The interactive effects of organizational and leadership career management support on job satisfaction and turnover intention

@article{deOliveira2019TheIE,
  title={The interactive effects of organizational and leadership career management support on job satisfaction and turnover intention},
  author={Lucia Maria Barbosa de Oliveira and Fl{\'a}via Cavazotte and Rodrigo Alan Dunzer},
  journal={The International Journal of Human Resource Management},
  year={2019},
  volume={30},
  pages={1583 - 1603}
}
Abstract In the organizational career management literature, scholars have focused on career management policies, with little attention given to practices that can vary within organizations. And despite its recognized importance, research on the role of leaders in the career management process is also scant. In this study, we investigate the effects of career management practices (OCPs) and leadership career support (LCS) on employee attitudes. Grounded on coping theory, we propose that career… 

Determining the Moderating Role of Supervisory Support on the Relationship Between Organization Career Management and Employee Career Satisfaction: Evidence From Private Insurance Companies in Ghana

The purpose of this study was to determine the moderating role of supervisory support on the relationship between organizational career management and career satisfaction of employees of selected

Organizational career management and turnover intentions: mediating role of trust in management

Purpose The contemporary career development models argued more for self-management of careers, yet few researchers emphasized importance of organizational career management. The purpose of this

Organizational career management practices, career satisfaction, and intention to quit among Indian employee: Examining the moderating effect of ‘four types of work experience’

  • Sweta Singh
  • Business
    Australian Journal of Career Development
  • 2018
This study examined the interactive effect of organizational career management practices and different types of work experience on career satisfaction and intention to quit the organization in 386

Employee Turnover Intention: The role of perceived organizational support and stress

Managing turnover is quite difficult these days. Organizations competing with each other to hire the best available employees. They also need to keep their best performers from leaving. That is why

Subjective Career Success, Career Competencies, and Perceived Employability: Three-way Interaction Effects on Organizational and Occupational Turnover Intentions

Despite a plethora of research on turnover intentions, we know little about the impact of subjective career aspects (e.g., authenticity, recognition, and meaningful work) on turnover intentions.

Exploring the Mediating Role of Work Engagement, Career Management and Career Satisfaction among Small and Medium Enterprises in Ghana

Employers always seek to engage employees who are fit for the work, able to adapt to the changing trends in the business environment and contribute much to the organizations to the best of their

Effect of Job Stress, Benefits and Salary on Employee Job Satisfaction Based on Mediating and Moderating Role of Work Environment and Leadership: Evidence from Telecom Sector

The study aimed to explore the mediating role of work environment with employee job satisfaction, job stress and benefits and salary, to investigate the moderating effects of leadership between work

The role of organizational justice and job satisfaction in mitigating turnover intention of emotionally exhausted employees: evidence from Vietnam

PurposeThis study examines employee emotional exhaustion and turnover intention as the consequences of problematic customer behaviors and tests the role of perceived organizational justice and job

The Influence of Employee Competency and Career Management on Career Commitment: Regional Government in Indonesia

This study aims to test the influence of employee competency and career management on career commitment in Indonesia. The study uses the cross-sectional data of regional government employees

The relationship between talent management practices and retention of generation ‘Y’ employees: mediating role of competency development

Abstract In a competitive marketplace, retention of talented and younger employees is a challenge for organizations. Thus, it becomes important for organizations to execute employees’ development

References

SHOWING 1-10 OF 70 REFERENCES

The professional career on the right track: A study on the interaction between career self-management and organizational career management in explaining employee outcomes

This article explores the relationship between organizational career management and career self-management and addresses the impact on employee outcomes. Within six large organizations, a sample of

The role of line managers in employee career management: an attachment theory perspective

Line managers increasingly play a key role in organizational career development systems, yet few studies have examined the nature of this role or its implications for employee career attitudes and

A Cross-Level Investigation of the Relationship Between Career Management Practices and Career-Related Attitudes

The relationship between an organization’s use of various career management practices and career attitudes was examined in a multisource, cross-level field study using organization-level data from 65

Managing the career deal: the psychological contract as a framework for understanding career management, organizational commitment and work behavior

This paper reports the findings of a study that investigated the relationship between different kinds of career management activities, the psychological contract, and outcomes of psychological

Job satisfaction, organizational commitment, turnover intention, and turnover: Path analyses based on meta-analytic findings.

Cross-study differences in the contributions of work attitudes to the turnover process led us to (a) estimate the six relations among job satisfaction, organizational commitment, turnover

Career Plateauing, Job Satisfaction and Commitment of Scholars in French Universities

This article deals with the impact of subjective career plateauing (in terms of job content and structure) on job satisfaction, organizational and occupational commitment and intention to leave an

Line manager implementation perceptions as a mediator of relations between high-performance work practices and employee outcomes.

This study proposes and tests a model that positions line managers' perceptions regarding the extent to which they implement their organization's high-performance work practices (HPWP) as a mediator of relations between HPWP and employee attitudes and behavior, and finds that line management's human resources competency and political skill affect their HPWP implementation perceptions.

Does supporting employees' career adaptability lead to commitment, turnover, or both?

Today, employees are encouraged to become more career-resilient and engage in career development activities to deal with changes in required knowledge, skills, and abilities, and to facilitate their
...