臺大管理論叢 NTU Management Review VOL.29 NO.3

The Mediating Effect of Glass Ceiling Beliefs in the Relationship between Women’s Personality Traits and Their Subjective Career Success 200 compared to men. This belief may lead to intention to quitting, high turnover rate, or low performance (Smith, Caputi, et al., 2012). 4.4 Acceptance Acceptance is a pro-family attitude of women in organizations, where they prefer other goals, such as the preference of family compared to promotion or leadership (Smith, Crittenden, et al., 2012). Acceptance is another pessimistic belief of women toward career advancement, where women accept the glass ceiling due to their commitments toward family (Smith, Crittenden, et al., 2012). Women with the glass ceiling belief of acceptance are not ambitious to move toward top management positions and are not willing to take on responsibilities (Smith, Crittenden, et al., 2012). 5. Subjective Career Success The overall accumulated psychological and work-related outcomes as a result of the work experience of employees is called career success (Judge, Cable, Boudreau, and Bretz Jr, 1995; Seibert and Kraimer, 2001). Career success can be measured extrinsically in terms of salary and promotions and intrinsically such as career satisfaction (Judge et al., 1995). Career satisfaction is considered a major predictor of subjective career success (Seibert and Kraimer, 2001). However, many research scholars have emphasized happiness, physical health, psychological health, and work engagement as important indicators of subjective career success (Bakker, Schaufeli, Leiter, and Taris, 2008; Fisher, 2010; Judge et al., 1995; Judge and Hurst, 2008; Lyubomirsky, King, and Diener, 2005; Smith, Caputi, et al., 2012; Wright, Cropanzano, and Bonett, 2007). Additionally, all of the mentioned indicators are related to work performance in the organization (Bakker et al., 2008; Fisher, 2010; Judge and Hurst, 2008; Wright and Cropanzano, 2000). Career satisfaction is derived from the individual appraisal of advancement and career development across jobs (Seibert and Kraimer, 2001). Career satisfaction includes factors that are inherent in the job, and they are dependent on the subjective evaluation of the employees of the organization (Bray and Howard, 1980; Judge and Bretz Jr, 1994). Career satisfaction is an important predictor of subjective career success and is significantly related to a job (Ng et al., 2005; Orser and Leck, 2010). Happiness is a positive affective state that is shown through joy on people’s expressions and within (Blades, 2009). Past researchers have argued that positive emotions are related to long life, whereas people experiencing negative emotions have