Document Type : Original Article
Authors
1
Associate Professor, Department of Management, Imam Khomeini International University, Qazvin, Iran
2
M.Sc. in Industrial Management, Imam Khomeini International University, Qazvin, Iran
Abstract
Given the growing number of female university graduates and their inclination toward active social roles, there is a critical need for employment opportunities that match their educational achievements. Career success, as a multidimensional construct, is influenced by a myriad of factors encompassing individual, environmental, and organizational characteristics. Consequently, identifying the drivers of career success can significantly contribute to optimizing working conditions and enhancing the capabilities of female employees. Accordingly, this study aims to identify the individual factors that influence the career success of female staff at Imam Khomeini International University (IKIU). In terms of purpose, this is an applied research study. The statistical population comprised all female employees at the university; a census approach was utilized, targeting all 100 female staff members. Data collection was carried out using a comprehensive questionnaire consisting of 146 items. To evaluate the individual factors influencing female employees' career success, identify latent variables, and ensure data goodness-of-fit, structural equation modeling (SEM) and factor analysis were performed using EXCEL, SPSS, and PLS software. Furthermore, convergent and discriminant validity, as well as composite reliability and Cronbach's alpha, were employed to establish validity and reliability, respectively. Based on the findings extracted from 74 completed and retrieved questionnaires, the factor loadings for all examined variables were at an optimal level ($\beta > 0.50$), confirming the validity and reliability of the constructs. The analysis reveals that conscientiousness, agreeableness, career motivation, public service motivation, work-family conflict, number of children, and age exert a positive impact on career success. Conversely, factors such as self-esteem, openness, extraversion, neuroticism, masculinity, marital status, education, and work experience showed no significant effect on career success. These findings are particularly salient in the context of women's managerial roles within paternalistic or male-dominated organizations where female staff are significantly outnumbered by their male counterparts. Therefore, essential provisions must be made to grant female employees opportunities to experience diverse job responsibilities. Ultimately, this study serves as a credible benchmark for identifying and analyzing the factors that drive the career success of female university personnel. Given the pivotal role of administrative staff in higher education systems, devising necessary measures for continuous human resource development, capacity building, and the enhancement of academic and professional skills remains a top priority for higher education planners. This research can guide university policymakers and administrators toward improving workplace conditions, boosting the career success of female employees, and identifying and mitigating existing systematic barriers in this domain.
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