Perceived Organizational Career Management and Career Adaptability as Predictors of Success and Turnover Intention among Chinese Employees

By Yanjun Guan, Wen-xia Zhou, Lihui Ye, Peng Jiang, Yi-xiang Zhou. 2015

243 citations recorded by the source corpus.

Abstract Based on the theories of career construction and of social exchange, the current research examined the joint and interactive effects of perceived organizational career management and career adaptability on indicators of career success (i.e., salary and career satisfaction) and work attitudes (i.e., turnover intention) among 654 Chinese employees. The results showed that career adaptability played a unique role in predicting salary after controlling for the effects of demographic variables and perceived organizational career management. It was also found that both perceived organizational career management and career adaptability correlated negatively with turnover intention, with these relationships mediated by career satisfaction. The results further showed that career adaptability moderated the relationship between perceived organizational career management and career satisfaction such that this positive relationship was stronger among employees with a higher level of career adaptability. In support of the hypothesized moderated mediation model, for employees with a higher level of career adaptability, the indirect effect of perceived career management on turnover intention through career satisfaction was stronger. These findings carry implications for research on career success and turnover intention.

Subfields: Organizational Behavior and Human Resource Management, Safety Research, Social Psychology

View Paper: https://www.semanticscholar.org/paper/acd7a444542f065630ce3af914aec7295fb1cb64

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In Organizational Behavior and Human Resource Management

In Safety Research

In Social Psychology

Citations in the corpus

Linking dimensions of career adaptability to adaptation results: A meta-analysis (2017, background): “Despite the contrary findings alluded to, other primary research does support the hypothesized positive relationship between concern and career satisfaction (Chan, Mai, Kuok, & Kong, 2016; Guan et al., 2015).”
Big-five personality and BIS/BAS traits as predictors of career exploration: The mediation role of career adaptability (2015, background): “…and more work has examined the individual and contextual predictors of career exploration, in order to identify effective ways to promote individuals' adaptive career behavior (e.g., Cai et al., 2015; Fan, Cheung, Leong, & Cheung, 2011; Guan et al., 2015; Nauta, 2007; Reed, Bruch, & Haase, 2004).”
The effects of work social support and career adaptability on career satisfaction and turnover intentions (2016, background): “The presence of work social support fosters career adaptability, because individuals with sufficient social support in the workplace take advantage of career adaptability resources to be able to manage a number of difficulties and challenges in their career development (Guan et al., 2015).”