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Cet article propose un modèle relatif aux étapes d'une carrière réussie. Trois voies s'offrent au succès: (a) La réussite relève des qualités humaines, des choix de carrière et de la structure de l'organisation; (b) les phases de la carrière interfèrent avec l'impact des qualités humaines, et la structure de l'organisation avec la réussite; (c) l'impact des qualités humaines et la structure de l'organisation sont marqués par les choix de carrière. Des données ont été recueillies par questionnaires auprès de 457 salariés britanniques. Les résultats parlent en faveur du poids des étapes de la vie professionnelle et de l'impact des choix de carrière. Le pouvoir prédictif des qualités humaines, de la structure de l'organisation et des choix de carrière s'accroît avec les années et il atteint son maximum au stade ultime de la carrière. La part de la variance d'une carrière réussie expliquée par les qualités humaines et la structure de l'organisation chute significativement quand on tient compte des effets des choix de carrière. On analyse ces résultats et leurs conséquences sur les travaux à venir concernant la réussite d'une carrière. The paper proposes a stage‐specific model of career success that offers three routes to career success: (a) career success is affected by human capital attributes, career choices, and organisational structure; (b) career stage moderates the effects of human capital attributes and organisational structure on career success; and (c) the effects of human capital attributes and organisational structure are mediated by career choices. Questionnaire data were gathered from 457 employees from the general British workforce. The results demonstrated the moderating effect of career stage and the mediating effect of career choices. The predictive power of human capital attributes, organisational structure, and career choices increases over the career stages, and was at its highest at the late career stage. The amount of variance in career success explained by human capital attributes and organisational structure dropped significantly when the effect of career choices was accounted for. The results and their implications for future studies of career success are discussed.
Applied Psychology – Wiley
Published: Jan 1, 1996
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