Subjective career success and emotional well-being: Longitudinal predictive power of selection, optimization, and compensation

By B. Wiese, Alexander Freund, P. Baltes. 2002

181 citations recorded by the source corpus.

Subfields: General Health Professions, Organizational Behavior and Human Resource Management, Social Psychology

View Paper: https://www.semanticscholar.org/paper/6f91778d43dabd4331e3e1d63e87ad53e8d61a2e

How researchers see this paper

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

In General Health Professions

1. D. Kooij
2. P. M. Bal
3. H. Zacher
4. Annet de Lange
5. Paul G. W. Jansen
6. J. Dikkers
7. K. Upadyaya
8. D. Hall

In Organizational Behavior and Human Resource Management

1. H. Zacher
2. D. Kooij
3. A. Hirschi
4. P. M. Bal
5. Annet de Lange
6. Paul G. W. Jansen
7. Michael Frese
8. A. Abele

In Social Psychology

1. H. Zacher
2. David Brougham
3. K. Upadyaya
4. Heike Bruch
5. Dawn Chandler
6. K. Salmela‐Aro
7. D. Kooij
8. D. Hall

Citations in the corpus

• Smart Technology, Artificial Intelligence, Robotics, and Algorithms (STARA): Employees’ perceptions of our future workplace (2017, background): “The way an employee builds their identity with their career and measures their own career success can have an impact on psychological well-being (Mirvis & Hall, 1996; Wiese, Freund, & Baltes, 2002).”
• The nascent entrepreneurship hub: goals, entrepreneurial self-efficacy and start-up outcomes (2012, background): “For example, Wiese et al. (2002) found that individuals who report setting difficult work goals showed stronger progress towards their goals than individuals who perceived their goals as less difficult.”
• How Do Developmental and Accommodative HRM Enhance Employee Engagement and Commitment? The Role of Psychological Contract and SOC Strategies (2013, background): “…when they prepare for retirement, as well as by SOC theory (Baltes et al., 1999), which postulates that employees who experience losses in their capabilities will use a number of strategies to adapt to their environment, namely selection, optimization, and compensation (Wiese et al., 2000, 2002).”
• Age and work‐related motives: Results of a meta‐analysis (2011, background): “…our findings suggest that SOC and Socio-Emotional Selectivity theories need to be extended to the work context (see also Abraham & Hansson, 1995; Wiese, Freund, & Baltes, 2002); although growth motives showed the expected age-related decrease, security motives and social motives only revealed…”
• Psychological success: When the career is a calling (2005, background): “Wiese, Freund, and Baltes (2002), whose selection, optimization–compensation model resonates with the Hall success cycle, found compatible results.”
• The moderating effects of job control and selection, optimization, and compensation strategies on the age-work ability relationship (2013, methodology): “For such a differentiated assessment of the three dimensions of SOC, the use of longer versions of the SOC scale seems advisable (Bajor & Baltes, 2003; Freund & Baltes, 2002; Wiese et al., 2002; Zacher & Frese, 2011).”
• The selection, optimization, and compensation model in the work context: A systematic review and meta-analysis of two decades of research (2016, unknown): “…sampling designs demonstrated that SOC strategy use may change over longer time periods such as several months or years (B. B. Baltes et al., 2014; Wiese et al., 2002; Wiese & Heidemeier, 2012) and may fl uctuate within-persons over time periods as short as one work week (e.g., Schmitt et al.,…”
• Maintaining a focus on opportunities at work: The interplay between age, job complexity, and the use of selection, optimization, and compensation strategies (2011, background): “SOC researchers have proposed that the effectiveness of the use of SOC strategies depends on the general availability of internal andexternal resources to individuals (B. B. Baltes & Dickson, 2001; Freund & Baltes, 2002; Jopp & Smith, 2006; Wiese et al., 2000, 2002).”
• Role of demands-resources in work engagement and burnout in different career stages (2018, background): “As their careers develop, and particularly during the late career stage, people make greater use of compensation in responding to change in their job demands and resources (SalmelaAro, 2009; Wiese et al., 2002).”
• Goal Engagement during the School-Work Transition: Beneficial for All, Particularly for Girls. (2008, result): “Previous studies have demonstrated positive effects of individual goals and motivation during work-related life-span transitions on job attainment (e.g., Kanfer et al., 2001; Nurmi et al., 2002; Pinquart et al., 2003; Wiese et al., 2002).”