Purpose: the purpose of this study was to investigate the effects of career values and perceived organizational support on career success and to examine what career values are. Design/Methodology: survey data were collected from a sample of 151 Chinese knowledge employees. Career success was measured by subjective, that is career satisfaction. Findings: 1) There were three dimensions of career values, and they are self-achievement, factor hygienic factor and prestige factor. 2) Career values and organizational support can predict career success. Implications: knowledge of the antecedents to career success should provide certain advantages to organizations attempting to select and motivate employees. Originality/value: this paper makes a valuable contribution to career success literatures by being one of the ?rst to examine the effect of career values on career satisfaction.
KeywordsCareer SuccessKnowledge EmployeesCareer ValuesPerceived Organizational Support
S. E. Seibert and M. L. Kraimer, “Proactive Personality Indirectly Relates to Career Progression and Satisfaction through Specific Proactive Behaviors and Cognitive Processes,” Personnel Psychology, Vol. 54, 2001, pp. 845- 874.
U. E. Gattiker and L. Larwood, “Predictors for Career Achievement in the Corporate Hierarchy,” Human Relations, Vol. 43, 1990, pp. 703-726.
T. A. Judge, D. M. Cable, J. W. Boudreau, and R. D. Bretz, “An Empirical Investigation of the Predictors of Executive Career Success,” Personnel Psychology, Vol. 48, No. 3, 1995, pp. 485-519. doi:10.1111/j.1744-6570.1995.tb01767.x
M. Poole, J. Langanfox and M. Omodei, “Sex-Difference in Perceived Career Success,” Genetic Social and General Psychology Monographs, Vol. 117, No. 2, 1991, pp. 153-178.
S. Aryee, Y. W. Chay and J. Chew, “An Investigation of the Predictors and Outcomes of Career Commitment in Three Career Stages,” Journal of Vocational Behavior, Vol. 44, No. 1, 1994, pp. 1-16. doi:10.1006/jvbe.1994.1001
R. Ellis and H. G. Heneman, “Career Pattern Determinants of Career Success for Mature Managers,” Journal of Business and Psychology, Vol. 5, No. 1, 1990, pp. 2- 24. doi:10.1007/BF01013942
T. A. Judge, C. A. Higgins, C. J. Thoresen and M. R. Barrick, “The Big Five Personality Traits, General Mental Ability, and Career Success across the Life Span,” Personnel Psychology, Vol. 52, No. 3, 1999, pp. 621-651.
P. Tharenou, “Explanations of Managerial Career Advancement,” International Review of Industrial and Organizational Psychology, Vol. 12, No. 1, 1997, pp. 39-93.
J. W. Boudreau, W. R. Boswell and T. A. Judge, “E?ects of Personality on Executive Career Success in the United States and Europe,” Journal of Vocational Behavior, Vol. 58, No. 1, 2001, pp. 53-81. doi:10.1006/jvbe.2000.1755
G, Jaskolka, J. M. Beyer and H. M. Ti-ice, “Measuring and Predicting Managerial Success,” Journal of Vocational Behavior, Vol. 26, No. 2, 1985, pp.189-205.
T. W. H. Ng, L. T. Eby, K. L. Sorensen and D. C. Feldman, “Predictors of Objective and Subjective Career Success: A Meta-Analysis,” Personnel Psychology, Vol. 58, No. 2, 2005, pp. 367-408. doi:10.1111/j.1744-6570.2005.00515.x
W. H. Thomas and C. F. Daniel, “Human Capital and Objective Indicators of Career Success: The Mediating Effects of Cognitive Ability and Conscientiousness,” Journal of Occupational and Organizational Psychology, Vol. 83, No. 1, 2010, pp. 207-235. doi:10.1348/096317909X414584
C. J. Mottaz, “An Analysis of the Relationship between Education and Organizational Commitment in a Variety of Occupational Groups,” Journal of Vocational Behavior, Vol. 28, No. 3, 1986, pp. 214-228. doi:10.1016/0001-8791(86)90054-0
A. Kalleberg, “Work Values and Job Rewards: A Theory of Job Satisfaction,” American Sociological Review, Vol. 42, No. 1, 1977, pp. 124-143. doi:10.2307/2117735
C. J. Berger and C. A. Olson, “Effects of Unions on Job Satisfaction: The Role of Work-Related Values and Perceived Rewards,” Organizational Behavior and Human Performance, Vol. 32, No. 3, 1983, pp. 289-324. doi:10.1016/0030-5073(83)90153-8
K. P. Kuchinke, H. S. Kang and S. Y. Oh, “Examination of the Combined Effects of Work Values and Early Work Experiences on Organizational Commitment,” Asia Pacific Education Review, Vol. 94, 2008, pp. 552- 564.
C. E. Jurgensen, “Job Preferences (What Makes a Job Good or Bad?),” Journal of Psychological, Vol. 63, No. 3, 1978, pp. 267-276.
Z. Shapira and T. L. Griffith, “Comparing the Work Values of Engineers with Managers, Production, and Clerical Workers: A Multivariate Analysis,” Journal of Organizational Behavior, Vol. 11, No. 4, 1990, pp. 281-292. doi:10.1002/job.4030110404
D. E. Super and C. Super, “The Psychology of Careers,” Harper, New York, 1957
C. H. Robinson and N. E. Betzfactor, “A Psychometric Evaluation of Super’s Work Values Inventory-Revised,” Journal of Career Assessment, Vol. 16, No. 4, pp. 456- 473. doi:10.1177/1069072708318903
J. M. Watson and P. F. Meiksins, “What do Engineers Want? Work Values, Job Rewards, and Job Satisfaction,” Science, Technology, & Human Values, Vol. 16, No. 2, 1991, pp. 140-172.
J. Greenhaus, S. Parasuraman and W. Wormley, “Effects of Race on Organizational Experiences, Job Performance Evaluations, and Career Outcomes,” Academy of Management Journal, Vol. 33, No. 1, 1990, pp. 64-86.
S. E. Seibert, J. M. Crant and M. L. Kraimer, “Proactive Personality and Career Success,” Journal of Applied Psychology, Vol. 84, 1999, pp. 416-427.
W. A. Hochwarter, C. Kacmar, P. L. Perrewe and D. Johnson, “Perceived Organizational Support as a Mediator of the Relationship between Politics Perceptions and Work Outcomes,” Journal of Vocational Behavior, Vol. 63, No. 3, 2003, pp. 438-456.
R. A. Guzzo, K. A. Noonan and E. Elron, “Expatriate Managers and the Psychological Contract,” Journal of Applied Psychology, Vol. 79, No. 4, 1994, pp. 617-626.
Y. Y. Chen and W. Fang, “The Moderating Effect of Impression Management on the Organizational Politics Performance Relationship,” Journal of Business Ethics, Vol. 79, No. 3, 2008, pp. 263-277.
R. J. Riggle, D. R. Edmondson and J. D. Hansen, “A Meta-Analysis of the Relationship between Perceived Organizational Support and Job Outcomes: 20 Years of Research,” Journal of Business Research, Vol. 62, No. 10, 2009, pp. 1027-1030.
C. Kwak, B. Y. Chung, Y. Xu and C. Eun-Jung, “Relationship of Job Satisfaction with Perceived Organizational Support and Quality of Care among South Korean Nurses: A Questionnaire Survey,” International Journal of Nursing Studies, Vol. 47, No. 10, 2010, pp. 1292-1298.
J. B. De Coninck, “The Effect of Organizational Justice, Perceived Organizational Support, and Perceived Supervisor Support on Marketing Employees’ Level of Trust,” Journal of Business Research, Vol. 63, No. 12, 2010, pp. 1349-1355.
L. Rhoades and R. Eisenberger, “Perceived Organizational Support: A Review of the Literature,” Journal of Applied Psychology, Vol. 87, No. 4, 2002, pp. 698-714.
R. A. Noe, “Is Career Management Related to Employee Development and Performance?” Journal of Organizational Behavior, Vol. 17, No. 2, 1996, pp. 119-133. doi:10.1002/(SICI)1099-1379(199603)17:2 3.0.CO;2-O
G. F. Dreher and R. A. Ash, “A Comparative Study of Mentoring among Men and Women in Managerial, Professional, and Technical Positions,” Journal of Applied Psychology, Vol. 75, No. 5, 1990, pp. 539-546. doi:10.1037/0021-9010.75.5.539
C. Kirchmeyer, “Determinants of Managerial Career Success: Evidence and Explanation of Male/Female Differences,” Journal of Management, Vol. 24, No. 6, 1998, pp. 673-692.
W. Whitely, T. Dougherty and G. Dreher, “Relationship of Career Mentoring and Socioeconomic Origin to Managers’ and Professionals’ Early Career Progress,” Academy of Management Journal, Vol. 34, No. 2, 1991, pp. 331-351.
D. Turban, and T. Dougherty, “Role of protégé’s personality in receipt of mentoring and career success,” Academy of Management Journal, Vol. 37, No. 4, 1994, pp. 688-702.
J. E. Wallace, “The Benefits of Mentoring for Female Lawyers,” Journal of Vocational Behavior, Vol. 58, No. 3, 2001, pp. 366-391. doi:10.1006/jvbe.2000.1766
G. Nabi, “The Relationship between HRM, Social Support and Subjective Career Success among Men and Women,” International Journal of Manpower, Vol. 22, No. 5, 2001, pp. 457-474. doi:10.1108/EUM0000000005850
B. R. Barnett and M. L. Bradley, “The Impact of Organizational Support for Career Development on Career Satisfaction,” Career Development International, Vol. 12, No. 7, 2007, pp. 617-636. doi:10.1108/13620430710834396
B. J. Punnett, J. A. Duffy, S. Fox, A. Gregory, T. Lituchy, J. Miller, et al., “Career Success and Satisfaction: A Comparative Study in Nine Countries,” Women in Management Review, Vol. 22, No. 5, 2007, pp. 371-390. doi:10.1108/09649420710761446
F. Noordin, T. Williams and C. Zimmer, “Career Commitment in Collectivist and Individualist Cultures: A Comparative Study,” International Journal of Human Resource Management, Vol. 13, No. 1, 2002, pp. 35-54. doi:10.1080/09585190110092785
J. Sturges, D. Guest, N. Conway and K. M. Davey, “A Longitudinal Study of the Relationship between Career Management and Organizational Commitment Among Graduates in the First Ten Years at Work,” Journal of Organizational Behavior, Vol. 23, No. 6, 2002, pp. 731- 748. doi:10.1002/job.164
S. E. Murphy and E. A. Ensher, “The Role of Mentoring Support and Self-Management Strategies on Reported Career Outcomes,” Journal of Career Development, Vol. 27, No. 4, 2001, pp. 229-246. doi:10.1023/A:1007866919494