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

201 NTU Management Review Vol. 29 No. 3 Dec. 2019 short lives (Danner, Snowdon, and Friesen, 2001). According to past research, happiness is important both for the society as a whole and for each individual (Veenhoven, 1994). It is easy to find a person who is happy or unhappy (Myers and Diener, 1995). However, for some people, happiness occurs when they are wealthy, while for other people, happiness develops from true love (Lyubomirsky and Lepper, 1999). The Subjective Happiness Scale is used by researchers to measure happiness in general and in the workplace (Lyubomirsky and Lepper, 1999). Health is not only a biological phenomenon, but it also includes physical, psychological, and social well-being (Ziglio, Hagard, and Griffiths, 2000). Health consists of both physical health and mental health in the form of emotional or mental well-being (Ziglio et al., 2000). Health can be viewed both objectively and subjectively in the form of triglycerides and perceptions of health, respectively (Abdel-Maksoud, Sazonov, Gutkin, and Hokanson, 2008). Past researchers have identified the importance of physical and psychological health in terms of job-related outcomes (Fredrickson and Joiner, 2002). The psychological state including vigor, dedication, and absorption is called work engagement (Bakker and Demerouti, 2008). Creativity and productivity are related to the engagement of workers (Bakker and Demerouti, 2008). Past research has shown that more engagement in work improves the performance of the team, individual, and organization (Chaudhary, Rangnekar, and Barua, 2012). For the economic benefit of the organization, it is very important to keep work engagement effective, both at the management level and at the staff level (Saks, 2006). In short, engaged workers possess self-esteem, optimism, self- efficacy, and resilience, which helps them to achieve career success (Luthans, Avolio, Avey, and Norman, 2007). 6. Women’s Personality Traits and Career Success Our framework adds the Big Five personality trait model to the existing body of knowledge on the relationship between glass ceiling beliefs and subjective career success (Smith, Caputi, et al., 2012). According to past research, personality plays a central role in people’s career success (Howard and Bray, 1990; Judge et al., 1999; Seibert, Crant, and Kraimer, 1999). Researchers emphasize exploring the personality traits more, especially the Big Five personality traits and their role in career success (Tokar et al., 1998). The Big Five personality traits are directly or indirectly related to the career success of employees (Boudreau et al., 2001; Tokar et al., 1998; Seibert and Kraimer, 2001). According to meta- analysis research on predictors of career success, extroversion, conscientiousness, and