/approach – The paper employs a qualitative methodology drawing on 32 in-depth semi-structured interviews with female academics from eight countries in the Arab Middle East. Findings – Findings of this study provide an empirical validation of the suggested Career SuccessFramework and moves toward an integrative model of objective and subjective career success criteria. More specifically, the findings showed that women’s definitions of success are: first, localized in that they capture considerations relating to predominant institutions in the region (i.e. family and gender ideology); second, subjectively malleable i...

Sosyal bilimler alanında çalışan akademisyenler üzerinde gerçekleştirilen bu çalışma aracılığıyla öncelikle, akademisyenlik mesleği için gerekli olan ve aynı zamanda akademisyenlerin üstün performans göstermelerini sağlayan yetkinlikleri saptamak ve mesleğe özgü bir yetkinlik sınıflamasına (havuzuna) ulaşmak amaçlanmaktadır. Bu amaç doğrultusunda, sosyal bilimler alanında TÜBA ve/veya TÜBİTAK ödülü alan akademisyenler çalışmanın odak noktasını oluşturmaktadır. Çalışmada ayrıca, akademisyenlerin çok yönlü kariyere bakış açıları ile genel öz yeterliliklerinin, sahip oldukları yetkinliklerle birlikte kariyer başarılarını nasıl etkilediği belirlenmeye çalışılmaktadır. Bu genişletilmiş özet çalışmasında; çalışmanın gerçekleştirilen aşamalarına ilişkin bilgiler (literatür ışığında yetkinlik listesi oluşturma, mülakatlar, nitel verilerin analizi, madde havuzu oluşturma, pilot uygulama, ölçek geliştirme) ve gerçekleştirilecek aşamalarıyla ilgili (yetkinliklerle çok yönlü kariyere bakış, öz yeterlilik ve kariyer başarısı ilişkisini belirlemeye yönelik ödül alan akademisyenler üzerinde uygulama) notlar yer almaktadır.

In recognition of the fact that the world is dynamic and changing, the research re-tests the well-established relationship between internality and success, and its recognition as a trait of leaders. Contrary to some published Western academic literature, the research results conclude that higher levels of successes are achieved by individuals with an external locus of control expectancy. The research presents evidence of a shift away from a world that appreciates leaders with an ultimate self-belief of control, independence and autonomy, to leaders that appreciate external forces, and recognise the importance of connection and community. This move is triggered by feelings of loneliness, guilt and tiredness of competition when only autonomy and independence are sought. These triggers are allowing individuals not to merely seek physiological or safety needs, but to seek belongingness and deep-care needs. The implication of this change in leadership style is a move away from narcissistic leadership styles, towards servant leadership styles.

The main aim of the study was to examine the role of organizational sponsorship, career management behaviour and proactive personality in predicting subjective career success of managerial staff in large scale manufacturing firms in Kenya. Primary data was collected using a sample of 255 managers from large scale manufacturing firms in Kenya based on descriptive survey. Hypothesis was tested using hierarchical regression model. The findings indicate that the joint effect of the predictor variables was greater than their individual effect on subjective career success. The study recommends that large manufacturing firms should facilitate their staff's career success by providing them with organizational sponsorship programmes. The findings also point out the need for the staff to be proactive and to adopt suitable career management behaviour that can enhance their achievement of career success. Future researchers may benefit from the already established conceptual and methodological reference in their pursuit for further studies with regards to this area in different contexts.

Presented at the Working in Music Conference at the University of Lausanne 12.1.2018.
Right now, across England, there are popular musicians playing gigs, rehearsing, writing music, using social media and even working other jobs – all with the aim of building successful careers in music. While these musicians may have different ideas about what they want to achieve and what it means to be ‘successful’, some of them have sought public funding to help them accomplish their goals. Since 2013, over 170 artists have received publicly funded grants of £5-15k from the Momentum music fund, which helps them with recording, touring, marketing and other costs. The Momentum fund, set up by the Arts Council England and run by PRS for Music Foundation, currently in partnership with Spotify, targets ‘emerging’ popular musicians in England and aims to help them move up to the next level. This paper draws from interviews with funded musicians and seeks to explore how popular musicians might ‘move up’. The transitional process where musicians ‘emerge’ from little-known artists to become successful ones with sustained careers has not received much scholarly attention. This paper therefore seeks to develop a clearer understanding of this process by outlining what it means to be an ‘emerging’ popular musician in the English context and examining the different ways musicians value the funding they receive.

The primary purpose of this study was to analyze the degree to which demographic variables, human capital and social capital predicted civil engineer career success towards designing a career planning model. Career success was assumed compromise extrinsic (compensation, promotions and construction projects worked) and intrinsic (career satisfaction) elements.
The individual respondents were selected from the list Alumni of Civil Engineers at the University of the East using purposive sampling. It utilized validated researcher-made questionnaire, unstructured interview, and documentary analysis as its data gathering instruments. The data gathered were treated using frequency and percentage count, weighted mean, correlation analysis and multiple regressions analysis. The level of significance was set at 0.05 level as probability basis for decision criteria.
The study shows that civil engineers are dominated by male who have high rating in the CE board examination and post graduate degree. Most of them have work experience in design management and managing construction .Structural engineers gained employability skills and technical skills from superior, networks and professional linkages. Further, civil engineers received high average monthly compensation. They are promoted because of their personality traits, work experience and educational background.  The civil engineers are very satisfied in the intrinsic career success in terms career satisfaction. Some interesting insights of the study are: a) The profile of civil engineers especially in terms of human capital and social capital , to a large extent contribute in the success of civil engineers; b) The level of career success of civil  engineers is dependent on the profile of civil engineers that determine its extrinsic and intrinsic success; c) Civil engineers’ length of service and CE licensure examination were found to have highly contributed to extrinsic success; d) Highest educational attainment, length of service in current company and superior were found to have highly contributed to intrinsic success of civil engineers and e) CE licensure examination rating can best predict extrinsic success in terms of promotion.
To help the academe in the recruitment of civil engineer, the school administrator must partner with industry organizations, construction companies and volunteer organizations in recruiting youth into the construction industry. They should educate and partner with counselors in local school districts to bring the field of civil engineering as an option to high school and highlight the many different aspects of the construction industry as viable career paths.
To attract students in the field of civil engineering, the academe must develop mentoring program for students and help students build support networks before they graduate. They should introduce students to role models in industry and show them that civil engineers are succeeding in construction industry. Further, the academe should provide students on job training program which serve as foundation for future career in civil engineering 
To ensure civil engineers will retain in construction industry, the contractors must develop formal mentoring programs for new civil engineers within construction organizations and encourage senior members of the company to mentor junior members (e.g., new graduates) upon their entry to the industry to help them navigate company policies and expectations as well as larger industry experiences. They should make the hiring and career development of civil engineers a priority of senior management and create a culture within the company that the people employed are the most important factor in the performance and profitability of the organization. Moreover, they should provide a diversity training of all civil engineers. This includes code of ethics.

's primer on how to swim with sharks first appeared 45 years ago and stands alone, timeless. 1,2 At once quirky, yet clear, concise, clever; it continues to raise a smile. Swimming with sharks is not, of course, a required pastime or needed for most successful careers. It is, however, a valuable survival skill, particularly for those with ambition to explore the privileges that a life in medicine can offer. Medicine is a sea of opportunities, which encompass and transcend healthcare, science, education, leadership and entrepreneurship. In such waters, encounters with sharks are common. William Osler likened the study of medicine without books to sailing in uncharted sea, while studying without patients as not to go to sea at all. 3 Similarly, Cousteau warned that books cannot substitute for practice when learning how to swim with sharks. Having abided by his guidance, I offer a survivor's comments in grateful tribute to Cousteau. Before entering the water, it is important that you know exactly what you want because success, at least survival, is possible with adherence to Cousteau's rules. Be sure that you want to swim with and not like sharks. Don't learn from a shark. As with other forms of endeavour, persistence is important for success. Remember that humans tend to overestimate what can be achieved in the short-term but underestimate what can be achieved on the longer-term. Since we don't know how sharks think about the future, stick with the human approach. Cousteau teaches that we should always assume the waters are shark-infested. However, there are fewer sharks in the water now than in Cousteau's time. Moreover, some sharks are easy to swim with and it is a rare shark that does not have some admirable features, but nose dives and summersaults among the sharks are not advisable. Attempts to emulate sharks generally fail to win respect from other swimmers, including the sharks. While Cousteau rightly warned students to assume that all unidentified fish are sharks, it is noteworthy that not all swimmers who look like sharks are actually sharks. Some of them are like us and we can form alliances with these swimmers. Don't try to be the head shark or even the deputy head before you can show that you are as good a swimmer or better than the other sharks. And then, don't become a shark. In other

ABSTRACT This paper presents the validation of the Career Adapt- Abilities Scale (CAAS) in the Philippine context. The CAAS consists of four subscales, with six items each, measuring self-regulative psychosocial resources (e.g., concern, curiosity, control, and confidence) for coping with occupational tasks and transitions. Filipino university students (N = 289) and working adults (N = 495) participated in the study. Internal consistency estimates for the full scale and subscales ranged from .87 to .97. Confirmatory factor analyses supported the multidimensional and hierarchical model of career adaptability. The factor structure was similar to that obtained from the CAAS international validation from 18 countries. Results also suggested that career adaptability was positively associated with adaptivity in the form of tenacious goal pursuit and flexible goal adjustment as well as with adaptation outcomes of career satisfaction and promotability. Overall, the findings confirm the utility of CAAS in the Philippine context and support the model that states higher levels of personal adaptivity (willingness) and career adaptability (competence) relate to better adaptation outcomes in terms of career success.

A growing number of publications indicate that being physically active can aff ect various aspects of life, including professional work. The aim of the article is to present the relationship between physical activity and income levels. The research involved the use of the integrated Social Diagnosis database. Social Diagnosis is a comprehensive survey of households and the conditions and quality of life of Polish people. The results of the conducted study show that there is a signifi cant diff erence in the income of people who practice sport and those who do not. This research is also unique because it examines how taking up and discontinuation of practicing sport aff ects income. It can be concluded that undertaking of physical activity is connected with a higher average income, and to the contrary, a discontinuation of physical activity is connected with lower income.

Grit has been shown to predict success in several achievement-related domains but had
not been studied in the career context. This mixed methods study examined whether
grit predicted career success and explored the role and relevance of grit in career
success for gritty, successful working adults. Four hundred twenty-three adults participated
in the quantitative phase and provided survey responses to the Short Grit Scale
(Grit-S), the Career Satisfaction Scale (CSS), a career status measure, and salary
information. Quantitative data were analyzed using correlational analysis, independent
samples t-test, one-way ANOVA, and multiple regression. In this study, the correlational
analysis showed that grit did not predict career success. Multiple regressions
demonstrated that grit did not significantly add to any of the models using age and
gender as covariates. Five individuals from the quantitative phase agreed to participate
in the qualitative phase and were invited based on their top quartile scores on the Grit-S
and CSS. Individual interviews served as the qualitative data collection method, and
text data were analyzed using principles of positive psychology as a theoretical
framework. Findings suggest that although gritty, successful participants perceived grit
as necessary for their career success, they did not think it was sufficient. Participants
named luck, opportunity, and networking as more important than grit in their success.

This study sought to determine and analyze the level to which fringe benefits, professional development, network and professional linkages predicted civil engineer career success. Fringe benefits worked served as dependent measures of objective career success, and subjective career success was represented by life satisfaction. Results demonstrated that both objective and subjective career success were related to a wide range of predictors. The civil engineers received high fringe benefits. They are promoted because of their professional development. Moreover, civil engineers are only satisfied with "life satisfaction" As a group, network and professional linkages predictors generally displayed stronger relationship both objective career success and subjective career success.

Previous research has reported effects of networking, defined as building, maintaining, and using relationships, on career success. However, empirical studies have exclusively relied upon concurrent or retrospective designs that rest upon strong assumptions on the causal direction of this relation and also depict a static snapshot of the relation at a given point in time. This study provides a dynamic perspective of the effects of networking on career success and reports results of a longitudinal study. Networking was assessed by six subscales that result from combining the facets of 1) internal vs. external networking and 2) building vs. maintaining vs. using contacts. Objective (salary) and subjective (career satisfaction) measures of career success were obtained for three consecutive years. Multilevel analyses show that networking is related to concurrent salary and moreover, that it is related to the growth rate of salary over time. Networking is also related to concurrent career satisfaction. As satisfaction remained stable over time, no effects of networking on the growth of career satisfaction were found.

This article is an attempt to determine the modern meaning
of career success. The perception of career success
has undergone changes in recent years, with subjective
indicators such as job satisfaction and achievement of
one’s own professional goals growing in importance. The
present article reviews the relevant literature and presents
the results of the author’s own study on the meaning of
career success conducted among students of economics. The
results indicate that career success is defined subjectively
in the modern world, and is no longer confined to the
objective indicators commonly applied in the literature.
Thus organizations may find traditional incentive tools to
be increasingly ineffective.

The purpose of this study was to survey the relationship between organizational silences on the job success of karate federation of Islamic Republic of Iran. The methodology of the research in terms of descriptive strategy, in terms of applied research, is an applied field for the purpose of collecting field data. The statistical population consisted of 300 heads of the Karate Confederation, deputies, chairmen and secretaries of karate committees, officials of the jury committee, as well as financial and accounting officers. Sampling method was simple random sampling. 168 of them were selected through Morgan table. The instrument of measurement in this research was the Standard Organizational Silence Questionnaire, Rasssip's Job Success / Promotion Questionnaire, and Hersey and Goldsmith Job Performance. Data obtained from the questionnaire were used to test the hypothesis of Pearson correlation coefficient and regression tests and single sample t-test in SPSS software. The results of the findings showed that there is a significant and inverse relationship between organizational silence and the job success of Karate Federation staff of the Islamic Republic of Iran. The status of organizational silence among them is higher than average. According to the results of the research, the organizational silence among the employees is above the average level, measures should be taken in the Karate Federation of the Islamic Republic of Iran in order to reduce the organizational silence and increase the success of the job among them.

Purpose -The purpose of this paper is to explore objective and subjective career success and to identify factors contributing to career success among a sample of TVET (technical and vocational education and training) 'late bloomers' working in Malaysia.

There are a wide range of competencies that factor into a successful career in accountancy. I researched and summarized the competencies that are identified by various constituencies as contributing to career success and the importance of these competencies in the accounting profession. I mapped these competencies to the department of accountancy learning goals and objectives in recognition of how the department strives to align the curriculum with the factors that lead to student success. This spring, I was in the position to evaluate how well the accountancy curriculum prepared me for my internship and self-reflect on what skills or competencies I felt were gained through the internship experience itself. I realize that my personal experience may not reflect the experiences of other accountancy students. Therefore, under the guidance of Professors Smith and Cripe, I designed a study to survey accountancy students’ pre and post-internship to measure student preparedness for the internship, and skills / competencies gained during the internship. The overall research objective is to explore the influence of NIU’s accountancy department curriculum on internship success. From the data collected, students’ confidence level in the competencies outlined in this report increased during the internship as measured by a pre and post-internship survey. These finding are consistent with my personal experiences. I conclude with recommendations for improvement in the accountancy curriculum to aid future students in their internship performance.B.S. (Bachelor of Science

The purpose of this study was to examine the degree to which gender moderates the associations of human capital and social capital with academic career success. Two common indicators of academic career success are achieving a high academic rank and a leadership position. The final sample of this study was determined based on the response rate of the distributed questionnaires (62%), totaling 469 lecturers (men = 55.7%, women = 44.3%). To examine the associations of career predictors and outcomes, hierarchical regression analyses were performed. Results show that gender does not affect academic rank, but age does, suggesting that older men and women tend to have a higher academic rank. Then, women ought to be older to reach a (higher) leadership position, whereas younger men already have a leadership position. Next, committee appointment is important for achieving a (higher) leadership position. Intra-organizational networking is essential for gaining a (higher) leadership position. Inter-organizational networking is not important for women&amp;#39;s leadership position and is even counterproductive for men&amp;#39;s leadership position. The findings suggest that factors that contribute to men&amp;#39;s academic career success are not necessarily applicable to women&amp;#39;s academic career success.