The Relationship between Career Motivation and Self-Efficacy with Protege Career Success.

By R. Day, Tammy D. Allen. 2004

436 citations recorded by the source corpus.

Subfields: Clinical Psychology, Safety Research, Social Psychology

View Paper: https://www.semanticscholar.org/paper/6aaedc95cde9a860494ba30c1363bd94d66e0e10

How researchers see this paper

The researchers whose trusted networks rank it highest, strongest advocate first. Every researcher gets a different order.

In Clinical Psychology

1. Daniel Spurk
2. P. D. Harms
3. K. Kram
4. Dawn Chandler
5. P. Lester
6. A. Abele
7. Jeffrey Yip
8. S. Hannah

In Safety Research

1. Daniel Spurk
2. Jos Akkermans
3. A. Abele
4. K. Kram
5. Dawn Chandler
6. Jeffrey Yip
7. S. Hannah
8. Bruce J. Avolio

In Social Psychology

1. S. Hannah
2. P. Lester
3. Bruce J. Avolio
4. P. D. Harms
5. G. Vogelgesang
6. Dawn Chandler
7. Jeffrey Yip
8. K. Kram

Citations in the corpus

• Does Mentor Support Increase Women's Career Advancement More than Men's? The Differential Effects of Career and Psychosocial Support (2005, background): “However, Day and Allen (2004) found neither career nor psychosocial support was related to the salary and promotions of public servants of a single municipality, though having a mentor was.”
• Assessing Key Predictors of Career Success (2018, neutral): “…& Schneider, 2012; Savickas & Porfeli, 2012), employability (e.g., Fugate & Kinicki, 2008; Heijde & Van Der Heijden, 2006), career motivation (e.g., Day & Allen, 2004), or self-directed career management (e.g., Kossek, Roberts, Fisher, & Demarr, 1998a; Sturges, Conway, Guest, & Liefooghe, 2005).”
• Beyond being proactive: what (else) matters for career self‐management behaviors? (2006, background): “Prior research has established that career resilience is related to objective and subjective career success ( Day and Allen, 2004”
• Mentoring Impact on Leader Efficacy Development: A Field Experiment (2011, methodology): “Similar to our approach, Day and Allen (2004) and Paglis and colleagues (2006) used these four techniques as the basis to establish theoretical links between mentoring and protégé self-efficacy in areas outside of leader efficacy.”
• Competencies for the Contemporary Career (2013, methodology): “…toward career-related behaviors was predictive of actual behaviors, both for employees and for students (Millar & Shevlin, 2003; Van Hooft & De Jong, 2009) and that a high score on career motivation predicted a higher score on both objective and subjective career success (Day & Allen, 2004).”