The substantial literature on dispositional antecedents of career success (e.g., extraversion and conscientiousness) implies that being low in career-facilitating traits may hamper people’s careers. We develop a cognitive-affective personality system theory about the role of situational cues, personality, and mindsets regarding the plasticity of one’s attributes in determining when this will occur and how the related dysfunctional dynamics may be mitigated. We draw on trait activation theory to describe how the interaction of situational cues, personality, and mindsets may trigger an array of cognitive-affective units within a cognitive-affective personality system that influence subjective and objective career outcomes. The contributions of this article are to offer the largely between-person careers literature a within-person account of when and why people experience subjective and objective career success as a function of their personalities, situational cues, prevailing mindsets, and career contexts. A theoretical account of how personality predicts subjective career outcomes more strongly than objective career outcomes is thereby provided. Our intent is to also extend trait activation theory by considering the cognitive and affective dynamics whereby personality traits and situational cues have their effects. The conditions under which mindsets are likely to shape career outcomes are outlined. Finally, implications for mindsets, personality, and career theory, research, and practice are discussed.
Keeping up appearances: the role of identity concealment in the workplace among adults with degenerative eye conditions and its relationship with wellbeing and career outcomes
