The relationship between career capital and career success among Finnish knowledge workers

Abstract

PurposeThis study aims to advance a holistic and integrated view to understand the relationship between career capital and career success among knowledge workers.Design/methodology/approachThe study examines the associations of three forms of career capital – human, social and psychological capital – on career success. Career success is measured through a subjective evaluation of career satisfaction and an objective evaluation of promotion. The data are drawn from 624 knowledge workers from Finland with an academic degree in business studies. The model is tested through structural equation modeling.FindingsThe results stress the importance of psychological capital as an important career resource among knowledge workers. Therefore, our findings contribute to career research by supporting the argument that context and/or occupational group matters in the relationship between career capital and career success.Research limitations/implicationsThe cross-sectional data partly restrict our ability to delimit an impact. Further research using a longitudinal design would be required to confirm longitudinal effects. The respondents were a relatively homogeneous group of knowledge workers, and thus, the results are not generalized to other samples. The Finnish context (e.g., a high-quality education system, welfare society, dual-earner model) may also include special aspects that may have an effect on results limiting generalization to different contexts rather than Nordic ones.Practical implicationsCareer capital is an important element of taking charge of one's career, which is expected in current working life scenarios. Given psychological capital has an impact on employees' career success, employees' psychological capital could be supported in organizations to help them to adapt to career changes. Employers benefit from individuals who are willing to invest in their work, and therefore, the employers should be aware of the individual factors that affect employees' career success.Social implicationsThe meaning of career success may be context and culture related, as might its predictors. Hence, perceived career success may benefit and spill over to several stakeholders such as employers, family members and friends through its effects of positive energy and well-being. Career counselors could place more emphasis than currently on developing the psychological capital of their clients. The findings are important for other practitioners as well, such as human resource (HR) professionals who might consider dedicated programs fostering psychological capital qualities, which seem to relate to career success among knowledge workers.Originality/valueA research model that considers career capital as an integrated entity is presented rather than focusing on a single form of career capital. Contextual issues were included by focusing on knowledge workers who represent careerists in a welfare society. These findings could advance career theory and provide developmental guidelines to help employers, HR and career-oriented individuals to build successful careers.

Examining subjective career success of knowledge workers

“…Relationships in the workplace (Rese et al 2021 ; Bagdadli et al 2019 ; Gattiker et al 1986 ; Shockley et al 2016 ; Ng et al 2014 ) and rewards both serve as attributes and preconditions of career success (Arthur et al 2005 ). Relationships are considered to be social capital (Jarlstrom et al 2020 ), leader-member exchanges (Doden et al 2018 , Restubog et al 2011 ), workplace friendships (Sias et al 2004 ), being respected and accepted by one’s peers (Gattiker et al 1986 ), influence, and recognition (Shockley et al 2016 ; Dries et al 2008 ). The importance of relationships lies at the very core of human beings as social creatures.…”

“…Another group of factors that has been widely examined in the literature of career success relates to formal factors such as age, gender, and educational level as well as to previous tenure in a managerial position, marital status, race, and nationality (Ng et al 2005 ; Enache et al 2008 ; Ng et al 2014 ; Zacher 2014 ; Jarlstrom et al 2020 ).…”

“…Research on career success has become even more relevant for knowledge workers, as their work has become more complicated (requiring nuanced skills and the ability to manage complexities) (Jarlstrom et al 2020 ; Bouncken et al 2013 ). The meaning of a successful career rather resonates with being able to pursue personal goals and seek self-fulfillment that is characteristic of a protean career approach (Hall 1976 ) rather than following an organization’s designed and predefined career path (Weick 1996 ).…”

“…There is a rich body of previous works on career success (Ng 2005 ; Heslin et al 2019 ). This knowledge has built our understanding of the role of environmental (Ng et al 2014 ), human capital (Zacher 2014 ; Poona et al 2015 ; Jarlstrom et al 2020 ), social capital (Jarlstrom et al 2020 ; Eby et al 2003 ), and motivational factors (Judge et al 1995 ) on the perception of career success and on objective measures of individual career success (such as salaries or increases in position levels). However, recent academic debate that was initiated by Hall ( 2004 ) and continued by several others (Haenggli and Hirschi 2020 ; Xin et al 2020 ; Wilhelm, Hirchi 2019 ) has focused on the career self-management and pro-active roles that individuals should take in order to advance their careers.…”

Benefits of Career Adaptability and Job Crafting on Career Success of Indonesian Workers during Pandemic/ Manfaat Career Adaptability dan Job Crafting pada Kesuksesan Karir Pekerja Indonesia dalam Masa Pandemi

“…Employees will be more open to developing themselves and maximizing existing resources to keep performing well. A person who is actively investing in his career and developing his abilities and skills will be more likely to achieve career success (Järlström et al, 2020). Employees who always adjust their abilities, skills and competencies to work will be more successful in their jobs and careers (Plomp et al, 2016).…”