An Empirical Investigation of the Predictors of Intrinsic and Extrinsic
Career Success of Structural Engineers: A Career Planning Model
Tomas Ucol Ganiron Jr 1, Abdulaziz S. Al-Aboodi2
1
2
Qassim University, KSA
Qassim University, KSA
Abstract. This descriptive study aimed to analyze the degree to which human capital, social capital and psychological capital
predicted structural engineer career success towards a career planning model. Career success was assumed compromise extrinsic
(compensation, fringe benefits, promotions, structural projects worked) and intrinsic (career satisfaction, job satisfaction and life
satisfaction) elements. Some interesting insights of the study are: a) The profile of structural engineers especially in terms of human
capital, social capital and psychological capital , to a large extent contribute in the success of structural engineers; b) The level of career
success of structural engineers is dependent on the profile of structural engineers that determine its extrinsic and intrinsic success; c)
Structural engineers’ length of service, CE licensure examination, network and professional linkages, extraversion trait and
conscientiousness trait were found to have highly contributed to extrinsic success d) Highest educational attainment, length of service in
current company, superior, network and professional linkages, and extraversion trait were found to have highly contributed to intrinsic
success of structural engineers; e) Human capital factor such as length of service in current company is the best predictor of career
success in terms of fringe benefits and job satisfaction.. On the other hand, CE licensure examination rating can best predict extrinsic
success in terms of promotion. f) Psychological capital factor such as extraversion trait is the best predictor of career success in terms of
compensation, career satisfaction and life satisfaction.
Keywords: career success, structural engineer, extrinsic success, intrinsic success, structural engineer, management
1. Introduction
Career success has long been a construct of considerable interest to career scholars and
practitioners not to mention the multitude of individuals engaged in a career. The career literature is
replete with theories, models and accounts of career intervention programs aimed at predicting and
ultimately facilitating career success.
Structural engineers are employed primarily by government agencies for inspecting construction
projects for safety and adherence to local and federal building standards. Structural engineers often
closely with construction managers and has to be careful to avoid forming relationship that could
cloud their professional judgment. The structural integrity of a building is based on sound
engineering principles and the use of high quality materials; no amount of amicability can keep
building standing without those things. Many noted that construction managers will argue for the
integrity of their construction when the building codes were not meet. Structural engineers have to
be reproach at their jobs; too much is at stake for everyone involved. An unusual aspect of being
structural engineer is that an engineer has to understand the timing of construction projects better
than construction manager himself. This is because random inspections and unsupervised tours
through the construction site are critical to keep builders honest and the public safe.
2. Conceptual Framework
2.1. IPO Model
Drawing conclusions from theory and research from psychology, human resource management,
and labor economics, the researcher focuses on the concept of Bosionoles theory that career success
is defined as extrinsic and intrinsic outcomes. The objectively observable are compensation, fringe
benefits, promotions, and structural projects worked and subjective reactions to career are career
satisfaction, job satisfaction and life satisfaction. The Association Structural Engineers of the
Philippines (2006) measures their career success on the number and type of projects they worked.
This shows the pride of a structural engineer and serves as a landmark of humanity. The Manual of
Professional Practice for structural engineers defined the different type of projects worked by a
structural engineers .A type of worked such as design of structural members measures the creativity
and innovation of an engineer through the use of different application of construction technology.
On the other hand, the success of structural engineers depends on the construction cost of projects,
responsibility and scope of work. These are indicators of the basis fees of an engineer. (PICE 2010).
The responsibility of a structural engineer is the services contributed to the projects. Moreover, the
researchers used the concept of Schein theory that human capital, social capital and psychological
capital are the factors of career success. This study uses the input-process-output approach with
feedback serving as a major conduit to determine the predictors of career success of structural
engineers. Empirical investigation is used in evaluating the career success of structural engineers.
The input of this study focuses on the factors of career success of structural engineers. The factors
serves as the input variable, significantly predict the extrinsic and intrinsic career success will
designed a career planning model for the structural engineers. Several factors that influence the
career success were considered. These include human capital, social capital and psychological
capital. Considering the input mentioned, the process uses analysis of extrinsic success such as
compensation fringe benefits, promotions, and structural projects worked and intrinsic success such
as career satisfaction, job satisfaction and life satisfaction were acted as indicators in evaluating
career success of structural engineers. Based on the process done, outputs generated are categorized
in three major areas towards designing career planning model. First, the status of the structural
engineers in terms of human capital, social capital and psychological capital were identified.
Secondly, the level of career success of structural engineer in terms of extrinsic and intrinsic was
determined and third, the factors predict the extrinsic and intrinsic success of structural engineers
were identified. Through these major areas, a designed career planning model was made. This
designed model aims to show the factors that predict the career success of structural engineers in
terms of human capital, social capital and psychological capital. Human capital shows the profile of
the respondents including cognitive skills, civil engineering board examination rating, types of work
experience and professional development activities that a structural engineer needs to become
successful in his career as a structural engineer. Social capital determines specific employability
skills and aptitudes of structural engineers learned from a mentor. Other social capital such as
network and professional linkages helped to gain technical skills in structural engineering
profession. Psychological capital determines the personality traits and behavior of a successful
structural engineer .Moreover, this model shows the level of extrinsic and intrinsic success of
structural engineer. Extrinsic success such as compensation, fringe benefits, promotion and
structural project shows the visible outcomes of the success of structural engineer On the other
hand, intrinsic success shows job, career and lifestyle values of the structural engineers. Moreover,
this is a journey of discovery of one’s own interests, aptitude and personality, which are very
critical components in work environment. Such concept is presented in figure 1
Factors of Career Success
Level of Career Success
Human Capitals
* Age
* Gender
* Civil Status
* Educational Attainment
* Length of Service
* Work Experience
* CE Licensure Examination
* Professional Development
Social Capitals
* Superior
* Network & Professional
Linkages
Extrinsic
* Compensation
* Fringe Benefits, Etc.
* Promotions
* Structural Projects
Worked
Intrinsic
* Career Satisfaction
* Job Satisfaction
* Life Satisfaction
Psychological Capitals
* Personality Traits

2.2. Objectives
Figure 1- Research Paradigm
CAREER
PLANNING
MODEL FOR
STRUCTURAL
ENGINEERS
The construction business involved in this study will be properly informed of predictors of
career success that will lead to satisfaction of structural engineers. Hence, the contractors will be
able to save a lot of time, effort, and money in training structural engineers for the improvement of
their output. Subsequently, it determines what area in the human resources should be improved
especially in construction industry. This will lead to development of career success strategies of
structural engineers. The construction managers will be able to know the strengths and weaknesses
of structural engineers. They can adopt favorable ways to create a wholesome relationship with
their fellow engineers, thus, enhancing satisfaction result a good quality output.
3. Methods and Procedures
The researchers utilized the descriptive method of research in four major areas 1) status of the
structural engineers in terms of human capital, social capital and psychological capital 2) level of
career success of structural engineer in terms of extrinsic and intrinsic 3) factors that predict the
extrinsic and intrinsic success of structural engineers; and 4) career planning model for structural
engineers. Questionnaire, structured interview and documentary analysis were also used to gather
data that have been the basis of findings, conclusions and recommendations of this research. The
subjects of this study were the companies located in the Philippines where vertical and horizontal
structures projects are in progress. In 2011, record shows that 187 Structural engineers were
employed in public and private firms Purposive sampling was utilized in order to determine the
participation of the knowledgeable employees only by considering those who meet the following
criteria such as holder of Civil Engineering degree, registered Civil Engineer , minimum of three (3)
years of structural design experience since graduation , at least two (2) years of significant
engineering work and member of the Association of the Structural Engineers of the Philippines.
4. Summary of Findings & Conclusions
4.1. Profile of the Structural Engineers
Of the 110 respondents in this study, 48.1% fell within the category of 26 to35 years old. 31.9% were 36
to 45, and 20% were 51 years and older. 74 or 67.3% were male and 36 or 32.7% were female. Apparently,
structural engineers are dominated by male since majority of their work needs climbing the building by using
ladder and lifting heavy equipments for testing forensic in structural buildings which is appropriate work for
men. Moreover, 47.3 % were single and 29.1% were married. Very few structural engineers, 12.7 % were
widowed and 10.9 % separated. This shows that structural engineers were dominated by single and married
status. Majority of the structural engineers, 50.9% obtained a MS/MEng. degree and 26.4% obtained a
Bachelor degree. Very few structural engineers, 22.7% earned only a doctorate degree. Overall, the
structural engineers appear to be highly educated holding a degree MS/MEng and Doctorate degree beyond a
Bachelor degree. Many structural engineers, 67.3 % were between 5 to15 years in the company, 29.1 were
less than 5 years and 3.6% between 16 to 20 years in their current company. Most structural engineers are
seniors in their current job. Structural engineers work experiences were structural design, design
management, managing construction and teaching design courses ranged not less than 5 to 20 years. Hence,
structural engineers were dominated by worked experience both in design management and managing
construction (60%) having less than 5 years work experience in construction industry. Many structural
engineers have a high marked rating in the CE Licensure Examination, 51.8 % were between 91 and above
95%, 32.7% were between 70 to 75% and 15.5% between 81 to 90%. Most structural engineers have a high
rating in the CE Licensure Examination. Majority of the respondents, 90 % chose active participation on a
committee on holding an office in a professional or technical society as an answer. This means that structural
engineers have important roles in seminars or workshops of the engineering profession and technical society.
Respondents perception on their level of confidence to demonstrate employability skills and aptitude
learned from a mentor have an over-all mean of 3.71 which is very high. Each employability skill and
aptitudes learned from a mentor have a mean between 3.65 and 3.77. Most mentors who have high
employability skills and aptitudes are role models of structural engineers, Respondents perception on their
level of confidence to demonstrate technical skills gained from networks and professional linkages have an
over-all mean of 3.66 which is very high. Each technical skill gained from networks and professional
linkages have a mean between 3.49 and 3.69. This means that structural engineers are very much interested
in the technical skills gained from networks and professional linkages.
Structural engineers view themselves as extraversion. Likewise, this is only among the “Big Five”
Personality Traits in which a participant scored a high of 3.86 which means that structural engineers
“strongly” agree that they possess extraversion trait. Moreover, respondent’s perception on each personality
traits has a mean between 3.78 and 3.86 and over-all mean of 3.8 which is very high among structural
engineers. Hence, structural engineers possess very high positive personality traits in terms of agreeableness,
conscientiousness, extraversion, emotional stability and openness.
4.2. Correlation between the factors of Career Success and level of Intrinsic and
Extrinsic of Success.
The factors of career success such as human capital, social capital and psychological capital
were tested for multiple regression analysis to determine which of the above factors could best
predict extrinsic and intrinsic success,
In correlation analysis, the researchers found those structural projects worked are not
significantly correlated with human capital, social and psychological capital. The finding shows
significant relationship to fringe benefits. The age, civil status, highest educational; attainment,
length of service in current company, work experiences in structural design, design management,
managing construction and teaching design subjects have obtained R2 0.160, 0.146 , 0.120, 0.133,
0.211, 0.211 and 0.195 to promotion and significance values below at 0.05 level. The finding
shows significant relationship to promotion. It could be inferred that human capital factor such as
CE licensure examination rating can best predict extrinsic success in terms of promotion. On the
other hand human capital factor such as length of service in current company can best predict
extrinsic success in terms of fringe benefits and compensation. Human capital factors such as age,
highest educational attainment, teaching design subjects experience, CE licensure examination
rating and professional development have obtained R2 0.161, 0.182, 0.156, 0.147 and 0.163 to
career satisfaction and computed significant values are below at 0.05 level, the hypothesis is
rejected indicating significant relationship to career satisfaction. Moreover; gender, highest
educational attainment, length of service and structural design experience have obtained R2 0.141,
0.160, 0.725 and 0.170 to job satisfaction and computed significant values are below at 0.05 level,
the hypothesis is rejected indicating significant relationship to job satisfaction. Finally, gender, civil
status highest educational attainment, work experiences in structural design, design management
and managing construction have obtained R2 0.156, 0.123, 0.198, 0.164, 0.139 and 0.151 to life
satisfaction. The computed significant values are below at 0.05 level, the hypothesis is rejected
indicating significant relationship to life satisfaction. It could be inferred that human capital factor
such as length of service can best predict intrinsic success both job satisfaction and life satisfaction.
On the other hand, human capital factor such as highest educational attainment can best predict
intrinsic success in terms of career satisfaction.
Social capital factors such as network and professional linkages have obtained R2 0.198 and
0.114 to compensation and promotion. The computed significant values are below at 0.05 level, the
hypothesis is rejected indicating significant relationship to compensation and promotion. It could be
inferred that social capital factor such as network and professional linkages can best predict
extrinsic success both compensation and promotion. Social capital factor such as superior have
obtained R2 0.219 to career satisfaction. The computed significant value is below at 0.05 level, the
hypothesis is rejected indicating significant relationship to career satisfaction. In terms of networks
and professional linkages have obtained R2 0.151, 0.169 and 0.145 to career satisfaction, job
satisfaction and life satisfaction and computed significant values are below at 0.05 level, the
hypothesis is rejected indicating significant relationship to intrinsic success. . It could be inferred
that social capital factor such superior can best predict intrinsic success in terms of career
satisfaction. On the other hand, social capital factors such network and professional linkages can
best predict intrinsic success in terms of job satisfaction and life satisfaction.
Psychological capital factors such agreeableness, extraversion, conscientiousness, emotional
stability and openness traits have obtained R2
0.183, 0.191. 0.175, 0.157 and 0.108 to
compensation and computed significant values are below at 0.05 level, the hypothesis is rejected
indicating significant relationship. Moreover; agreeableness and conscientiousness traits have
obtained R2 0.133 and 0.151 to fringe benefits and computed significant values are below at 0.05
level. The finding show significant relationship to fringe benefits. It could be inferred that
psychological capital factor such as extraversion trait can best predict extrinsic success in terms of
compensation. On the other hand psychological capital factor such as conscientiousness can best
predict extrinsic success in terms of fringe benefits. Psychological capital factors such
agreeableness, extraversion, conscientiousness, emotional stability and openness traits have
obtained R2 0.397, 0.469, 0.240, 0.203 and 0.125 to job satisfaction and computed significant
values are below
at 0.05 level, the hypothesis is rejected indicating significant
relationship .Moreover; extraversion, emotional stability and openness traits have obtained R 2 0.229,
0.170 and 0.184 to career satisfaction and computed significant values are below at 0.05 level. The
finding show significant relationship to career satisfaction. Finally, agreeableness and extraversion
traits obtained R2 0.162 and 0.245 to life satisfaction and computed significant values are below at
0.05 level. The finding shows significant relationship to life satisfaction. It could be inferred that
psychological capital factor such as extraversion trait can best predict intrinsic success in terms of
career satisfaction, job satisfaction and life satisfaction.
4.3. Conclusions
It is concluded that the profile of structural engineers especially in terms of human capital,
social capital and psychological capital , to a large extent contribute in the success of structural
engineer .The level of career success of structural engineers is dependent on the profile of structural
engineers that determine its extrinsic and intrinsic success. The length of service, CE licensure
examination, network and professional linkages, extraversion trait and conscientiousness trait were
found to highly contribute to extrinsic success of structural engineers. Highest educational
attainment, length of service, superior, network and professional linkages and extraversion trait
were found to highly contribute to intrinsic success of structural engineers. Human capital factor
such as length of service in current company is the best predictor of career success in terms of
fringe benefits and job satisfaction. On the other hand, CE licensure examination rating can best
predict extrinsic success in terms of promotion. Psychological capital factor such as extraversion
trait is the best predictor of career success in terms of compensation, career satisfaction and life
satisfaction.
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De La Fuentes, D.G. (2009). Personnel Management. Quezon City: R.M. Garcia Publishing House.
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Durrie, D. R., & Kesner, I. F. (2011). Organizational Performance as an Antecedent of Inside/Outside Chief Executive Succession: An
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