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KARİYER BAŞARISININ ÖNCÜLLERİ: LİTERATÜR İNCELEMESİ VE TEORİK BİR MODEL ÖNERİSİ

Yıl 2021, Sayı: 28, 131 - 162, 29.10.2021

Öz

Kariyer başarısının öncüllerinin belirlenmesi, hem kariyer başarısının somut ve ölçülebilen tarafını ifade eden objektif kariyer başarısına, hem de bireylerin kendi duygu ve değerlendirmelerini içeren subjektif kariyer başarısına ulaşılmasında önemli bir rol üstlenmektedir. Bu doğrultuda bu çalışmada kariyer başarısının öncüllerini farklı teorik sınıflandırmalar çerçevesinde ele alan çalışmalar irdelenerek kariyer başarısının öncüllerine ve boyutlarının birbiri ile ilişkisine yönelik teorik bir model geliştirilmiştir. Bu çalışmada ilgili öncüller, “bireysel kaynaklar”, “sosyal kaynaklar”, “örgütsel özellikler”, “kariyer özyönetimi davranışları” ve “demografik özellikler” olmak üzere beş boyut altında incelenmiştir. Öne sürülen modelin kariyer başarısı kuramına katkıda bulunacağı ve uygulamacılara yol gösterici nitelikte olacağı umulmaktadır.

Kaynakça

  • Abele, A. E. ve Spurk, D. (2009a), “The Longitudinal Impact of Self-Efficacy and Career Goals on Objective and Subjective Career Success”, Journal of Vocational Behavior, 74(1), s. 53-62.
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  • Arthur, M. B. - Khapova S. N. - Wilderom C. P. (2005), “Career Success in a Boundaryless Career World”, Journal of Organizational Behavior, 26, s. 177-202.
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  • Ashby, J. S. ve Schoon, I. (2010), “Career Success: The Role of Teenage Career Aspirations, Ambition Value and Gender in Predicting Adult Social Status and Earnings”, Journal of Vocational Behavior, 77(3), s. 350-360.
  • Bagdadli, S. - Gianecchini M. - Andresen M. - Cotton R. – Kaše R. - Lazarova M. – Smale A. – Bosak J.- Briscoe J. – Chudzikowski K. – Russo S. - Reichel A. (2021), “Human Capital Development Practices and Career Success: The Moderating Role of Country Development and Income Inequality.”, Journal of Organizational Behavior, s. 1-19.
  • Bagdadli, S. ve Gianecchini, M. (2019), “Organizational Career Management Practices and Objective Career Success: A Systematic Review and Framework”, Human Resource Management Review, 29(3), s. 353-370.
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  • Ballout, H. I. (2009), “Career Commitment and Career Success: Moderating Role of Self‐Efficacy”, Career Development International, 14(7), s. 655-670.
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  • Cable, D. M. ve DeRue, D. S. (2002), “The Convergent and Discriminant Validity of Subjective Fit Perceptions”, Journal of Applied Psychology, 87(5), s. 875-884.
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  • Choi, S. (2019), “Breaking Through the Glass Ceiling: Social Capital Matters for Women’s Career Success?”, International Public Management Journal, 22(2), s. 295-320.
  • Chompookum, D. ve Derr, C. B. (2004), “The Effects of Internal Career Orientations on Organizational Citizenship Behavior in Thailand”, Career Development International, 9(4), s. 406-423.
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ANTECEDENTS OF CAREER SUCCESS: LITERATURE REVIEW AND A THEORETICAL MODEL PROPOSAL

Yıl 2021, Sayı: 28, 131 - 162, 29.10.2021

Öz

Determine the antecedents of career success plays a critical role in achieving both objective career success which defines the observable and measurable type of career success and subjective career success that include individuals’ own feelings and evaluations. In this respect, studies addressed the antecedents of career success within the various theoretical perspectives are examined in this study. Also, a theoretical model has been developed regarding the antecedents of career success and objective-subjective career success relationship. These antecedents were examined under five dimensions: “personal resources”, “social resources”, “organizational characteristics”, “career self-management behaviors” and “demographical variables”. It is believed that the proposed model will contribute to the career success literature and will guide the practitioners.

Kaynakça

  • Abele, A. E. ve Spurk, D. (2009a), “The Longitudinal Impact of Self-Efficacy and Career Goals on Objective and Subjective Career Success”, Journal of Vocational Behavior, 74(1), s. 53-62.
  • Abele, A. E. ve Spurk, D. (2009b), “How Do Objective and Subjective Career Success Interrelate Over Time?”, Journal of Occupational and Organizational Psychology, 82(4), s. 803-824.
  • Amin, S. - Arshad R. – Ghani R. A. (2017), “Spousal Support and Subjective Career Success: The Role of Work-Family Balance and Career Commitment as Mediator”, Jurnal Pengurusan (UKM Journal of Management), 50, s. 133-142.
  • Arthur, M. B. - Khapova S. N. - Wilderom C. P. (2005), “Career Success in a Boundaryless Career World”, Journal of Organizational Behavior, 26, s. 177-202.
  • Aryee, S. – Chay Y. – Tan H. (1994), “An Examination of The Antecedents of Subjective Career Success Among a Managerial Sample in Singapore”, Human Relations, 47(5), s. 487-509.
  • Ashby, J. S. ve Schoon, I. (2010), “Career Success: The Role of Teenage Career Aspirations, Ambition Value and Gender in Predicting Adult Social Status and Earnings”, Journal of Vocational Behavior, 77(3), s. 350-360.
  • Bagdadli, S. - Gianecchini M. - Andresen M. - Cotton R. – Kaše R. - Lazarova M. – Smale A. – Bosak J.- Briscoe J. – Chudzikowski K. – Russo S. - Reichel A. (2021), “Human Capital Development Practices and Career Success: The Moderating Role of Country Development and Income Inequality.”, Journal of Organizational Behavior, s. 1-19.
  • Bagdadli, S. ve Gianecchini, M. (2019), “Organizational Career Management Practices and Objective Career Success: A Systematic Review and Framework”, Human Resource Management Review, 29(3), s. 353-370.
  • Ballout, H. I. (2007), “Career Success: The Effects of Human Capital, Person‐Environment Fit and Organizational Support”, Journal of Managerial Psychology, 22(8), s. 741-765.
  • Ballout, H. I. (2009), “Career Commitment and Career Success: Moderating Role of Self‐Efficacy”, Career Development International, 14(7), s. 655-670.
  • Baltes, B. – Rudolph C. – Bal A. (2013), A Review of Aging Theories and Modern Work Perspectives. (Eds: Jerry Hedge and Walter Borman), The Oxford Handbook of Work and Aging içinde (117-136). Oxford University Press, New York.
  • Bendersky, C. ve Shah, N. P. (2013), “The Downfall of Extraverts and Rise of Neurotics: The Dynamic Process of Status Allocation in Task Groups”, Academy of Management Journal, 56(2), s. 387-406.
  • Birasnav, M. - Merbati H. – Chaudhary R. – Rangnekar S. (2013), “Predictors of Career Success Among Government Employees: An Empirical Study”, Management and Labour Studies, 38(4), s. 517-529.
  • Blanco, M. R. ve Castillo, M. A.S. (2020), “CEOs' Experience and Career Success in Latin American Firms”, International Journal of Emerging Markets, 15(6), s. 1083-1104.
  • Bolat, O. İ. – Bolat T. - Seymen O. (2009), “Güçlendirici Lider Davranışları ve Örgütsel Vatandaşlık Davranışı Arasındaki İlişkinin Sosyal Mübadele Kuramından Hareketle İncelenmesi”, Balıkesir Üniversitesi Sosyal Bilimler Enstitüsü Dergisi, 12(21), s. 215-239.
  • Boudreau, J. W. – Boswell W. R. - Judge T. A. (2001), “Effects of Personality on Executive Career Success in The United States and Europe”, Journal of Vocational Behavior, 58(1), s. 53-81.
  • Bozionelos, N. (2015), Social Capital and Careers: Indisputable Evidence and Note for Caution, (Eds Ans De Vos and Beatrice Van der Heijden), I.J.M.B. (Eds), Handbook of Research on Sustainable Careers içinde (67-82). Edward Elgar, Cheltenham.
  • Burns, K. – Fox-R. A. – Lorens E. – Martin C. M. (2019), “Gender Differences in Career Satisfaction, Moral Distress, and Incivility: A National, Cross-Sectional Survey of Canadian Critical Care Physicians”, Canadian Journal of Anesthesia, 66(5), s. 503-511.
  • Cable, D. M. ve DeRue, D. S. (2002), “The Convergent and Discriminant Validity of Subjective Fit Perceptions”, Journal of Applied Psychology, 87(5), s. 875-884.
  • Cho, Yonjoo - Park Jiwon - Jeoung Soo – Ju Boreum - You Jieun - Ju Ahreum – Park Hye (2017), “How do South Korean Female Executives’ Definitions of Career Success Differ From Those of Male Executives?”, European Journal of Training and Development, 41(6), s. 490-507.
  • Choi, S. (2019), “Breaking Through the Glass Ceiling: Social Capital Matters for Women’s Career Success?”, International Public Management Journal, 22(2), s. 295-320.
  • Chompookum, D. ve Derr, C. B. (2004), “The Effects of Internal Career Orientations on Organizational Citizenship Behavior in Thailand”, Career Development International, 9(4), s. 406-423.
  • Dai, L. ve Song, F. (2016), “Subjective Career Success: A Literature Review and Prospect”, Journal of Human Resource and Sustainability Studies, 4(3), s. 238-242.
  • De Vos, A. - De Clippeleer I. D. - Dewilde Thomas (2009), “Proactive Career Behaviours and Career Success During the Early Career”, Journal of Occupational and Organizational Psychology, 82(4), s. 761-777.
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  • Dries, N. - Pepermans R. - Carlier O. (2008), “Career Success: Constructing a Multidimensional Model”, Journal of Vocational Behavior, 73(2), s. 254-267.
  • Du, H. - Chen A. - Chi P. - King R. B. (2019), “Person-Culture Fit Boosts National Pride: A Cross-Cultural Study Among 78 Societies”, Journal of Research in Personality, 81, s. 108-117.
  • Eby, L.- Butts M. - Lockwood A. (2003), “Predictors of Success in The Era of The Boundaryless Career”, Journal of Organizational Behavior, 24(6), s. 689-708.
  • Erdogan, B. - Kraimer M. L. - Liden R. C. (2004), “Work Value Congruence and Intrinsic Career Success: The Compensatory Roles of Leader‐Member Exchange and Perceived Organizational Support”, Personnel Psychology, 57(2), s. 305-332.
  • Gao, P. ve Wu, W. (2019), “Effect of Leaders’ Implicit Followership Theory on Subordinates’ Career Success”, Social Behavior and Personality: An International Journal, 47(5), s. 1-14.
  • Gattiker, U. E. ve Larwood, L. (1988), “Predictors for Managers' Career Mobility, Success, And Satisfaction”, Human Relations, 41(8), s. 569-591.
  • Georgakakis, D. - Dauth T. - Ruigrok W. (2016), “Too Much of a Good Thing: "Does International Experience Variety Accelerate or Delay Executives’ Career Advancement?”, Journal of World Business, 51(3), s. 425-437.
  • Greenhaus, J. H. ve Callanan, G. A. (Eds.) (2006), Encyclopedia of Career Development, Sage Publications.
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  • Halbesleben, J. ve Bowler, M. (2007), “Emotional Exhaustion and Job Performance: The Mediating Role of Motivation”, Journal of Applied Psychology, 92(1), s. 93-106.
  • Hall, D. T. ve Chandler, D. E. (2005), “Psychological Success: When the Career Is A Calling”, Journal of Organizational Behavior, 26(2), s. 155-176.
  • Hassan, A. I. – Baharom M. N. - Abdul M. R. (2017), “Social Capital and Career Advancement of Female Academic Staff in Nigerian Universities”, Journal of Management Development, 36(4), s. 525-541.
  • Hegewisch, A. ve Hartmann, H. (2014), Occupational Segregation and The Gender Wage Gap: A Job Half Done, Institute for Women's Policy Research.
  • Herrbach, O. ve Mignonac, K. (2012), “Perceived Gender Discrimination and Women’s Subjective Career Success: The Moderating Role of Career Anchors”, Industrial Relations, 67(1), s. 25-50.
  • Heslin, P. A. (2005), “Conceptualizing and Evaluating Career Success”, Journal of Organizational Behavior, 26(2), s. 113-136.
  • Hirschi, A. - Nagy N. - Baumeler F. - Johnston C. S. – Spurk D. (2018), “Assessing Key Predictors of Career Success: Development and Validation of The Career Resources Questionnaire”, Journal of Career Assessment, 26(2), s. 338-358.
  • Hobfoll, S. - Halbesleben J.– Neveu J. P. – Westman M. (2018), “Conservation of Resources in The Organizational Context: The Reality of Resources and Their Consequences”, Annual Review of Organizational Psychology and Organizational Behavior, 5, s. 103-128.
  • Holtschlag, C. - Masuda A. D. - Reiche B. S. - Morales C. (2020), “Why Do Millennials Stay in Their Jobs? The Roles of Protean Career Orientation, Goal Progress and Organizational Career Management”, Journal of Vocational Behavior, 118, 103366, s. 1-14.
  • Holtschlag, C.- Morales C. E., Masuda A. D. - Maydeu-Olivares A. (2013), “Complementary Person–Culture Values Fit and Hierarchical Career Status”, Journal of Vocational Behavior, 82(2), s. 144-153.
  • Hua, Y. ve Liu, Anita M. M. (2017), “An Investigation of Person-Culture Fit and Person-Task Fit on ICT Adoption in The Hong Kong Construction Industry”, Architectural Engineering and Design Management, 13(6), s. 423-438.
  • Jang, S.– Allen T. D. – Regina J. (2020), “Office Housework, Burnout, and Promotion: Does Gender Matter?”, Journal of Business and Psychology, s. 1-13.
  • Jebb, A. T. - Tay L. - Diener E. - Oishi S. (2018), “Happiness, Income Satiation and Turning Points Around the World”, Nature Human Behaviour, 2(1), s. 33-38.
  • Jiang, Z. - Newman A. - Le H. - Presbitero A.– Zheng C. (2019), “Career Exploration: A Review and Future Research Agenda”, Journal of Vocational Behavior, 110, s. 338-356.
  • Judge, T. - Higgins C.- Thoresen C. – Barrick M. (1999), “The Big Five Personality Traits, General Mental Ability, and Career Success Across the Life Span”, Personnel Psychology, 52(3), s. 621-652.
  • Judge, T. A. – Cable D. M. – Boudreau J. W. - Bretz Jr Robert D. (1995), “An Empirical Investigation of the Predictors of Executive Career Success”, Personnel Psychology, 48(3), s. 485-519.
  • Judge, T. A. - Klinger R. - Simon L. S. - Yang I. W. F. (2008), “The Contributions of Personality to Organizational Behavior and Psychology: Findings, Criticism, and Future Research Directions”, Social and Personality Psychology Compass, 2, s. 1982–2000.
  • Kapu, H. (2008), “Sosyal Sermaye ve Organizasyonlarin Öngörü Yeteneğini Geliştirme Gücü”, Atatürk Üniversitesi İktisadi ve İdari Bilimler Dergisi, 22(1), s. 259-288.
  • King, Z. (2004), “Career Self-Management: Its Nature, Causes and Consequences”, Journal of Vocational Behavior, 65(1), s. 112–133.
  • Kristof‐Brown, A. L. - Zimmerman R. D. - Johnson E. C. (2005), “Consequences of Individuals' Fit At Work: A Meta‐Analysis of Person–Job, Person–Organization, Person–Group, and Person–Supervisor Fit”, Personnel Psychology, 58(2), s. 281-342.
  • Kuijpers, M. A. - Schyns B. - Scheerens J. (2006), “Career Competencies for Career Success”, The Career Development Quarterly, 55(2), s. 168-178.
  • Kulikowski, K. (2018), “The Model of Relationships Between Pay for Individual Performance and Work Engagement”, Career Development International, 23(4), s. 427-443.
  • Labianca, G. ve Brass, D. J. (2006), “Exploring the Social Ledger: Negative Relationships and Negative Asymmetry in Social Networks in Organizations”, Academy of Management Review, 31(3), s. 596-614.
  • Lau, V. P. - Shaffer M. A. - Au K. (2007), “Entrepreneurial Career Success from a Chinese Perspective: Conceptualization, Operationalization, and Validation”, Journal of International Business Studies, 38(1), s. 126-146.
  • Lounsbury, J. - Loveland J. - Sundstrom E. - Gibson L. - Drost A. - Hamrick F. (2003), “An Investigation of Personality Traits in Relation to Career Satisfaction”, Journal of Career Assessment, 11(3), s. 287-307.
  • Luthans, F. - Luthans K. W. - Luthans B. C. (2004), “Positive Psychological Capital: Beyond Human and Social Capital”, Business Horizons, 47(1), s. 45-50.
  • Luthans, F. - Norman S. M. - Avolio B. J. - Avey J. B. (2008), “The Mediating Role of Psychological Capital in the Supportive Organizational Climate-Employee Performance Relationship”, Journal of Organizational Behavior, 29, s. 219-238.
  • Masood, A. - Rafique R. - Qaisar S. - Musarat R. (2017), “Personality Traits as Predictor of Job Performance in Police Officers”, Bahria Journal of Professional Psychology, 16(2), s. 31-53.
  • Melero, E. (2010), “Training and Promotion: Allocation of Skills or Incentives?”, Industrial Relations, 49(4), s. 640-667.
  • Mumford, M. D. (1983), “Social Comparison Theory and The Evaluation of Peer Evaluations: A Review and Some Applied Implications”, Personnel Psychology, 36(4), s. 867-881.
  • Nabi, G. R. (1999), “An Investigation into The Differential Profile of Predictors of Objective and Subjective Career Success”, Career Development International, 4(4), s. 212-224.
  • Ng, T. W. - Eby L. T. - Sorensen K. L. - Feldman D. C. (2005), “Predictors of Objective and Subjective Career Success: A Meta‐Analysis”, Personnel Psychology, 58(2), s. 367-408.
  • Ng, T. W. ve Feldman, D. C. (2014a), “A Conservation of Resources Perspective on Career Hurdles and Salary Attainment”, Journal of Vocational Behavior, 85(1), s. 156-168.
  • Ng, T. W. ve Feldman, D. C. (2014b), “Subjective Career Success: A Meta-Analytic Review”, Journal of Vocational Behavior, 85(2), s. 169-179.
  • Nieß, C. ve Zacher, H. (2015), “Openness to Experience as a Predictor and Outcome of Upward Job Changes into Managerial and Professional Positions”, Plos One, 10(6), e0131115.
  • Ogbonnaya, C. - Daniels K. - Nielsen K. (2017), “Does Contingent Pay Encourage Positive Employee Attitudes and Intensify Work?”, Human Resource Management Journal, 27(1), s. 94-112.
  • Oh, S. S. ve Lewis, G. B. (2013), “Performance Ratings and Career Advancement in The Us Federal Civil Service”, Public Management Review, 15(5), s. 740-761.
  • Otto, K. - Roe R. - Sobiraj S. – Baluku M. M. - Vásquez, Mauricio E. G. (2017), “The Impact of Career Ambition on Psychologists’ Extrinsic and Intrinsic Career Success”, Career Development International, 22(1), s. 23-36.
  • Ouerdian, E. G. B. ve Mansour, N. (2019), “The Relationship of Social Capital with Objective Career Success: The Case of Tunisian Bankers”, Journal of Management Development, 38(2), s. 74-86.
  • Poon, J. M. – Briscoe J. P. - Abdul-Ghani R. - Jones E. A. (2015), “Meaning and Determinants of Career Success: A Malaysian Perspective”, Journal of Work and Organizational Psychology, 31(1), s. 21-29.
  • Raabe, B. - Frese M. - Beehr T. A. (2007), “Action Regulation Theory and Career Self-Management”, Journal of Vocational Behavior, 70(2), s. 297-311.
  • Restubog, S. L. D. - Bordia, P. - Bordia, S. (2011), “Investigating the Role of Psychological Contract Breach on Career Success: Convergent Evidence from Two Longitudinal Studies”. Journal of Vocational Behavior, 79(2), s. 428-437.
  • Rowley, C. - Kang H. R. – Lim H. J. (2016), “Female Manager Career Success: The Importance of Individual and Organizational Factors in South Korea”, Asia Pacific Journal of Human Resources, 54(1), s. 98-122.
  • Sanders, K. - Kraimer M. L. – Greco L. - Morgeson F. P. - Budhwar P. S. - Sun J. M. – Shipton H. – Sang X. (2020), “Why Academics Attend Conferences? An Extended Career Self-Management Framework,” Human Resource Management Review, 100793, s. 1-12.
  • Seibert, S. E. - Kraimer M. L. - Crant J. M. (2001), “What Do Proactive People Do? A Longitudinal Model Linking Proactive Personality and Career Success”, Personnel Psychology, 54(4), s. 845-874.
  • Seibert, S. E. ve Kraimer, M. L. (2001). “The Five-Factor Model of Personality and Career Success”, Journal of Vocational Behavior, 58(1), s. 1-21.
  • Sekiguchi, T. (2004), “Person-Organization Fit and Person-Job Fit in Employee Selection: A Review of the Literature”, Osaka KeidaiRonshu, 54(6), s. 179-196.
  • Semeijn, J. H. - Van der H. B. - De Beuckelaer A. (2020), “Personality Traits and Types in Relation to Career Success: An Empirical Comparison Using the Big Five”, Applied Psychology, 69(2), s. 538-556.
  • Singh, R. - Ragins B. R. – Tharenou P. (2009), “What Matters Most? The Relative Role of Mentoring and Career Capital in Career Success”, Journal of Vocational Behavior, 75(1), s. 56-67.
  • Smeets, V. ve Warzynski, F. (2008), “Too Many Theories, Too Few Facts? What the Data Tell Us About the Link Between Span of Control, Compensation and Career Dynamics”, Labour Economics, 15(4), s. 687-703.
  • Smith, P. - Caputi P. - Crittenden N. (2012), “How Are Women's Glass Ceiling Beliefs Related to Career Success?”, Career Development International, 17(5), s. 458-474.
  • Spurk, D. - Hirschi A. - Dries N. (2019), “Antecedents and Outcomes of Objective Versus Subjective Career Success: Competing Perspectives and Future Directions”, Journal of Management, 45(1), s. 35-69.
  • Spurk, D. ve Abele, A. E. (2014), “Synchronous and Time-Lagged Effects Between Occupational Self-Efficacy and Objective And Subjective Career Success: Findings From a Four-Wave and 9-Year Longitudinal Study”, Journal of Vocational Behavior, 84(2), s. 119-132.
  • Sutin, A. R. - Costa P. T. - Miech R. - Eaton W. W. (2009), “Personality and Career Success: Concurrent and Longitudinal Relations”, European Journal of Personality, 23(2), s. 71-84.
  • Tran, Q. ve Tian, Y. (2013), “Organizational Structure: Influencing Factors and Impact on A Firm”, American Journal of Industrial and Business Management, 3(2), s. 1-8.
  • Tremblay, M. - Dahan J. - Gianecchini M. (2014), “The Mediating Influence of Career Success in Relationship Between Career Mobility Criteria, Career Anchors and Satisfaction with Organization”, Personnel Review, 43(6), s. 818-844.
  • Verbruggen, M. ve Sels, L. (2008), “Can Career Self-Directedness Be Improved Through Counselling?”, Journal of Vocational Behavior, 73, s. 318-327.
  • Wayne, S. J. – Liden R. C. - Kraimer M. L. - Graf I. K. (1999), “The Role of Human Capital, Motivation and Supervisor Sponsorship in Predicting Career Success”, Journal of Organizational Behavior, 20(5), s. 577-595.
  • Wiersma, U. J., ve Kappe R. (2017), “Selecting for Extroversion but Rewarding for Conscientiousness”, European Journal of Work and Organizational Psychology, 26(2), s. 314-323.
  • Wolff, H. G. ve Moser, K. (2009), “Effects of Networking on Career Success: A Longitudinal Study”, Journal of Applied Psychology, 94(1), 196, s. 1-42.
  • Zhao, J. J. - Truell A. D. - Alexander M. W. - Hill I. B. (2006), " Less Success Than Meets the Eye?" The Impact of Master of Business Administration Education on Graduates' Careers “, Journal of Education for Business, 81(5), s. 261-268.
  • Zikic, J. ve Hall, D. T. (2009), “Toward a More Complex View of Career Exploration”, The Career Development Quarterly, 58(2), s. 181-191.
Toplam 96 adet kaynakça vardır.

Ayrıntılar

Birincil Dil Türkçe
Bölüm Araştırma Makaleleri
Yazarlar

Sevgi Elmas-atay 0000-0002-2238-4979

Yayımlanma Tarihi 29 Ekim 2021
Gönderilme Tarihi 4 Mayıs 2021
Yayımlandığı Sayı Yıl 2021 Sayı: 28

Kaynak Göster

APA Elmas-atay, S. (2021). KARİYER BAŞARISININ ÖNCÜLLERİ: LİTERATÜR İNCELEMESİ VE TEORİK BİR MODEL ÖNERİSİ. Dicle Üniversitesi Sosyal Bilimler Enstitüsü Dergisi(28), 131-162.

Dicle University
Journal of Social Sciences Institute (DUSBED)