17/05/2023 09:51:40 AM

Bài viết

Bài Viết - ThS. Đào Thị Đài Trang - EVALUATING ROLE OF INDIVIDUALS’ SUBJECTIVE CAREER SUCCESS IN ORGANIZATION
EVALUATING ROLE OF INDIVIDUALS’ SUBJECTIVE CAREER SUCCESS IN ORGANIZATION

Tan Le Trinh* Trang Dai Thi Dao**

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.

Keywords: Subjective career success, Organizational sponsorship, External marketability, Person-organization fit, Life satisfaction.

 

This study examines the factors affecting individuals’ subjective career success based on the sponsor and contest mobility of career success (Turner, 1960; Rosenbaum, 1984). Subjective career success has been normally approached by 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. With the four components of individuals’ subjective career success: organizational sponsorship, external marketability, person-organization fit, and life satisfaction, the research makes an attempt to examine all of the three perspectives mentioned. 

 

According to the sponsored-mobility model, those in positions of power within the organization pay special attention to those members who are deemed to have high potential. Because employees are more likely to be noticed and selected into an elite group, those who fit are more likely to express positive attitudes towards their career. Empirical evidence of associations between person-organization fit and positive employee attitudes proves this proposed association. Perceptions of person- organization fit and organizational sponsorship are therefore expected to also be associated with career success. 

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