Conceptualizing and Evaluating Career Success

By Peter A. Heslin. 2005

980 citations recorded by the source corpus.

Subfields: Communication, Education, Organizational Behavior and Human Resource Management

View Paper: https://www.semanticscholar.org/paper/df9c95d9449da62789e40efd8217699f9d80ad0a

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In Communication

In Education

In Organizational Behavior and Human Resource Management

Citations in the corpus

A Review of Developmental Networks (2012, background): “Four developer and protégé factors moderate the links between these mediators and developmental network structure: developmental orientation, emotional competence, interaction style, and positional relationship (Higgins & Kram, 2001: 274). Few scholars have investigated these or other processoriente”
Constructing career competency model of hospitality industry employees for career success. (2013, background): “In relatively recent literature, researchers have recognized that measuring only objective career success is insufficient, because people also value subjective outcomes such as the development of new skills, work-life balance, challenge, and a sense of achievement (Bridgstock, 2009; Gattiker and Lar”
Unraveling the relationship between organizational career management and the need for external career counseling (2007, neutral): “Closing the gap between actual and desired careers may increase career satisfaction (Jiang & Klein, 2002; Heslin, 2005).”
Exploring types of career orientation: A latent class analysis approach (2009, background): “In the literature there is often a distinction between subjective and objective career success (Heslin, 2005).”
Executive Career Management: Switching Organizations and the Boundaryless Career (2007, methodology): “Intrinsic, subjective factors that have been highlighted include opportunities to perform challenging work, experience greater mobility across organizations, and develop supportive networks around work (Arthur et al., 2005; Eby et al., 2003; Heslin, 2005).”
Competency development and career success: The mediating role of employability (2011, methodology): “In addition, the number of attained promotions, as an objective indicator of career success, was argued to influence employees’ subjective career success as well (e.g. Heslin, 2005; Arthur et al., 2005).”
The Psychology of Careers in Industrial - Organizational Settings: A Critical but Appreciative Analysis (2008, background): “However, Heslin (2005) suggests that people tend to think of their experiences at work in one of three ways: as a job, a career or a calling.”
Latent profile analysis: A review and “how to” guide of its application within vocational behavior research (2020, background): “For example, career success research assumes that objectively successful persons not necessarily need to be subjectively successful, and can even feel unsuccessful (Heslin, 2005).”
Family and career path characteristics as predictors of women’s objective and subjective career success: Integrating traditional and protean career explanations (2008, background): “These findings call attention to the need for scholars to utilize a broader conceptualization of career success than that measured by the traditional set of extrinsic indicators (Heslin, 2005) and to develop career theory that is flexible enough to explain the dynamics of career success for a variet”
The positive effects of a protean career attitude for self‐initiated expatriates (2013, methodology): “What are SIEs? According to Inkson et al. (1997), most self-initiated expatriation could be understood as a proactive decision to relocate internationally in order to maximize individual or family net advantages or fulfillment.”