Evaluating role of individuals’ subjective career success in organization

Abstract

This study examines the factors affecting individuals’ subjective career success based on the sponsor and contest mobility of career success (Turner, 1960; Rosenbaum, 1984). Authors this study tests hypotheses about the relations between organizational sponsorship, external marketability, person-organization fit, subjective career success, and life satisfaction. Therefore, managers and leaders know how to motivate their employees toward career achievement. To achieve this goal, authors use confirmatory factor analysis (CFA) and structural equation model (SEM) to examine all of the three perspectives individual structural, and behavioral-in which the individual and behavioral approaches belong to the contest-mobility model of career success while the structural one belongs to the sponsored-mobility model. Research findings indicate that organizational sponsorship and external marketability make significant impacts on subjective career success and these relationships are positive. This study also examines a number of personal information like gender, marital status, age, highest diploma, and occupation, number of working years, and monthly salary when it comes to perceived career success. In addition, subjective career success also positively affects life satisfaction. The findings have important practical implications for managers and leaders who generally seek to motivate their employees toward career achievement.