Career adaptability predicts subjective career

success above and beyond personality traits and core

self-evaluations.

Authors: Zacher, Hannes,
Abstract: The Career Adapt-Abilities Scale (CAAS) measures career adaptability as
a higher-order construct that integrates four psychosocial resources of employees for
managing their career development: concern, control, curiosity, and confidence. The
goal of the present study was to investigate the validity of the CAAS with regard to its
effects on two indicators of subjective career success (career satisfaction and self-
rated career performance) above and beyond the effects of employees' Big Five
personality traits and core self-evaluations. Data came from a large and
heterogeneous sample of employees in Australia (N = 1723). Results showed that
overall career adaptability positively predicted career satisfaction and self-rated
career performance above and beyond the Big Five personality traits and core self-
evaluations. In addition, concern and confidence positively predicted the two
indicators of subjective career success. The findings provide further support for the
incremental validity of the CAAS.

Predicting Malaysian managers' objective and
subjective career success.
Authors:
Mohd Rasdi, Roziah1 roziah_m@putra.upm.edu.my
Ismail, Maimunah1
Garavan, Thomas N.
Abstract:
Compared with the extensive research on managerial career in the west, little has
emerged from Asia. This study reports an investigation of the determinants of
objective and subjective career success of managers working in the Malaysian
public sector. Surveys were received from 288 managers of various managerial
grades. The findings revealed that managers' objective and subjective career
success were predicted by different variables. Objective career success was
predicted by human capital and demographic variables. Subjective career success
was predicted by structural variables, individual variables, and demographic
variables. The implications for research and practice are highlighted.
Summary:
Findings indicate that demographic characteristics contributed a significant amount of variance in both
dimensions of career success (particularly with respect to promotions, where demographics explained more
variance in promotions compared with subjective career success). After controlling for a wide range of factors,
women had slightly better levels of objective success and subjective success than men.