When do salary and job level predict career satisfaction and turnover intention among Chinese managers? The role of perceived organizational career management and career anchor
By Yanjun Guan, Yueran Wen, Sylvia Xiaohua Chen, Haiyang Liu, Wei Si, Yuhan Liu, Yanan Wang, Ruchunyi Fu, Yuyan Zhang, Zhilin Dong. 2014
91 citations recorded by the source corpus.
The current research examined a moderated mediation model for the relationships among indicators of objective career success (salary and job level), subjective career success (career satisfaction), and turnover intention, as well as the boundary conditions of this process. Based on a survey study among a sample of Chinese managers (N = 324), we found that both salary and job level were negatively related to turnover intention, with these relations fully mediated by career satisfaction. The results further showed that the relation between job level and career satisfaction was weaker among managers who perceived a higher level of organizational career management, but stronger among managers with a higher managerial career anchor. In support of our hypothesized model, the indirect effect of job level on turnover intention through career satisfaction existed only among managers who perceived a lower level of organizational career management or managers with a higher managerial career anchor. These findings carry implications for research on career success and turnover intention.
Subfields: Demography, Organizational Behavior and Human Resource Management, Social Psychology
View Paper: https://www.semanticscholar.org/paper/1d361a7e1f436d5544fb269f803aba536c99b583
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In Demography
In Organizational Behavior and Human Resource Management
In Social Psychology
Citations in the corpus
- The impact of human resource management practices and career satisfaction on employee’s turnover intention (2020, background): “Recent research has revealed that career satisfaction is negatively related with employees’ turnover intention (Chan & Mai, 2015; Kang et al., 2015; Chan et al., 2016; Guan et al., 2014, 2017).”
- The influence of satisfaction and promotability on the relation between career adaptability and turnover intentions (2016, background): “Employees with a higher level of CS have a lower level of TI (Chan & Mai, 2015; Guan et al., 2013, 2014).”