In the present study, the development of the Career Success Expectations Scale (CSES), and its application to two different significant career transitions, is described. Two independent samples (161 managers in expatriate work assignments and 103 managers obtaining an MBA degree) were employed in conducting, first, an exploratory (orthogonal and oblique rotations) analysis, and second, a confirmatory analysis of the factor structure of the instrument. The three-factor structure that emerged in the exploratory factor analysis was confirmed with structural equation modeling techniques in the second phase of the study.
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