- Apply for Authority
- P-ISSN1738-3110
- E-ISSN2093-7717
- SCOPUS
ISSN : 1738-3110
The Effect of Perceived Organizational Support on Subjective Career Success: The Mediating Effect of Career Planning
Lee, Soo-Yeon
Moon, Jin-Hee
Chang, Ji-Hyun
- Downloaded
- Viewed
Abstract
Purpose - The purpose of this study is to identify the relations among perceived organizational support, career planning, and subjective career success (career satisfaction and job satisfaction). In particular, this study focuses on the mediating effect on the career planning between perceived organization and subjective career success. The target cases are employees of a Korean branch of a global company (A), which operates formal career program to support a career development for employees. Research design, data, and methodology - The data were collected from December, 2014 to March, 2015. 211 out of 300 questionnaires were returned (response rate 70.3%). After the data cleaning, 209 questionnaires were used for the data analysis. These data were analyzed through descriptive statistics, correlation analysis, exploratory factor analysis (EFA), confirmatory factor analysis (CFA), and structural equation modeling (SEM). The whole process of the data analysis was accomplished using the SPSS 21.0 for windows and the AMOS 21 program. Results - The findings of the study are as follows: First, the better the organizational support is perceived, the higher career satisfaction and job satisfaction is. That is, the employees' career and job satisfaction is higher, when they feel themselves received more supporting. Second, perceived organizational support has a positive impact on employees' career planning. This result means that it is important to support employees in their career development. Third, career planning has a positive impact on career satisfaction, but not on job satisfaction. Lastly, it is verified that career planning has a mediating effect between the perceived organizational support and career satisfaction. Not only has the perception of an organizational support a direct impact on career satisfaction, but also an indirect impact through career planning. However, there is not an indirect relationship through career planning, just an direct relationship between the perception of an organizational support and job satisfaction Conclusions - Based on the findings of this study, the major conclusion of the study was as follows: The study provides theoretical values and practical implications for the fact that the differences of the subjective perception about organizational support exist among employees, and the differences have an impact on their career planning as well as subjective career success. Furthermore, some recommendations for workplace were suggested: The companies should support the career development for employees in organization level. Even though employment instability makes individual workers themselves to be responsible for their own career development, it is an important issue in organizational level that employees' career success could have positive effects on organizational development and success, as well. However, there is a limit in the study that analyzing results cannot be generalized due to the data from a single company. Some recommendations for future research are suggested: First, a comparative study should be conducted with other various companies. Second, a hierarchical analyzing model needs to be applied to substantiate how organizational context influences on subjective career success of employees.
- keywords
- Organizational Support, Career Planning, Subjective Career Success, Career Satisfaction, Job Satisfaction
Reference
Armstrong, J. S., & Overton, T. S. (1977). Estimating nonresponse bias in mail surveys. Journal of marketing research, 396-402
Arthur, M. B., Khapova, S. N., & Wilderom, C. P. (2005). Career success in a boundaryless career world. Journal of organizational behavior, 26(2), 177-202.
Aryee, S., & Debrah, Y. A. (1993). A cross‐cultural application of a career planning model. Journal of Organizational Behavior, 14(2), 119-127.
Bae, Byung-Ryul (2007). Structural Equation Modeling by AMOS7 : Principles and Practice. Seoul, Korea:Chung-Ram Press.
Baron, R. M., & Kenny, D. A. (1986). The moderator–mediator variable distinction in social psychological research:Conceptual, strategic, and statistical considerations. Journal of personality and social psychology, 51(6), 1173.
Baruch, Y., & Peiperl, M. (2000). Career management practices:An empirical survey and implications. Human resource management, 39(4), 347-366.
Boudreau, J. W., Boswell, W. R., & Judge, T. A. (2001). Effects of personality on executive career success in the United States and Europe. Journal of Vocational Behavior, 58(1), 53-81.
Bretz, R. D., & Judge, T. A. (1994). The role of human resource systems in job applicant decision processes. Journal of Management, 20(3), 531-551.
Browne, M. W., & Cudeck, R. (1993). Alternative ways of assessing model fit. Sage Focus Editions, 154, 136-136.
Chang, Wons up (2011). Human resource development. Seoul, Korea: Hak-Ji Press.
Chen, T. Y., Chang, P. L., & Yeh, C. W. (2004). A study of career needs, career development programs, job satisfaction and the turnover intentions of R&D personnel. Career development international, 9(4), 424-437.
Curry, J. P., Wakefield, D. S., Price, J. L., & Mueller, C. W. (1986). On the causal ordering of job satisfaction and organizational commitment. Academy of Management Journal, 29(4), 847-858.
Dalton, G. W., Thompson, P. H., & Price, R. L. (1977). The four stages of professional careers : A new look at performance by professionals. Organizational Dynamics, 6(1), 19-42.
Dries, N., Pepermans, R., & Carlier, O. (2008). Career success:Constructing a multidimensional model. Journal of Vocational Behavior, 73(2), 254-267.
Eisenberger, R., Huntington, R., Hutchinson, S., & Sowa, D. (1986). Perceived Organisational Support. Journal of Applied Psychology, 71(3), 500-507.
Feldman, D. C. (1989). Careers in organizations: Recent trends and future directions. Journal of Management, 15(2), 135-156.
Fornell, C., & Larcker, D. F. (1981). Evaluating structural equation models with unobservable variables and measurement error. Journal of marketing research, 18(1), 39-50.
Gould, S. (1979). Characteristics of career planners in upwardly mobile occupations. Academy of Management Journal, 22(3), 539-550.
Granrose, C. S., & Portwood, J. D. (1987). Matching individual career plans and organizational career management. Academy of Management Journal, 30(4), 699-720.
Greenhaus, J. H., & Beutell, N. J. (1985). Sources of conflict between work and family roles. Academy of management review, 10(1), 76-88.
Greenhaus, J. H., Callanan, G. A., & Godshalk, V. M. (2010). Career management (4th ed.). Thousand Oaks, CA:Sage Publications, Inc.
Greenhaus, J. H., Parasuraman, S., & Wormley, W. M. (1990). Effects of race on organizational experiences, job performance evaluations, and career outcomes. Academy of management Journal, 33(1), 64-86.
Ha, Jong-Won, & Song, Hae-Deok (2012). The mediating effect of career strategies in the relationship between boundaryless career attitude and subjective career success. Journal of Learning and Performance, 14(2), 1-24.
Hall, D. T. (1986). Career development in organizations. San Francisco, CA: Jossey-Bass Inc. Pub.
Heslin, P. A. (2005). Conceptualizing and evaluating career success. Journal of Organizational behavior, 26(2), 113-136.
Hong, Se-Hee (2000). The criteria for selecting appropriate fit indices in structural equation modeling and their rationales. Korean Journal of Psychology: General, 19(1), 161-177.
Hur, Won-Moo (2013). How Researchers Estimate Indirect Effect using Bootstrapping : The Case of Simple, Multiple, and Double Mediation. Korean Business Review, 6(3), 43-59.
Jiang, J. J., & Klein, G. (1999). Supervisor support and career anchor impact on the career satisfaction of the entry-level information systems professional. Journal of management information systems, 16(3), 219-240.
Judge, T. A., Cable, D. M., Boudreau, J. W., & Bretz, R. D. (1995). An empirical investigation of the predictors of executive career success. Personnel psychology, 48(3), 485-519.
Judge, T. A., Higgins, C. A., Thoresen, C. J., & Barrick, M. R. (1999). The big five personality traits, general mental ability, and career success across the life span. Personnel psychology, 52(3), 621-652.
Kim, Gye-Soo (2001). Analysis of Structural Equation Modeling. Seoul, Korea: Korea Information Industry.
Kim, Heung-Gook (2000). Theory and practice in career development. Seoul, Korea: Dasan Press.
Kim, Si-Jin, & Kim, Jung-Won (2010). Empirical Relationships Among Protean Career Attitude, Boundaryless Career Attitude and Subjective Career Success. DAEHAN Journal of Business, 23(4), 1899-1915.
Kim, Sung-Nam, & Lee, Kyu-man (2012). The Effect of Career Planning, Person-Job Fit and Work-Family Conflict on Career Success. DAEHAN Journal of Business, 25(3), 1419-1438.
Kim, Yoon-Seong (2003). Antecedents and Consequences of Perceived Organizational Support through the Mediating effect. The Korean Journal of Human Resource Management, 27(1), 189-214.
Kim. Ji-Hyun, & Choi, Ae-Kyung (2014). The Effects of Perception of Organizational and Supervisor Support on the Job Attitude - Focusing on Intervening Effect of Affective Commitment. Journal of Secretarial Studies, 23(1), 95-120.
Kline, R. B. (2011). Principles and practice of structural equation modeling. New York: The Guilford Press.
Kwon, Jung-Sook (2010). The effects of perceived organizational support and perceived supervisory support on career success: Focusing on the person-organization fit. The Korean Journal of Human Resource Management, 34(4), 87-109.
Lee, Hwa-Yong, & Hong, Ah-Jeong (2012). Impact of spouses and supervisors on commitment and work-life conflict among married workers. The Journal of Vocational Education Research, 31(2), 45-66.
Lee, Jae-Hyen, & Oh, Jang-Yong (2013). The study about empirical investigation of the predictors of subjective career success on social worker. Korean Journal of Social Welfare Research, 38, 47-73.
Lee, Jin-Kyu, & Choi, Jong-In (1998). Career management for future organization: toward a multiple career paradigm. Korean Journal of Management, 5(3), 167-208.
Lee, Ki-Eun (2008). Antecedents an outcomes of career planning. Journal of Industrial Economics and Business, 21(2), 783-803.
Lim, Hee-Jung (2000). A study on the relationship with work-family conflict and career commitment of marred working women. Seoul, Korea: Thesis for Master in Ewha Women University.
Lounsbury, J. W., Park, S. H., Sundstrom, E., Williamson, J. M., & Pemberton, A. E. (2004). Personality, career satisfaction, and life satisfaction: Test of a directional model. Journal of Career Assessment, 12(4), 395-406.
McLean, E. R., Tanner, J. R., & Smits, S. J. (1991). Self-perceptions and job preferences of entry-level information systems professionals: implications for career development. ACM SIGCPR Computer Personnel, 13(3), 33-43.
Moon, Jae-Seung (2013). The Effect of Career Planing on Adaptive Behavior: The Mediating Role of Subjective Career Success. Andragogy Today, 16(2), 1-30.
Moon, Soo-Back (2009). Understanding and applying the structural equation modeling. Seoul, Korea: Hak-Ji Press.
Muthén, B. O. (2011). Mean and covariance structure analysis of hierarchical data. Department of Statistics, UCLA.
Nabi, G. R. (2001). The relationship between HRM, social support and subjective career success among men and women. International journal of manpower, 22(5), 457-474.
Park, Young-Yong, & Kim, Jin-Mo (2006). The learning transfer and its influencing factors of the participants in corporate leadership training program, Journal of Agricultural Education and Human Resource Development, 38(4), 215-239.
Podsakoff, P. M., & Organ, D. W. (1986). Self-reports in organizational research: Problems and prospects. Journal of management, 12(4), 531-544.
Ramaswami, A., & Dreher, G. F. (2007). The Benefits Associated with Workplace Mentoring Relationships. In T. D. Allen & L. T. Eby (Eds.). Blackwell handbook of mentoring: A multiple perspectives approach (pp. 211-231). Malden, MA: Blackwell.
Richman, W. L., Kiesler, S., Weisband, S., & Drasgow, F. (1999). A meta-analytic study of social desirability distortion in computer-administered questionnaires, traditional questionnaires, and interviews. Journal of Applied Psychology, 84(5), 754.
Schein, E. H. (1996). Three cultures of management: The key to organizational learning. Sloan management review, 38(1), 9-20.
Seibert, S. E., & Kraimer, M. L. (2001). The five-factor model of personality and career success. Journal of vocational behavior, 58(1), 1-21.
Shin, Soo-Lim, & Chul, Jin-Chul (2014). The causal relationships among subjective career success, job security, organizational career management support, protean career attitude, and protean career management behavior of the workers in major industries, Journal of Agricultural Education and Human Resource Development, 46(2), 183-213.
Shin, Young-Sook (2010a). The development of career planning, practical behavior scale. The Korean Journal of Human Resource Development, 12(1), 65-85.
Shin, Young-Sook (2010b). The mediating roles of career planning practical behaviors in the proactive personality, the supervisory support, and the job involvement. Seoul, Korea: Thesis for Doctorate in Korea University.
Waterman Jr, R. H. (1994). Toward a Career-Resilient Workforce. Harvard Business Review, 72(4), 87-95.
Wayne, S. J., Liden, R. C., Kraimer, M. L., & Graf, I. K. (1999). The role of human capital, motivation and supervisor sponsorship in predicting career success. Journal of Organizational Behavior, 20(5), 577-595.
Yoon, Ha-Na, & Tak, Jin-Kook (2006). Antecedent variables of subjective career success: A moderating effect of gender difference. Korean Journal of Industrial and Organizational Psychology, 19(3), 325-347.
Yu, Jong-Pil (2012). Concept and understanding in the structural equation modeling. Seoul, Korea: Han-Na-Rae Press.
- Downloaded
- Viewed
- 0KCI Citations
- 0WOS Citations