Abstract
This study emphasizes how employees’ opportunities for career progression are valued by their organizations, and in response, how they generally demonstrate positive attitudes and behaviors at work. Thus, this study is based on the Social Exchange Theory and it has supported to investigate the association of Perceived Organizational Career Support and Satisfaction with Career Advancement Opportunities in contributing to employee’s Job-related Affect and Turnover intention. The researcher adopted a quantitative approach as the research methodology to test hypotheses and to achieve the main objectives. The data was collected from Non-Managerial Executives in Sri Lankan Apparel Industry. The hypotheses were tested using Correlational Analyses and Multiple Regression Analyses. The present study has drawn data from 150 valid self-administered questionnaires, and the study has proven that although Perceived Organizational Career Support has a significant negative effect on Turnover Intention, it does not have a significant impact on employees’ Affective well-being. Also, it was found that while Satisfaction with Perceived Career Advancement Opportunities has a significant positive association with Affective well-being, it does not have a significant negative influence on Turnover Intention. At the core of these findings, this study proves practical implications for Sri Lankan Apparel Industry.
Published Version
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