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Įsitvirtinus supermoderniosioms technologijoms, vartojimo kultui – jaunosios kartos elgsenoje pastebimas aiškus prasminių (egzistencinių) vertybių stygius. Išaukštinamas materialinių ir juslinių poreikių kultas, nuošalėn nustumiant dvasines vertybes. Įsitvirtina tokie reiškiniai, kaip „užribio klasės“, susvetimėjimas ir t.t. Jaunoji karta, vaikystėje izoliuota nuo tradicijų, bažnyčios, etnokultūros – šiandien neturi kultūrinio ir dvasinio pamato, vertybių skalės. Tyrimo tikslas. Išanalizuoti bei palyginti moksleivių ir studentų gyvenimo poziciją: nuostatas į gyvenimo prasmę ir sėkmę. Tirsime, kaip jaunimas supranta gyvenimo prasmę apskritai ir savo vaidmenį gyvenime (dėl ko gyventi ir kaip gyventi), kas lemia sėkmingą gyvenimą. Tyrimo hipotezės: 1. Apskritai vertinant gyvenimo poziciją, santykius su aplinka ir žmonėmis moksleivių ir studentų grupėse dominuoja altruistinė, o ne individualistinė orientacija. 2. Dažniau apie gyvenimo prasmę linkęs galvoti vyresnio amžiaus jaunimas. 3. Tiek moksleiviai, tiek studentai gyvenimo prasmę linkę sieti su asmeninėmis vertybėmis (šeima, sutuoktiniais, vaikais). 4. Jaunimas sėkmę linkęs priskirti subjektyviems faktoriams (asmeninėms žmogaus savybėms – talentui, gabumams, darbui, tikslų siekimui ir pan.). Teorinis tyrimo pagrindas Gyvenimo prasmė šiame darbe traktuojama kaip bendriausia egzistencinė sąvoka, išreiškianti esminius vertybinius ir motyvacinius aspektus. Prasmė, G. Maniukaitės žodžiais, yra vertybinis darinys, kurio turinys... [toliau žr. visą tekstą] / Alongside with super modern technologies and consumption cult entrenchment, one could notice shortage of existential values in the behavior of young generation. The cult of material and sensual demand is prevailing, while spiritual values and vanishing. Such phenomenon as marginal classes and alienation are coming on the stage. Young generation, which was isolated from traditions, church, ethno culture in their childhood, does not have the base for cultural and spiritual conception, values scale. Research Objective. Analyze and compare life perception of pupils and students in the light of attitudes towards purport of life and success. It will be explored how youth understands purport of life in general and their own role in life (how and what for?), as well as what determines successful life. Research Hypothesis: 1. Altruistic rather than individualistic orientation dominates in general perception of life position and relationships with social environment both among students and pupils. 2. Mature youth is more inclined to contemplate purport of life rather than younger one. 3. Both pupils and students are more subject to tie the purport of life with personal values (family, spouse, children). 4. Youth tends to think that life success depends on subjective factors (individual characteristics – talent, capacity, work, pursuit of goals, etc.) Theoretical Groundwork. Purport of life in this work is defined as common existential concept, reflecting essential aspects of values... [to full text]

Subjective career success has been the focus of research for a number of years. The term refers to the individual’s personal perception of how successful he/she is in a career. In many qualitative studies subjective career success is found to be a multi-dimensional construct. Although there are quantitative instruments that measure subjective career success, they do not measure the construct on multiple dimensions. The first objective of this study was to determine the validity and reliability of two existing multi-dimensional instruments that measure subjective career success, especially in the South African context. These are the Perceived Career Success Scale (Gattiker & Larwood, 1986) and the Life-success Measures Scale (Parker & Chusmir, 1992). The second objective was to determine which predictors can be found for subjective career success. Literature differentiates between three broad categories of variables, namely demographical (gender, language group, marital status and age), human capital (job tenure, level of education and career planning) and organisational variables (perceived organisational support and training, and development opportunities). A convenience sample of 754 personnel from the South African Police Service was taken at stations and training colleges in the Free State, South Africa. A measuring battery that assesses subjective career success was used. This entailed the Perceived Career Success Scale as well as the Life-success Measures Scale. In addition, questions were used to ascertain the three types of variables demographic (gender, language group, marital status and age), human capital (job tenure, level of education and career planning) and organisational variables (perceived organisational support and training and development opportunities). The following statistical analyses were done to analyse the data: descriptive and inferential statistics, Cronbach’s alpha coefficients, product-moment correlations, confirmatory factor analysis and linear regression analysis. The results of these analyses indicate that subjective career success is indeed a multi-dimensional construct. Three dimensions (job success, interpersonal success and non-organisational success) of the Perceived Career Success Scale (Gattiker & Larwood, 1986) could be established. These dimensions yielded good reliability, but the validity remained problematic. In contrast, the Life-success Measures Scale (Parker & Chusmir, 1992) yielded four dimensions (security, social contribution, professional fulfilment and personal fulfilment). The psychometric properties of these dimensions were acceptable and showed to be reliable and valid. In addition, various demographic, human capital and organisational variables were found to be predictors of subjective career success. Career planning, training and developmental opportunities, as well as perceived organisational support, explained the most variance. Various recommendations were made for the context of the South African Police Service, and also for future research. The organisation is advised to apply the results from this study to adjust policies and practices in such a way that employees will experience higher levels of subjective career success. Furthermore, career discussions may be held in order to enhance opportunities for career planning and provide opportunities for relevant training and development that are aligned to the business drive of the organisation. Interventions that will increase perceived organisational support and congenial relationships could be implemented and maintained. More research on the two subjective career success measures is needed, in order to 1) verify the validity of the Perceived Career Success Scale and 2) to apply it and the Life-success Measures Scale to other sectors and industries. It is also recommended that a more heterogeneous sample be utilised as well as longitudinal research designs in future research studies relating to subjective career success. / MCom (Industrial Psychology), North-West University, Potchefstroom Campus, 2014

Subjective career success has been the focus of research for a number of years. The term refers to the individual’s personal perception of how successful he/she is in a career. In many qualitative studies subjective career success is found to be a multi-dimensional construct. Although there are quantitative instruments that measure subjective career success, they do not measure the construct on multiple dimensions. The first objective of this study was to determine the validity and reliability of two existing multi-dimensional instruments that measure subjective career success, especially in the South African context. These are the Perceived Career Success Scale (Gattiker & Larwood, 1986) and the Life-success Measures Scale (Parker & Chusmir, 1992). The second objective was to determine which predictors can be found for subjective career success. Literature differentiates between three broad categories of variables, namely demographical (gender, language group, marital status and age), human capital (job tenure, level of education and career planning) and organisational variables (perceived organisational support and training, and development opportunities). A convenience sample of 754 personnel from the South African Police Service was taken at stations and training colleges in the Free State, South Africa. A measuring battery that assesses subjective career success was used. This entailed the Perceived Career Success Scale as well as the Life-success Measures Scale. In addition, questions were used to ascertain the three types of variables demographic (gender, language group, marital status and age), human capital (job tenure, level of education and career planning) and organisational variables (perceived organisational support and training and development opportunities). The following statistical analyses were done to analyse the data: descriptive and inferential statistics, Cronbach’s alpha coefficients, product-moment correlations, confirmatory factor analysis and linear regression analysis. The results of these analyses indicate that subjective career success is indeed a multi-dimensional construct. Three dimensions (job success, interpersonal success and non-organisational success) of the Perceived Career Success Scale (Gattiker & Larwood, 1986) could be established. These dimensions yielded good reliability, but the validity remained problematic. In contrast, the Life-success Measures Scale (Parker & Chusmir, 1992) yielded four dimensions (security, social contribution, professional fulfilment and personal fulfilment). The psychometric properties of these dimensions were acceptable and showed to be reliable and valid. In addition, various demographic, human capital and organisational variables were found to be predictors of subjective career success. Career planning, training and developmental opportunities, as well as perceived organisational support, explained the most variance. Various recommendations were made for the context of the South African Police Service, and also for future research. The organisation is advised to apply the results from this study to adjust policies and practices in such a way that employees will experience higher levels of subjective career success. Furthermore, career discussions may be held in order to enhance opportunities for career planning and provide opportunities for relevant training and development that are aligned to the business drive of the organisation. Interventions that will increase perceived organisational support and congenial relationships could be implemented and maintained. More research on the two subjective career success measures is needed, in order to 1) verify the validity of the Perceived Career Success Scale and 2) to apply it and the Life-success Measures Scale to other sectors and industries. It is also recommended that a more heterogeneous sample be utilised as well as longitudinal research designs in future research studies relating to subjective career success. / MCom (Industrial Psychology), North-West University, Potchefstroom Campus, 2014