INTRODUCTION

The purpose of the report is to analyze how students perceive career success. It explores the link

between career success and career theorizing and discusses the concept of subjective and

objective career success. As well as juxtapose traditional careers with Boundaryless career

concepts.

THE INTERVIEW PROCESS

Define the Objectives of the study: the first step of the process is to define the study objective. It

forms the driving force behind each task and each interview question.

Design Methodology: data for the study was collected using interviews. This involves designing

10 interview questions. Respondents include 8 students from different backgrounds.

Pilot Study: in this step, each student finds another student in the class to ask their questions and

see how they work.

Data Collection: data is collected during the interview sessions using a smartphone/voice

recorder.

DESIGNING THE INTERVIEW QUESTIONS

The study used semi-structured interview questions to collect open-ended and in-depth data.

Interview questions were designed to reflect different themes. For example, Q1-Q5 investigates

the concept of objective and subjective career success. This is because the understanding of

career success can be measured by financial and psychological fulfillment.

Respondents were given a chance to discuss the possibility of a boundaryless career in Q6. Q7-

Q9 reflects Schein’s career anchor while Q10 explores their strategies for achieving a successful

career.

ANALYSIS

Data from the study suggests that people are more interested in the satisfaction and fulfillment

that comes with their job/profession. This type of success is referred to as Subjective Career

Success (SCS). It is defined by an individual’s perception of their career. That is career

satisfaction (Qianni & Su, 2016). To quote Gaile et al (2022), the objectivity of objective career

success factors fades. Indeed, people will make sense of their careers by relying on their values

and sense of job satisfaction. Therefore, SCS is measured as career satisfaction over perceived

career success (Spurk et al, 2018). For example, respondents were impressed with the

achievements and personal development of their career role models.

In comparison, only a fraction of respondents showed keen interest in objective career success

(OCS). OCS is characterized by quantifiable attainments such as income level, promotions,

prestige, and other perks that are considered distinctive characteristics of certain professions

(Qianni & Su, 2016). As an example, participants used words like rich, prominent, perks, and

respect to describe OCS. Further, a balance exists between SCS and OCS. Both are built on

personal, structural, and behavioral factors (Hildred et al, 2023). For example, respondents

shared similarities in OCS and SCS as measures for career success.

Respondents that leaned towards SCS all have role model figures in their lives. Those are people

that they look up to and emulate. These role models are individuals who have made a significant

impact in their careers. This view is supported by Ng and Feldman (2014) who suggest that in
self-referent vs other referent comparisons, individuals assess their career success in terms of

some external standards such as the achievement of co-workers, mentors, and family members.

Self-referent vs other referent comparisons form part of the nature of SCS. Indeed, other

observable characteristics among this group of respondents are their values and strong personal

convictions. To quote Rasdi et al (3529, 2011) “Subjective career success reflects an individual’s

values and internal perspective”. Similarly, Gaile et al (2022) revealed that values that have a

notable influence on subjective career success are self-direction and power. Respondents outlined

structure, integrity, family values, growth, and stability as values that align with their careers.

Again, numerous studies have looked at behavioral factors as determinants of career success.

Hildred et al (2023) suggest strategic career behavior as a determinant for career success. For

example, respondents proved to be strategic about their plans for advancing their careers after

their studies. Similarly, Rasdi et al (2011) revealed that managers who utilize career-enhancing

strategies would have more objective and subjective career success. On another hand, Gaile et al

(2022) linked to control and confidence behaviors to important career behaviors that lead to

subjective career success. This view is supported by Radis et al (2011) who suggest that

individuals should have certain control over their career choices and progression. Further,

structural variables, personality traits, and networking also significantly impact career success

(Ng and Feldman, 2014).

Boundaryless vs Traditional Career

Although objective and subjective career success is influenced by the same variables, it is

noteworthy that studies show that sample data for previous research is usually taken from

employees with traditional career trajectories (Hildred et al, 2023). That means people who have

progressed within one or two companies

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