Organisational Behaviour

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Career self-efficacy, proactive personality, goal orientations and their relationship to Leadership and Achievement Career Aspirations?

BAREMY SAM

ORGANISATIONAL BEHAVIOUR (200585)

University of Western Sydney
School of Management
Abstract
This report investigates which variables studied were strongly related to leadership and achievement career aspirations. The variables analysed were career-self efficacy, work orientation goals, and proactive personality. The variables were selected through past studies; the study was conducted from 230 participants; there were 125 males and 105 females, studying organisational behaviour from the Parramatta campus of University of Western Sydney. Findings suggested that learning goal orientated was more significantly correlated to career aspirations than avoidance and performance goals. Proactive personality and self-efficacy also showed moderately positive numbers and were significantly correlated to career aspirations. The study reaffirmed previous studies that the variables tested were indeed positively related to leadership and achievement career aspirations.

In today’s working society there is general consensus that for individuals to achieve career success they must possess certain qualities, to fill the job requirements effectively. Previous studies have shown that having a positive mindset is one of the qualities that can help achieve career success. In the workplace a positive mindset will prepare you for reaching peak performance and leading to confidence, optimism and motivation. A positive mindset is often associated with individuals who show high career self-efficacy, a proactive personality and their working orientation goals (Creed et al. 2013), he also states that achievement career aspirations are defined as the career goals and choices an individual makes from what they have already achieved. As aspirations are central to the career choice process, they



References: Brown, S & O’Donnell, E 2011, ‘Proactive personality and goal orientation: a model of directed effort’, Journal of Organisational Culture, Communication and Conflict, vol. 5, no. 1, pp. 103-119. Creed, P, Buys, N, Tilbury, C & Crawford, M 2013, “The relationship between goal orientation and career striving in young adolescents’, Journal of Applied Social Psychology, vol. 43, no. 7, pp. 1480-1490. Fuller, B & Marler, LE 2009, ‘Change driven by nature: a meta-analytic review of the proactive personality literature’, Journal of Vocational Behavior, vol. 75, no. 3, pp. 329-345 Bateman, S & Crant, JM 1993, ‘The proactive component of organizational behaviour: a measure and correlates’, Journal of Organizational Behavior, vol. 14, no. 2, pp. 103-118. Gray, MP &O’Brien, KM 2007, ‘Advancing the assessment of women’s career choices: the Career Aspiration Scale’, Journal of Career Assessment, vol. 15, no. 3, pp. 317-337 Rigotti, T, Schyns, B & Mohr, G 2008, ‘A short version of the Occupational Self Efficacy Scale: structural and construct validity across five countries’, Journal of Career Assessment, vol. 16, no. 2, pp. 238-255. Vandewalle, D 1997, ‘Development and validation of a work domain goal orientation instrument’, Educational and Psychological Measurement, vol. 57, no. 6, pp. 995-1015.

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