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

205 NTU Management Review Vol. 29 No. 3 Dec. 2019 The conscientiousness personality type emerged as the most consistent indicator of job performance in the workplace (Barrick and Mount, 1991). People with this personality type are persistent and hardworking at their jobs, achievement-oriented in their career, and careful regarding their responsibilities (Barrick and Mount, 1991). Conscientious people are self-controlled and have a need for achievement (Costa Jr and McCrae, 1997). Past research has also shown that these personality characteristics are significantly related to career success (Judge et al., 1999). According to the study of Smith, Caputi, et al. (2012), denial and resilience are related to achievement orientation, and women who want to be promoted will show more denial and resilience. Therefore, we offer the following proposition: Proposition 3: Women’s glass ceiling beliefs mediate the relationship between conscientiousness and their subjective career success such that a high level of conscientiousness increases resilience and denial and decreases acceptance and resignation, which in turn increases subjective career success. Emotional stability is also one of the strongest indicators of career success among the Big Five personality traits (Judge et al., 1999). Low emotional stability is called neuroticism, which leads to negative emotions and moods (Scheier, Carver, and Bridges, 1994; Costa Jr and McCrae, 2013). Neuroticism is related to stress and anxiety-related tendencies (Costa Jr and McCrae, 2013). The neuroticism personality trait is pessimistic and has a negative impact on the career success of employees (Judge et al., 1999). According to Costa Jr and McCrae (2013), neuroticism generates negative beliefs about oneself and one’s environment, whereas emotional stability leads to positive beliefs. Emotional stability is significantly related to job-related characteristics and has a positive impact on the career success of employees (Judge et al., 1999). We argue that emotional stability generates optimism, and women with emotional stability will show denial and resilience against the glass ceiling effect. Therefore, we offer the following proposition: Proposition 4: Women’s glass ceiling beliefs mediate the relationship between emotional stability and their subjective career success such that a high level of emotional stability increases resilience and denial and decreases acceptance and resignation, which in turn increases subjective career success.