Despite popular beliefs that managers are successful by virtue of their positions, few studies have examined this position-success relationship. A study was conducted to identify the factors of subjective career success and to determine if the patterns of response would differ between managers and support personnel. Moreover, the phenomenon of career success was tested to see if it would relate to an employee's perception of occupational self-concept and job features. Sixteen employers from five large firms, three medium-sized companies, three educational institutions, and five government agencies selected equal numbers (4-8) of successful managers and successful support personnel from a variety of departments. Selected employees (N=221) completed a questionnaire assessing the individual's subjective perception of career success, occupational self-concept, job features, and demographic information. The results revealed that there were substantial differences in the magnitude of prediction provided by occupational self-concept and job features when assessing the subjective career success of managers and support personnel. Job features and occupational self-concept were found to be correlated with the different dimensions measuring the construct of career success. These findings provide evidence that research on career success should be placed within the larger context of a person's life. A four-page list of references concludes the document. (NB)