PREDICTORS OF OBJECTIVE AND SUBJECTIVE CAREER SUCCESS: A META‐ANALYSIS

By Thomas W. H. Ng, L. Eby, K. Sorensen, D. Feldman. 2005

2,379 citations recorded by the source corpus.

Subfields: Gender Studies, Organizational Behavior and Human Resource Management, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/ed9bf2f032b85660f4a17947f153a7ad1e6c460c

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Citations in the corpus

Do Ethical Leaders Get Ahead? Exploring Ethical Leadership and Promotability (2010, background): “One important leader performance outcome that has been linked to individual and organizational success is that of career mobility (Combs, Liu, Hall, & Ketchen, 2006; Ng et al., 2005; Van Velsor & Leslie, 1995) and promotability (DePater, Van Vianen, Bechtoldt, & Klehe, 2009).”
The Contemporary Career: A Work–Home Perspective (2014, background): “The achievement of career success, a prominent outcome variable in the careers literature (Arthur et al. 2005;Ng et al. 2005; Seibert et al. 2001a,b) that is increasingly unpredictable because flatter and leaner organizations provide fewer opportunities for hierarchical advancement, a traditional…”
From hotel career management to employees’ career satisfaction: The mediating effect of career competency (2012, positive): “Subjective career success is defined as " individuals' feelings of accomplishment and satisfaction with their careers " (Judge et al., 1995, p. 487), and is most often measured by career satisfaction (Judge et al., 1999; Ng et al., 2005).”
The nomological network of self-management strategies and career success (2008, methodology): “General Self-Management: Selection and Optimization . We used the respective subscales of a questionnaire developed by Baltes, B altes, Freund, and Lang (1999). Three items indicated selection (e.”
The Relationship between Short-Term Mentoring Benefits and Long-Term Mentor Outcomes. (2006, background): “Moreover, because objective and subjective career success are not always predicted by the same variables (Ng et al., 2005), the short-term beneWts mentors receive from their relationship may inXuence their subjective perceptions of their career success more than objective measures of salary and prom”
The Career Satisfaction Scale: Longitudinal measurement invariance and latent growth analysis (2011, background): “Career satisfaction as individuals’ idiosyncratic evaluations of their own careers is often seen as one central indicator of subjective career success (Abele, Spurk, & Volmer, 2011; Boudreau, Boswell, & Judge, 2001; Judge, Cable, Boudreau, & Bretz, 1995; Ng et al., 2005).”
Exploring types of career orientation: A latent class analysis approach (2009, neutral): “A meta-analysis by Ng et al. (2005) found that human capital and sociodemographics have a stronger relationship with objec- tive indicators of career success, whereas organizational sponsorship (supervisor support, organizational assistance and re- sources, training and skill development…”
A lifespan perspective for understanding career self-management and satisfaction: The role of developmental human resource practices and organizational support (2018, methodology): “In this context, individual career self-management (De Vos and Soens, 2008; King, 2004), or ‘human capital’ factors (Ng et al., 2005), are considered crucial sources of subjective career success.”
Career Adaptability With or Without Career Identity (2018, background): “evaluated on the basis of income attainment (Ng et al., 2005).”
Relationship between protean career orientation and work–life balance: A resource perspective (2015, result): “Human capital was unrelated to perceived employability in the present study, counter to prevailing theory and substantial evidence linking human capital investment to career success (Ng et al., 2005).”