The relationship between disposition and career success: A British study

Abstract

The relationship of the Five‐Factor Model of personality and general mental ability with extrinsic and intrinsic career success was investigated in a British sample of 308 white‐collar workers. Extrinsic career success was associated with both experiential variables and dispositional variables, while intrinsic career success was almost exclusively associated with personality traits. General mental ability contributed to eventual, but not to organization‐specific extrinsic career success; and neuroticism reduced both extrinsic career prospects and intrinsic career evaluations, while agreeableness reduced extrinsic career prospects but enhanced intrinsic career evaluations. However, in sharp contrast to hypotheses, conscientiousness primarily and extraversion secondarily were negatively associated with extrinsic career success. The findings are discussed with respect to extant knowledge and the British national cultural context.

Career Counseling in the new Career Era: A Study about the Influence of Career Types, Career Satisfaction and Career Management on the Need for Career Counseling

“…Lately, the interest in the influence of personality traits on career success has grown (Bozionelos, 2003;Eby, Butts & Lockwood, 2003;Judge et al, 1999;). The underlying assumption of this dispositional perspective to career success is that personality traits impact career success by influencing career processes (Bozionelos, 2003). Although this perspective assumes that the career process mediates the relationship between personality traits and career success, the career process is hardly included in the analyses.…”

“…It is often split into two components: extrinsic and intrinsic career success (Bozionelos, 2003;Judge, Cable, Boudreau & Bretz, 1995).…”

The Mentor’s Role Within the Company

“…Regarding benefits to the company there are several advantages of the mentoring process identified in the literature (Kram, 1985;Murray and Owen, 1991;Bozionelos, 2004;Sandberg, 2013;St.-Jean, Audet, 2009;Gold, Devias and Johnson, 2003): -Increased productivity, -Improved recruitment efforts -"On the job" training of junior workers by senior staff, -Transfer of "hidden knowledge" that cannot be found in books or training manuals, -Attracting and retaining talent, -Developing employees, -Strengthening teamwork, -Professional development of entrepreneurs, -Assimilation success and business growth for entrepreneurs, -Motivation of senior staff, -Breaking down of barriers, -Enhancement of services offered by the company. Today the world is experiencing a trend to professionalize the mentoring process.…”

Analyse de la relation entre les dispositions personnelles et le conflit travail-famille

“…ex., Staw, Bell et Clausen, 1986), la satisfaction à l'égard du travail (voir la méta-analyse de Dormann et Zapf, 2001;Judge, Locke et Durham, 1997) le succès en carrière (p. ex., Bozionelos, 2004;Judge et al, 1999) et les préférences en matière de rémunération (p. ex., Clugton, Howell et Dorfman, 2000;Vandenberghe, St-Onge et Robineau, 2008) a été étudiée et confirmée.…”