Career Management: The Definition Of Career Success

INDIVIDUAL DIFFERENCE IN CAREER SUCCESS

The definition of Career Success can refer to a person’s desirable work-related outcomes and accomplishment through his/her career experience over time (Arthur et al., 2005, p.179) in objective and subjective contexts (Hall and Chandler, 2005).

For objective or extrinsic success, it relates to observable, tangible and quantifiable accomplishments like career hierarchical status, monetary and promotions of career (Chênevert and Tremblay, 2002; Hall and Chandler, 2005; Nicholson and De Waal-Andrews, 2005; Dries et al., 2008), whereas the individual interprets his/her emotional stability and career satisfaction through subjective or intrinsic success (Greenhaus et al., 1990; Dries et al., 2008).

PERSONALITY

Individual with emotional stability tends to display better control in handling work situations and higher tolerance in embracing cultural differences (Shaffer et al. (2006).

5. Openness to experience / Intellect (problem solving and innovation skills)

Openness to experience shows broad-interests tendency towards new concept ideas or new experience that can be insightful. High score is reflected in traits such as high curiosity and non-restrict way of thinking to low score such as narrow interests with focus in familiarity.

Individual who is open to experience tends to be able to adjust and adapt their learning experience and behaviours according to different situations at work place (Ramalu et al., 2011).

Core Self-Evaluations : How Do We Think of Ourselves?

Factors such as leadership, work performance, work life satisfaction, stress and motivation and income in economic success are all particularly linked to Core Self-Evaluations (Judge et al., 2005; Judge and Hurst, 2007). According to Judge et al. (2000) based on longitudinal perspective, it is found that there is measured link from childhood to young adulthood that lead to work satisfaction in later

Individual of the such trait is able to take on challenges with confidence and learn through errors and tend to associate success in work satisfaction.

3. Locus of control (Individual’s ability to control)

Individuals with high locus of control tend to have greater control in psychological factors in tackling setbacks through perseverance to success in work performance and satisfaction and handling of personal stress resilience. They are also not afraid to seek new or better career prospects as they do not believe in ‘sealed fates’ that confine them to existing work environment (Rutter, 1985; Borge, 2003).

4. Emotional stability (The tendency to see oneself as steady and confident)

As compared with Big Five theory, emotional stability contrasts with neuroticism through same personality dimension but on opposite ends. Individuals with emotional stability tend to have high level of work satisfaction with low levels of negative