The Impact of Organisational Support for Career Development on Career Satisfaction
Abstract: Purpose – The purpose of this study was to examine the relationship between organisational support for career development (OSCD) and employees' career satisfaction. Based on an extended model of social cognitive career theory (SCCT) and an integrative model of proactive behaviours, the study proposed that career management behaviours would mediate the relationship between OSCD and career satisfaction, and between proactive personality and career satisfaction. Design/methodology/approach – Public and private sector employees (N=90) participating in career development activities completed a survey regarding their proactivity, OSCD, career management behaviours and career satisfaction. Findings – OSCD, proactive personality and career management behaviours were all positively related to career satisfaction and career management behaviours mediated the relationship between proactive personality and career satisfaction. There was no support for the career management behaviours mediating between OSCD and career satisfaction. Research limitations/implications – This study provided support for the extended SCCT model by testing a subset of its proposed relationships using a cross-sectional approach. The sample surveyed (employees participating in career development activities) and the large proportion of full-time employees, may limit the generalisability of the findings. Future longitudinal research could more fully test the relationships proposed by the extended SCCT model and include a greater representation of part-time and casual employees. Practical implications – The results suggest that there are benefits for organisations and individuals investing in career development.. First, from an organisational perspective, investing in OSCD may enhance employees' career satisfaction. Second, employees may enhance their own career satisfaction by participating in career management behaviours. Originality/value – This study integrated the predictions of two models (an extension of SCCT and a model of proactive behaviours) to test the influence of environmental (OSCD) and individual difference (proactive personality) variables on career satisfaction. Exploring how organisational and individual variables together influence career satisfaction provides a more balanced approach to theoretical development.
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|Item Type:||Journal Article|
|Additional Information:||For more information, please refer to the journal’s website (see hypertext link) or contact the author.|
|Keywords:||Career Management, Career Satisfaction, Employee Development, Human Resource Management|
|Subjects:||Australian and New Zealand Standard Research Classification > COMMERCE MANAGEMENT TOURISM AND SERVICES (150000) > BUSINESS AND MANAGEMENT (150300) > Human Resources Management (150305)|
|Divisions:||Current > Research Centres > Australian Centre for Business Research
Current > QUT Faculties and Divisions > QUT Business School
|Copyright Owner:||Copyright 2007 Emerald Publishing|
|Deposited On:||15 Feb 2008 00:00|
|Last Modified:||29 Feb 2012 13:34|
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