Managers Promote Knowledged Staff’s Person-Career Fit: Career Self-Management and Perceived Organizational Support

Abstract

This paper aims to examine the impact of knowledged staff's subjective person-career fit on the knowledged staff's career subjective well-being. Moreover, this study further investigated the subjective person-career fit could be influenced by the career selfmanagement and perceived organizational support. However, the antecedents of knowledged staff's person-career fit seemed to have been under-investigated in the management literature. A questionnaire survey was used as a research instrument, and 221 full-time knowledged employees from China took part in the investigation. The hypotheses were tested by using partial least squares and structural equation modeling tool. The results confirmed that good subjective person-career fit would significantly increase the knowledged staff's career subjective well-being. Yet, the results also suggested that career self-management and perceived organizational support are the mechanisms that promoted this relation. This paper made a valuable contribution to career literatures discussions about the effect of career self-management and organizational support on the knowledged staff's subjective person-career fit. This paper also would be useful to the academic communities, the public and other interested parties who are interested in improving individual career subjective well-being during their periods of career.

Otel İşletmelerinde Öğrenilmiş Çaresizlik ve Kariyer Planlaması Arasındaki İlişkinin Analizi

“…Kariyer yönetiminde örgütsel adalet ve eşitlik işgörenlerin performansını etkileyebildiği gibi işletmede kalma eğilimini, örgütsel bağlılığını da olumlu bir şekilde etkileyebilmektedir. İşgörenlerin adalet algılamasının olumlu olması, aynı zamanda bireysel olarak kariyer planlanmasını da olumlu bir şekilde etkileyebilmektedir (Bagdadli ve Gianecchini, 2018;Yu, 2017). Turizm işletmelerinde de görüldüğü gibi birçok işletmede yaşanan örgütsel düzeydeki kariyer yönetimi yanlışları işgörenlerin umutsuzluğa kapılmasına, örgüte olan bağlılığının azalmasına, bir süre sonra işten ayrılmasına neden olabilmektedir (Tütüncü ve Demir, 2002).…”