Hostname: page-component-cd9895bd7-gxg78 Total loading time: 0 Render date: 2024-12-24T18:46:54.454Z Has data issue: false hasContentIssue false
  • English
  • Français

Employability and Career Success: The Need for Comprehensive Definitions of Career Success

Published online by Cambridge University Press:  07 January 2015

Deborah A. Olson  and
Kenneth S. Shultz
Deborah A. Olson*
Affiliation:
University of La Verne
Kenneth S. Shultz
Affiliation:
California State University, San Bernardino
*
E-mail: [email protected], Address: Department of Management and Leadership, University of La Verne, La Verne, CA 91750
Get access Rights & Permissions [Opens in a new window]

Extract

In their focal article, Hogan, Chamorro-Premuzic, and Kaiser (2013) define career success objectively “in terms of occupational prestige and financial attainment.” However, it is clear from the careers literature that workers in early, mid, and late career are likely to define both subjective and objective career success differently (Wang, Olson, & Shultz, 2013). Therefore, we recommend an expanded definition of career success that includes both subjective and objective measures when exploring the relationship between employability and career success across individuals' careers.

Type
Commentaries
Information
Industrial and Organizational Psychology , Volume 6 , Issue 1 , March 2013 , pp. 17 - 20
Copyright
Copyright © Society for Industrial and Organizational Psychology 2013 

Access options

Get access to the full version of this content by using one of the access options below. (Log in options will check for institutional or personal access. Content may require purchase if you do not have access.)

References

Arthur, M. B., & Rousseau, D. M. (1996). The boundaryless career: A new employment principle for a new organizational era. New York, NY: Oxford University Press.Google Scholar
Baltes, B. B., Rudolph, C. W., & Bal, A. C. (2013). A review of aging theories and modern work perspectives. In Hedge, J. W., & Borman, W. C. (Eds.), The Oxford handbook of work and aging (pp. 117–136). New York, NY: Oxford University Press.Google Scholar
Buckingham, M., & Clifton, D. O. (2001). Now, discover your strengths. New York, NY: The Free Press.Google Scholar
Crabtree, S. (2011). A good job means a good life. Retrieved from http://businessjournal.gallup.com/content/147443/Good-Job-Means-Good-Life.aspx#1.Google Scholar
Drucker, P. F. (1989). The new realities: In government and politics, in economics and business; in society and world view. New York, NY: Harper & Row, Publishers.Google Scholar
Feldman, D. C. (2002). Stability in the midst of change: A developmental perspective on the study of career. In Feldman, D. C. (Ed.), Work careers: A developmental perspective (pp. 3–26). San Francisco, CA: Jossey-Bass.Google Scholar
Feldman, D. C. (2007). Career mobility and career stability among older workers. In Shultz, K. S., & Adams, G. A. (Eds.), Aging and work in the 21st century (pp. 179–197). New York, NY: Psychological Press.Google Scholar
Hall, D. T. (2004). The protean career: A quarter century journey. Journal of Vocational Behavior, 65, 1–13.Google Scholar
Hogan, R., Chamorro-Premuzic, T., & Kaiser, R. B. (2013). Employability and career success: Bridging the gap between theory and reality. Industrial and Organizational Psychology: Perspectives on Science and Practice, 6, 3–16.Google Scholar
Johnson, R. W., Kawachi, J., & Lewis, E. K. (2009). Older workers on the move: Recareering in later life. Washington, DC: AARP Public Policy Institute.Google Scholar
Kotter, J. P. (1996). Leading change. Boston, MA: Harvard Business School Press.Google Scholar
Mainiero, L. A., & Sullivan, S. E. (2005). Kaleidoscope careers: An alternate explanation for the opt-out revolution. The Academy of Management Executive, 19, 106–123.Google Scholar
Ng, T. W. H., Eby, T. T., Sorensen, K. L., & Feldman, D. C. (2005). Predictors of objective and subjective career success: A meta-analysis. Personnel Psychology, 58, 367–408.Google Scholar
Ng, T. W. H., & Feldman, D. C. (2010). Human capital and objective indicators of career success: The mediating effects of cognitive ability and conscientiousness. Journal of Occupational and Organizational Psychology, 83, 207–235.10.1348/096317909X414584Google Scholar
Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2011). Fundamental of human resource management. New York, NY: McGraw-Hill Irwin.Google Scholar
Peterson, C. M., & Seligman, M. E. P. (2003). Positive organizational studies: Lessons from positive psychology. In Cameron, K. S., Dutton, J. E., & Quinn, R. E. (Eds.), Positive organizational scholarship (pp. 14–28). San Francisco, CA: Berrett Koehler.Google Scholar
Rosen, S. (1972). Learning and experience in the labor market. Journal of Human Resources, 7(3), 326–342.Google Scholar
Shaw, K. L. (1987). Occupational change, employer change, and the transferability of skills. Southern Economic Journal, 53, 702–719.Google Scholar
Shultz, K. S., & Olson, D. A. (2013). The changing nature of work and retirement. In Wang, M. (Ed.), The Oxford handbook of retirement (pp. 543–558). New York, NY: Oxford University Press.Google Scholar
Sicherman, N., & Galor, O. (1990). A theory of career mobility. Journal of Political Economy, 98(1), 169–192.Google Scholar
Wang, M., Olson, D. A., & Shultz, K. S. (2013). Mid and late career issues: An integrative perspective. New York, NY: Routledge Academic Press.Google Scholar