Thirteen factors for a successful career

What determines career success? This question has occupied careers research, professional and career counselling, as well as individuals for decades. There is consensus amongst careers researchers that to develop oneself professionally, there is more needed than simply finding a job that matches one's strengths and interests. The current world of work is increasingly characterised by individual, self-directed careers over an ..

Networking as predictor of work-nonwork enrichment: Mechanisms on the within- and between-person level

A positive work–nonwork interface is an important aspect of successful career development because it is associated with satisfaction, positive health, and positive work outcomes. However, the role of proactive behaviors at work for work–nonwork enrichment mechanisms has thus far not received much attention. Based on the conservation of resource theory (Hobfoll, 1989) and work–family enrichment theory (Greenhaus & Powell, 2006), we investigated the instrumental (i.e., coworker support) and affective (i.e., positive affect at work) enrichment mechanisms facilitated by networking. We conducted a diary study for within-person effects and a longitudinal panel study for between-person effects. Results supported the notion that networking is positively related to coworker support and positive affect at work on both the within- and between-person level. Furthermore, the mediating effect of coworker support for the relation between networking and work–nonwork enrichment on the within-person level was supported. On the between-person level, the mediating effect through positive affect at work was supported. Implications for research and practice concerning the resources gained by networking and the different work–nonwork enrichment mechanisms on the within- and between-person levels are discussed

Assessing Career Resources: Validation of the German-Language Career Resources Questionnaire

Die existierende Literatur schlägt eine Vielzahl von potentiellen Prädiktoren für Karriereerfolg vor, welche in ihrer Menge kaum auf eine ökonomische Art erhoben werden können. Um diesen Umstand anzugehen, haben Hirschi, Nagy, Baumeler, Johnston und Spurk (2018) den Karriere-Ressourcen Fragebogen (CRQ; Career Resources Questionnaire) entwickelt und in einer englischsprachigen Version validiert. Basierend auf einer Integration von theoretischer und metaanalytischer Forschung misst der Fragebogen 13 distinkte Faktoren, welche 4 übergeordnete Dimensionen repräsentieren: Wissen und Kompetenzen, Motivation, Umfeld und Aktivitäten bezüglich Karriere. In der vorliegenden Studie wird eine Validierung der deutschsprachigen Version mittels N = 1 666 Personen (Studierende und Berufstätige) vorgenommen. Die Ergebnisse bestätigen die Reliabilität sowie die Faktorstruktur des Fragebogens. Mittels Relative-Weight-Analysen konnte zudem die Wichtigkeit von verschiedenen Faktoren für unterschiedliche Arten von Karriereerfolg gezeigt werden. Das Messinstrument bietet Forschenden und Praktizierenden eine ökonomische, reliable und valide Möglichkeit, um Schlüsselfaktoren für Karriereerfolg zu erfassen.The existing literature proposes a large number of potential predictors of career success, which makes it difficult to measure such facilitative factors in an economic way. To address this challenge, Hirschi, Nagy, Baumeler, Johnston, and Spurk (2018) developed and evaluated the Career Resources Questionnaire (CRQ). The CRQ measures 13 factors, represented in four higher-level dimensions: Knowledge and Skills, Motivation, Environment, and Activities. In this study, we aimed to validate the German version of the CRQ among 1,666 employees and students. The results support the reliability and factor structure and support concurrent and criterion validity regarding similar measures and different indicators of objective and subjective career success. Moreover, relative-weight analyses show that the relationships between various factors and various types of career success differ. We conclude that the German-language CRQ provides an economic, reliable, and efficient tool for assessing key predictors of career success

Assessing Key Predictors of Career Success: Development and Validation of the Career Resources Questionnaire

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

Assessing Key Predictors of Career Success: Development and Validation of the Career Resources Questionnaire

Purpose: We aimed to theoretically identify some of the most established predictors of career success across different domains (i.e., knowledge, attitudes, environment, behaviors) and develop and validate a concise questionnaire to assess these factors. Design/Methodology: Based on a literature review and existing scales, an item pool was created and evaluated in a multi-step procedure including expert ratings, item assigned tasks, and confirmatory factor analyses (N = 436 employees and N = 288 university students) for item selection. Factorial structure and validity was confirmed in two new samples (N = 477 employees and N = 403 university students). Results: We confirmed the theorized 13-factorial structure, differentiating between three knowledge and competencies career resources, three psychological career resources, four environmental career resources, and three proactive career management behaviors. Moreover, we established convergent validity with scales measuring similar constructs, discriminant predictive validity beyond similar scales for career satisfaction, promotions, and life satisfaction. Limitations: All factors were measured with self-reports. No longitudinal predictive validity is available. Research/Practical Implications: The study shows that different predictors of career success are positively correlated across competency, psychological, environmental, and behavioral domains. Moreover, career resources predict career satisfaction and promotions but not salary beyond human capital. Practitioners can use the questionnaire to assess the career potential of employees and clients. Originality/Value: We present a new measure that assesses a comprehensive list of predictors of career success in a comprehensive way that can be used in future research. Disclosure of Interest: None Declare

Competitive climate and workaholism: Negative sides of future orientation and calling

The perception of a competitive climate atwork createsstress, uncertainty, and a desire to outperform colleagues. In this study, we investigated whether a competitive climate is associated with increased workaholism. Furthermore, we assumed that especially employees with a future orientation and a presence of a calling will show more workaholic behavior when a competitive climate is present. Hierarchical regression analyses among 812 employees in Germany confirmed our hypotheses: Competitive climate was positively related with workaholism and was stronger related to workaholism underconditions of highfuture orientation and highcalling.These findings suggest that contextual factors at work and individual factors interact to form workaholism. Our results maybe explained by the experience of more uncertainty in competitive work climates for individuals with high futureorientation and the presence of a calling. Consequently, these employees may invest more physical and cognitive efforts into their work to cope with the competition