Assessing Key Predictors of Career Success

2017 ◽  
Vol 26 (2) ◽  
pp. 338-358 ◽  
Author(s):  
Andreas Hirschi ◽  
Noemi Nagy ◽  
Franziska Baumeler ◽  
Claire S. Johnston ◽  
Daniel Spurk
Keyword(s):  
Human Capital ◽  
Career Success ◽  
Convergent Validity ◽  
Career Management ◽  
Management Behavior ◽  
Research And Practice ◽  
Vast Array ◽  
Integrative Framework ◽  
Multistep Process ◽  
Career Research

Identifying predictors of career success is one of the most considered topics in career research and practice. However, the existing literature suggests a vast array of potential predictors that cannot be economically measured. This significantly limits research and practice. To address this issue, we have integrated theoretical and meta-analytic research to propose an integrative framework of career resources, including human capital, environmental, motivational, and career management behavior resources represented by 13 distinct factors. In a multistep process, we have developed the career resources questionnaire to assess these factors in workers and college students. In two studies encompassing 873 workers and 691 students, we have confirmed reliability and factor structure, convergent validity with existing scales, and criterion validity with indicators of subjective and objective career success. The developed measure can provide researchers and practitioners with a reliable, concise, and comprehensive measure to assess the key predictors of career success.

Whether, How, and Why Networks Influence Men’s and Women’s Career Success: Review and Research Agenda

2020 ◽  
Vol 47 (1) ◽  
pp. 207-236
Author(s):  
Meredith L. Woehler ◽  
Kristin L. Cullen-Lester ◽  
Caitlin M. Porter ◽  
Katherine A. Frear
Keyword(s):  
Research Agenda ◽  
Career Success ◽  
Future Research ◽  
Men And Women ◽  
Network Characteristics ◽  
Integrative Framework ◽  
Relative Status ◽  
Same Gender ◽  
Professional Contexts ◽  
Women's Networks

Substantial research has documented challenges women experience building and benefiting from networks to achieve career success. Yet fundamental questions remain regarding which aspects of men’s and women’s networks differ and how differences impact their careers. To spur future research to address these questions, we present an integrative framework to clarify how and why gender and networks—in concert—may explain career inequality. We delineate two distinct, complementary explanations: (1) unequal network characteristics (UNC) asserts that men and women have different network characteristics, which account for differences in career success; (2) unequal network returns (UNR) asserts that even when men and women have the same network characteristics, they yield different degrees of career success. Further, we explain why UNC and UNR emerge by identifying mechanisms related to professional contexts, actors, and contacts. Using this framework, we review evidence of UNC and UNR for specific network characteristics. We found that men’s and women’s networks are similar in structure (i.e., size, openness, closeness, contacts’ average and structural status) but differ in composition (i.e., proportion of men, same-gender, and kin contacts). Many differences mattered for career success. We identified evidence of UNC only (same-gender contacts), UNR only (actors’ and contacts’ network openness, contacts’ relative status), neither UNC nor UNR (size), and both UNC and UNR (proportion of men contacts). Based on these initial findings, we offer guidance to organizations aiming to address inequality resulting from gender differences in network creation and utilization, and we present a research agenda for scholars to advance these efforts.

Ervaren Uitdaging op het Werk

2011 ◽  
Vol 24 (1) ◽  
Author(s):  
Paul T. Y. Preenen ◽  
Annelies E. M. van Vianen ◽  
Irene E. de Pater ◽  
René Geerling
Keyword(s):  
Personality Traits ◽  
Big Five ◽  
Convergent Validity ◽  
Discriminant Validity ◽  
Work Attitudes ◽  
Big Five Personality Traits ◽  
Big Five Personality ◽  
Research And Practice ◽  
Perceived Challenge

Perceived Job Challenge: Development of a measure Perceived Job Challenge: Development of a measure A measure of perceived challenge was developed, and its psychometric qualities were investigated in two studies. Perceived challenge consisted of three factors: positive stimulation, competence testing, and uncertainty. These factors were found to be reliable and showed good convergent validity. The non-significant correlations between perceived challenge and the Big Five personality traits agreeableness and neuroticism indicated good discriminant validity. The criterium validity of this measure was good as well. The positive stimulation dimension in particular showed to correlate high with employees’ work attitudes. This measure of perceived challenge seems useful for research and practice.

Validation of a Measure of Sustainability of School-Wide Behavior Interventions and Supports

2018 ◽  
Vol 40 (2) ◽  
pp. 67-73 ◽  
Author(s):  
Angus Kittelman ◽  
Katherine W. Bromley ◽  
Sterett H. Mercer ◽  
Kent McIntosh
Keyword(s):  
Capacity Building ◽  
Convergent Validity ◽  
Behavior Interventions ◽  
Behavior Support ◽  
Universal Behavior ◽  
Research And Practice ◽  
Sustainability Index ◽  
Use Of Data ◽  
The Stability ◽  
Direct Measures

The purpose of this study was to evaluate the stability and validity of a measure assessing sustainability of school-wide behavior interventions, the School-Wide Universal Behavior Support Sustainability Index: School Teams (SUBSIST). We assessed the stability of the SUBSIST across 3 years of measurement. We also assessed the convergent validity of two key SUBSIST factors, Team Use of Data and District Capacity Building, with more direct measures of these constructs. Results showed stability of the measure across multiple years and statistically significant correlations when compared with other external measures. Implications for research and practice are discussed.

Sign in / Sign up

Export Citation Format

Share Document