The impact of organisational support for career development on career satisfaction

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The Impact of Supervisory Support on Organizational Commitment, Career Satisfaction, and Turnover Intention for Hospitality Frontline Employees (2015, background): “Previous studies support this relationship by suggesting specific environmental supports and resources for employees’ personal goals as a significant predictor of their career satisfaction (Barnett & Bradley, 2007).”
Career satisfaction, organizational commitment, and turnover intention (2010, background): “Significant predictors of career satisfaction include goal-specific environmental supports and resources, which provide social and material supports for employee’s personal goals (Barnett and Bradley, 2007).”
The organizational career: not dead but in need of redefinition (2013, background): “From an employee perspective it is clear that organizational careers are still an attractive option particularly in larger private organizations and in the public sector (Barnett and Bradley 2007 ).”
From hotel career management to employees’ career satisfaction: The mediating effect of career competency (2012, unknown): “From the hotel perspective, helping staff to develop their own careers and improving their career satisfaction is an effective means of attracting and retaining qualified staff members (Barnett and Bradley, 2007; Wong et al., 1999).”