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The purpose of this paper is to find the effects of boundaryless career, organizational commitment, and external support seeking on career satisfaction.

The data were collected from 271 South Korean financial company employees through the survey method. Descriptive analysis was conducted, followed by the correlation and multiple regression analyses.

The study results showed that organizational mobility preference has a negative effect on career satisfaction. The results also showed that boundaryless mindset and external support seeking have positive effects on career satisfaction.

This study showed theoretically that an individual’s specific career related behaviors and attitudes have a positive influence on career satisfaction.

Practically, this study results showed some suggestion for enhancing the employee’s career satisfaction by constructing a career support system.

This paper provides a better understanding of the influences of boundaryless career, organizational commitment, and external support seeking on career satisfaction with an HRD perspective.

This investigates the interrelationships between job and career satisfaction and career change intention through the extension of the theory of planned behavior (TPB).

The data for the study is collected from 219 top and middle-level managers and analyzed through partial least squares path structural equation modeling (PLS-SEM).

Findings indicate that job and career satisfaction have a significant and negative impact on personal attitude toward career change and subjective norms, whereas all three constructs of the TPB influence the intention to change career. In addition, the mediation of personal attitude and subjective norm pathways were found to be significant for both job and career satisfaction and career change intention relationships, while no mediation effect was identified for the perceived behavior control construct of the TPB.

The results suggest important theoretical and practical implications. First, a novel model of mediation between job and career satisfaction and the intention to turn away from an existing career is introduced between job and career satisfaction and career change intention associations for testing the full TPB framework.

The findings imply that the impact of cognitive factors, including having a positive opinion about the potential outcomes of switching to a new career, the level of pressure exerted by significant third parties about making a career change, and the self-belief about making this change happen should be closely investigated when examining the determinants of career change intention.

To the best of the authors’ knowledge, this is the first empirical research study that tests the impact of the determinants of TPB on career change intention within a sample of professional managers from an emerging economy context.

The purpose of this paper is to explore the association of harmonious work passion with career satisfaction, while probing the mediating role of employees’ psychological career resources and career preoccupations as important psychosocial career mechanisms in this association.

This paper is a cross-sectional quantitative study comprising a sample of (n = 550) employees in various South African organisations.

The current study found that individuals’ career preferences, career drivers, career harmonisers and career adaptation preoccupations are dynamic mechanisms that regulate the link between harmonious passion and career satisfaction.

The study is located in South Africa and was cross-sectional in design. Generalisation to other occupational contexts and establishing cause-effect relations were not possible.

This paper demonstrates the usefulness of harmonious work passion as an additional positive psychological construct in understanding the psychosocial motivational career mechanisms that drive employees’ career satisfaction. The mediating role of certain psychological career resources (i.e. flexible career preferences, career drivers and career harmonisers) and career adaptation preoccupations in the link between employees’ harmonious passion and career satisfaction need to be considered in career management support practices.

This paper demonstrates the growing need to better understand the psychosocial mechanisms that influence employees’ career satisfaction.

The study contributed new insights that extend theory and research on the harmonious work passion phenomenon in relation to important career constructs in the work-career context by means of self-determination theory.

Employee happiness or well-being is an emerging topic in management as well as in psychology. The purpose of this paper is to investigate the effects of perceived organizational support (POS) and psychological capital (PsyCap) on happiness in employees’ work (i.e. work engagement), careers (i.e. career satisfaction), and lives (i.e. subjective well-being (SWB)).

Data were collected from 550 employees in a conglomerate in South Korea. For statistical analysis, we conducted confirmatory factor analysis, reliability and correlation analysis, and structural equation modeling analyses.

Employees were highly engaged in their work, satisfied with their careers, and felt a greater sense of well-being in their lives when they had higher POS and PsyCap. Work engagement fully mediated the relationship between PsyCap and career satisfaction. POS had an indirect effect on SWB through career satisfaction. With regards to the relationships among the three outcome variables, career satisfaction turned out to fully mediate the relationship between work engagement and SWB. In addition, the direct effect of PsyCap on SWB was also found to be significant.

This study focused on knowledge workers in South Korean for-profit firms. The participants were mostly male, junior or middle managers. Using a cross-sectional survey method, this empirical study leaves room for speculation about the causality among the variables. As the results of exploratory and confirmatory factor analyses indicate, however, common method variance was found to not be of great concern.

The mission of human resources (HR) and organization development (OD) professionals in organizations is to improve individual and organizational performance and to enhance employees’ well-being. HR/OD professionals can enhance employees’ happiness not only in their work and careers but also in their lives by improving POS (e.g. growth opportunity, performance management, and compensation system) and developing PsyCap (e.g. staffing, training, and development, etc.).

This study linked the emerging constructs in positive psychology in general, in HR/OB in particular. To date, no study has empirically investigated the effects of PsyCap and POS on the three workplace happiness constructs: work engagement, career satisfaction, and SWB. This is the first study that found the relationship between POS and PsyCap. Last, while South Koreans are more collectivistic and less satisfied with their lives than the Organisation for Economic Co-operation and Development average, the respondents in this study, working for highly reputable firms, perceived high level of happiness in their work and career, and eventually in their lives. Thus, organizational features had a stronger effect on workplace happiness than national culture.

This study aims examine the impact of authentic leadership on the career satisfaction of hospitality employees through the lens of thriving. The two components of thriving, that is, learning and vitality, are tested as mediators, and psychological contract fulfillment is tested as a boundary factor.

Data are collected using an online survey through the Qualtrics panel service in the USA. Structural equation modeling and an invariance test are conducted to investigate the framework.

The findings show that authentic leadership can determine career satisfaction through the influence of learning and vitality. Moreover, psychological contract fulfillment exerts a conditional effect on this mediation.

The findings of this study extend the understanding on authentic leadership and its impact under specific conditions. This study offers several meaningful recommendations to hospitality managers on how to influence employees’ career success to maintain sustainable performance. Detailed approaches include establishing practices for regular and authentic leadership development, increasing attention on employee thriving states and addressing employee psychological contracts.

This study enriches research on authentic leadership and career management in the hospitality industry. Moreover, this study provides meaningful insights by examining the relationships between authentic leadership, thriving, career satisfaction and psychological contracts.

Life satisfaction is an ultimate goal in human existence, and it is also an important factor in the work domain. It may both trigger work-related outcomes and be influenced by work-related factors. The authors are here concerned with career satisfaction and its association with life satisfaction. From a bottom-up perspective, career satisfaction should enhance life satisfaction; from a top-down perspective, the influence should work in the reverse direction; and from an interactionist perspective reciprocal influences are conceivable. The paper aims to discuss these issues.

The authors tested these perspectives in two longitudinal studies with three points of measurement each. Study 1 (n=517) covered a period of five years and Study 2 an eight-week period (n=99). The authors analyzed the data by means of latent growth curve modeling and cross-lagged analysis.

Both studies revealed that life satisfaction and career satisfaction are positively associated both within and across time. The directional association between both constructs is well-represented by a top-down model; further, by a reciprocal influence model. The bottom-up model received least support. Study 2 additionally showed that work centrality is a moderator.

The authors discuss these findings with respect to both the relevance of life satisfaction in the work domain and the relationship between global and domain-specific life satisfaction.

The present research is the first one that investigates the association between career satisfaction and life satisfaction using two longitudinal studies.

The context of the present study is the early careers of lawyers. I examine if and how receiving “more” mentoring – in terms both of number of relationships and amount and type of assistance received – affects individuals’ satisfaction at work. Results suggest that the more developmental relationships an individual has and the more developmental assistance he or she receives, the greater will be his or her work satisfaction. Findings also suggest, however, that receiving a high amount of psychosocial assistance from just one person, who is not necessarily of higher status, is associated with high work satisfaction. Practical implications and suggestions for future research that explores the effects of multiple developmental relationships in other contexts are discussed.

The labour force participation of older women has increased substantially in Canada. This study aims to examine the factors that are important to the career satisfaction of older managerial and professional women.

Managerial and professional women aged 50 and above completed a questionnaire assessing their career satisfaction, individual characteristics and organization‐related factors.

For managerial women, the significant predictors of career satisfaction were perceived as organizational support, job content plateauing, and health status. For professional women, the significant predictors of career satisfaction were perceived efforts by their organization to retain its older managerial and professional employees and job content plateauing.

The findings are based on a small sample and the respondents were primarily employed in the public sector. Further research is needed using larger samples and a better representation from the private sector. Researchers also need to identify other factors that influence the career satisfaction of older managerial and professional women.

The career satisfaction of older managerial and professional women is heightened when they are challenged by their job and have an opportunity to learn and grow in their job. Beyond this, enhancing the career satisfaction of older managerial and professional women will require different approaches tailored specifically to each group.

Very little is known about the career‐related issues that are of special concern to older managerial and professional women. This study provides some insight into the differences between older managerial and professional women and the factors that contribute to their career satisfaction.

The purpose of this paper is to examine the moderating role of political skill in the relationship between proactive personality and citizenship performance, as mediated by career satisfaction.

The authors collected data from a diverse sample of 356 employees, and tested a moderated mediation model, in which proactive personality and political skill jointly impact career satisfaction, which in turn impacts citizenship performance.

The results indicate that career satisfaction mediates the relationship between proactive personality and two forms of citizenship performance, citizenship toward supervisor, and job/task conscientiousness. Political skill moderates these mediated relationships such that proactive individuals who are also politically skilled are more likely to demonstrate greater citizenship toward supervisor and job/task conscientiousness via increased career satisfaction.

The study suggests that proactive employees, due to their enhanced career satisfaction, tend to demonstrate greater organizational citizenship. Such positive tendencies are enhanced when proactive employees are equipped with political skill. Limitations include the use of cross-sectional design and single source data.

Organizations and human resources managers should be aware of the importance of personal career satisfaction and interpersonal competency in building organizational citizenship. Organizations may facilitate citizenship performance by recruiting individuals high in proactive personality and political skill.

Prior research has typically considered career satisfaction as an outcome variable. The authors examine career satisfaction as an intermediate variable leading to citizenship performance. The authors also examine the contingent effect of proactive personality.

The purpose of this study is to focus specifically on formal and informal networking and their relationship with career satisfaction. It was expected that men would engage more in networking and that men are able to use networking effectively than women, which will be shown in the achievement of greater career satisfaction.

Hypotheses were tested with hierarchical regression analyses, using a sample of 180 (69 percent) female and 80 (31 percent) male employees from a Dutch bank.

Results show that the female respondents engaged more in both formal and informal networking than male respondents. However, hierarchical regression analyses showed that the association between participating in network activities and career satisfaction is significantly stronger for men than for women.

There is certainly a need for longitudinal data to resolve issues concerning differential dropout of women and the development of effective social networks.

The female employees profit less from networking in terms of career satisfaction. One possible solution may be to try to develop especially the networking competences of women.

Elaborating on the social network perspective this study of the participation in formal and informal networks examined gender differences in the association of networking with career satisfaction. Although the female employees in this study engage more in networking, they profit less from it in terms of career satisfaction.