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The purpose of this paper is to find out the moderating role of emotional intelligence (EI) in the relationship between career commitment and career success of the bank employees working in Pakistan.

The study used ex post facto method where 200 middle-level managerial bank employees were surveyed by means of a close-ended questionnaire. Moderated multiple regression was run to test the hypotheses.

As expected, the research findings confirmed the expectation of significant relationship between career commitment and objective/subjective career success. Further, the research findings bolstered one of the research postulates that EI will moderate career commitment-objective career success relationship. However the argument of EI’s moderation between career commitment-subjective career success relationship was not supported by the findings.

This paper adds value to the existing body of knowledge by augmenting the need of understanding the distinctiveness of objective and subjective career success. The study unveils the importance of devising separate mechanisms to cater both the objective and subjective career success needs of the employees and enhances the scope of career literature in South Asian settings.

This research examined the different profile of individual, opportunity structure, and career strategy variables related to both objective (salary) and subjective (self‐perceived) career success. Questionnaire data were obtained from a stratified sample of 723 full‐time employees at several higher education institutions in the north of England. Controlling for age, tenure, gender, and occupation, a different profile of factors predicted objective and subjective career success. The highest objective career success was reported by employees with a high level of education, who worked in larger organizations with well‐structured progression ladders and invested considerable effort in their work role. In contrast, the highest subjective career success was reported by employees who were high on work centrality, who worked in organizations with well‐structured progression ladders and employment security, and who networked frequently yet reported a lack of ambition. The theoretical and practical implications of these findings are discussed, together with avenues for further research.

The purpose of this paper is to evaluate how perceived career channels and career anchors are related to objective internal career success, and how subjective career success mediates the effects of objective success on employer satisfaction.

Data were collected using questionnaires, and hypotheses were tested on a sample of 800 engineers and managers. Of the sample, 35 percent were female and 67 percent worked in the private sector.

The findings show that the more respondents perceive that performance carries weight in promotion decisions, the higher their level of objective career success. In contrast, the importance placed on relations with the hierarchy has no significant influence. Respondents with a strong management anchor report greater objective career success, and those with a strong life style anchor report lesser objective career success, but greater success in life outside work. Finally, the findings indicate that job success is associated with greater satisfaction with employer, whereas life success is related to lesser satisfaction.

This study is based on a sample taken from one profession (engineers), in a specific cultural context. The cross-sectional research design precludes the inference of some causality conclusions.

Organizations may benefit from disseminating promotion attribution criteria and reducing perceptions of favoritism in reward allocation. In addition, this study shows that not only individuals but also the employer can benefit from greater positive interdependence between career success and life success.

This study represents the first comprehensive attempt to examine the role of perceived career channels and career anchors in objective and subjective career success.

The purpose of this paper is to contribute to a better understanding of the complex relationship between ethnic diversity, social capital, and objective career success in upward mobility systems over time. The authors conceptualize the underlying process of why intra-organizational career boundaries are more permeable for dominant ethnics compared to minority ethnics.

The authors conceptually explore and model this relationship by elaborating on three mechanisms of social capital return deficit proposed by Lin (2000), building the argument based on four underlying principles (stereotype fit, status construction, homophily, and reciprocity).

Based on a proposed reciprocal relationship between social capital and objective career success, the authors suggest the development of an upward career spiral over time, which is continuously affected by ethnic group membership. Consequently, the authors argue that dominant ethnics do not only advance to a higher level of objective career success, but that they also advance exponentially faster than minority ethnics.

The conceptualization provokes the question to what extent the permeability of intra-organizational boundaries constrains careers of some, while enabling careers of others.

The contribution lies in the exploration of the relationship between social capital and objective career success over time, of the permeability of intra-organizational career boundaries, and how both are affected by ethnic group membership.

Drawing on goal orientation theory, the authors propose a moderated mediation model, wherein objective career success is positively related to employees' life satisfaction through subjective career success moderated by learning and performance goal orientations.

Data were collected from 188 employees in South Korea. The hypotheses were tested with the moderated mediation regression analysis.

The results indicated that salary and promotion, as indicators of objective career success, were positively related to subjective career success. However, subjective career success mediated only the influence of salary, not promotion, on life satisfaction. Furthermore, the authors found that the indirect relationship between salary and life satisfaction via subjective career success was not significant for employees with high learning goal orientation but was significant for those with high performance goal orientation.

Organizations need to understand that a higher salary and frequent promotions may not always be positively related to employees' satisfaction with career and personal life and should consider the types of goal orientations.

The authors’ consideration of goal orientation as a dispositional characteristic contributes to the comprehensive understanding of how employees' learning and performance goal orientations interact with objective career success in influencing their subjective career and life satisfaction.

The purpose of this paper is to investigate the early career values and individual factors of objective career success among graduates from a top-tier French business school.

The authors conducted a quantitative analysis of 629 graduates classified in three job markets according to income: the traditional business market, the alternative market and the high-potential business market. The graduation dates span a period of 12 years before the 2008 Recession.

The findings suggest that membership of each job market is associated with distinct early career values (when choosing/leaving the first job). Moreover, the authors confirm that the presence of a mentor, international experience, job-hopping and gender, all affect objective career success.

The paper discusses implications for business career development and higher business education.

The originality of this study lies in the identification of the individual factors of objective career success among French business graduates and the links between objective career success and early career values.

The purpose of this paper is to explore how women managers in Lebanon account for their career satisfaction and construct their career success.

A review of literature along with a survey‐based quantitative approach is adopted for understanding the perception of the Lebanese Arab women to their career success. The questionnaire was administered to women participants in managerial and executive roles in different occupational sectors.

The findings suggest that despite the glass ceiling that the Lebanese women managers face, they perceived themselves as successful. However, their success was mainly attributed to their satisfaction with the subjective rather than the objective aspects of their careers.

The value of this paper is three‐fold. First, and in view of the Western focus of similar research, this study contributes to the understudied area of research of women managers and their careers in the Arab Middle East. Second, through empirical research stemming from Lebanon, this paper confirms the salience of the glass ceiling in the non‐traditional Middle Eastern research locale. Third, it challenges the widespread notion that the subjective and the objective dimensions of career success are correlated. Although the findings cannot be generalized to the entire Middle‐Eastern Arab region, they demonstrate important differences in the concept of self‐perceived subjective and objective career success.

The paper seeks to determine whether different aspects of migrant pre‐migration characteristics (human capital and motivation to migrate) and post‐migration behaviour (social integration and career self‐management) predict migrants' post‐migration career success.

The research employed a survey questionnaire applied to a sample of 210 migrants who had migrated from Sri Lanka to New Zealand. Twenty‐three independent and three dependent (career success – objective and subjective) variables were measured. Sequential multiple regression analysis was applied, mirroring the time‐sequenced theory of career development.

Overall, migrants' occupational status had declined markedly following migration. Variables representing human capital, social integration and career self‐management perspectives all contributed substantially to explaining variances in career success, especially objective career success, but motivation to migrate did not. Human capital variables were especially influential in determining pre‐migration success, acculturation in the host country and education in the host country in post‐migration success. Effects of career self‐management behaviours on success were relatively small.

A limitation is the cross‐sectional design, and possible non‐generalisability beyond a single migrant group and host country.

The paper discusses implications for migrants, policy makers and future research.

Migration, and interest in research on migrants' careers, is growing. This paper applies a wide range of predictor variables and a logical causal model to predicting migrant career success, indicates significant effects, and points to positive actions that may be taken by government, organisations and migrants.

This study aims to address a paucity of research into career success by exploring the impact of organizational context (“in-group” culture and the competitiveness strategy) and individual variables (self-efficacy and goal orientation), on objective career success (academic position) and subjective career success (career satisfaction).

Survey data were obtained from 447 faculty members employed by Babeș-Bolyai University (BBU), the best-ranked Romanian higher education institution. For analysis, hierarchical multiple regressions analyzes were used.

The novel results of this quantitative analysis are that organizational context variables influence both subjective career success and objective career success. Academics who do not attain promotion have lower subjective career success and objective career success, as a result of the publish or perish university strategy. Self-efficacy has a positive impact on both success types, while goal orientation is for subjective career success a weak predictor.

Organizational efforts should be focused on improving academics career development especially for those teachers who are in the current position already for many years. The development of performance-driven career paths should be also considered for diminishing the impact of organizational variables.

This paper extends the knowledge concerning objective and subjective career success by revealing the important impact of contextual determinants, as it confirms the impact of individual self-efficacy in a university context and partially the one of goal orientation.

The purpose of this paper is to investigate how managerial level moderates the relationships between networking behaviours and career success (objective and subjective) in the context of a public sector organisation in Malaysia.

The study utilised a cross‐sectional design and investigated these relationships indicated on a sample of 288 managers from the Malaysian public sector.

The study found that increasing internal visibility was related to monthly income and subjective career success. Managerial level moderated the relationships between some types of networking and objective career success.

The study was cross‐sectional in nature and involved a sample of managers from public sector organisations. However, there is scope to longitudinally investigate the impact of specific networking behaviours on both objective and subjective career success.

The study findings highlight the advantages that senior managers have in respect of networking opportunities and the importance of particular types of networking objective and subjective career success.

The study findings extend the knowledge of the value of networking and demonstrate that the relationships found in Western organisations also are true in Asian organisations and cultures and in public as well as private sector organisations.