Human capital and objective indicators of career success: The mediating effects of cognitive ability and conscientiousness

Ng, Thomas W. H.; Feldman, Daniel C.

doi:10.1348/096317909x414584

Cited by 136 publications

(160 citation statements)

References 102 publications

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“…Second, in a Chinese cultural context, it is common for employees not to reveal their monthly salary to their workmates so as to preserve equal status with other employees (Yu, 2012). Third, there are other objective indicators of career success (e.g., number of promotions and job level), aside from monthly salary (Ng & Feldman, 2010).…”

Section: Discussionmentioning

confidence: 99%

Individual Management and Counseling as Moderators in Achieving Career Competencies and Success

Chang¹,

Feng²,

Shyu³

2014

soc behav pers

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We adopted the perspectives of organizational support and self-regulation to examine how counseling and individual management, respectively, moderate career competencies to predict career success. Hierarchical linear modelling was conducted with 604 employees and 217 managers of 26 manufacturing companies in Taiwan. As we predicted, our results showed that career competencies were positively related to career success. Also, career counseling and individual career management were found to have a moderating effect on the relationship between career competencies and subjective career success. Implications and limitations of the findings are discussed.

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Section: Discussionmentioning

confidence: 99%

Individual Management and Counseling as Moderators in Achieving Career Competencies and Success

Chang¹,

Feng²,

Shyu³

2014

soc behav pers

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“…Consequently special care should be taken when generalising the research findings. Considering cross-cultural differences in terms of the conceptualisation and experience of career success (Ng et al, 2010), another limitation would be that the sample was not language representative in terms of the different cultural groups; the majority of the sample was English-speaking. Therefore it would be recommended for future research on career success and employees' conceptualisation and experience of career success to use a sample of employees from across different cultures, especially considering the languages related to the specific cultural groups found in South Africa.…”

Section: Limitations and Suggestions For Future Researchmentioning

confidence: 99%

What it means to succeed: Personal perceptions of career success held by senior managers

Visagie

Koekemoer

2014

SAJBM

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This research describes the findings of a qualitative study which analyses how senior managers conceptualise and experience career success for themselves. A non-probability voluntary sample of 24 senior managers, using objective career success criteria, was selected from two international financial institutions located in Johannesburg. This research study entailed semi-structured in-depth interviews that were digitally voice recorded, transcribed verbatim, and analysed using content analysis. In exploring career success from the perspective of the individual (i.e. the senior manager) and not the organisation, the research attempts to fill the gap in the career literature. Findings demonstrate that although senior managers have general conceptualisations of what career success entail, they have unique personal meanings which they associate with their own career success (e.g. being associated with successful business brands, receiving feedback and recognition and adding value to the organisation). Senior managers also have specific goals set for their future in terms of careers (e.g. owning your own business venture, embracing new opportunities and investing in the community). Talent retention is particularly important among senior managers. Thus, in order to retain them as valuable employees, it is crucial to address and fulfil their career needs accordingly.

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“…Also, extreme elevations across all facets of conscientiousness, so high that they cannot be captured by traditional five-factor measures of personality (Haigler and Widiger 2001;Hertler 2014a), are also suggestive. This is because a meta-analytic study of conscientiousness indicated positive associations with education and job performance and thereby positive associations with income and rank (Ng and Feldman 2010).…”

Section: Capital and Embodied Capitalmentioning

confidence: 99%

The Biology of Obsessive-Compulsive Personality Disorder Symptomatology: Identifying an Extremely K-Selected Life History Variant

Hertler

2015

Evolutionary Psychological Science

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Size at birth, growth rate, age at sexual maturity, number and size of offspring, and longevity are among the variables studied in life history evolution, a mid-level branch of evolutionary biology. Long-lived, slow maturing, and highly encephalized Homo sapiens, though skewed as a group towards the very slow end of the spectrum, nevertheless show some life history variation; variation which may relate to, and to some extent explain, personality variation. When applied to extant personality disorders, the risk-taking, boldness, and impulsivity of psychopathy is explained as a fast life history strategy. Herein, it is argued that the highly heritable obsessive-compulsive personality disorder (OCPD), opposite psychopathy, is a slow life history strategy. Both OCPD and slow life history strategists exhibit anxiety and harm avoidance, risk and loss aversion, future-oriented thought and time urgency, delayed gratification, and conscientious labor and fidelity. In addition to a host of compelling correlations, the preponderance of intrinsic over extrinsic mortality that explains the evolution of slow life histories is precisely that which has been described in an ecological etiology that explains OCPD as a product of post-migration evolution from Africa into Eurasia.

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Human capital and objective indicators of career success: The mediating effects of cognitive ability and conscientiousness

Cited by 136 publications

References 102 publications

Individual Management and Counseling as Moderators in Achieving Career Competencies and Success

Individual Management and Counseling as Moderators in Achieving Career Competencies and Success

What it means to succeed: Personal perceptions of career success held by senior managers

The Biology of Obsessive-Compulsive Personality Disorder Symptomatology: Identifying an Extremely K-Selected Life History Variant

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