خلاصة:
The purpose of this study was designing and testing a model of some antecedents of subjective career success. The participants of this study consisted of 230 employees of Khuzestan Water and Power Organization, who were selected by stratified random sampling method. The instruments used in the study were Work Climate Questionnaire, Perceived Competence Scale, Basic Need Satisfaction at Work Scale, Work Extrinsic and Intrinsic Motivation Scale, Career Satisfaction Scale, Perceived P-V Fit Scale, & Career commitment Scale. Structural equation modeling (SEM) through AMOS-21 was used for data analysis. Bootstrapping procedure also used to determine the significance of the indirect effects. The results showed that the proposed model fitted the data properly. Findings showed that work autonomy support and work competency support had significant direct effects on need satisfaction, self-determined motivation, and career success (career commitment, career satisfaction, and perceived p-v fit). Results also supported the meditating role of need satisfaction and self-determined motivation in these relationships. Based on our findings, SDT is a useful framework for predicting subjective career success in the form of career satisfaction, career commitment, and perceived p-v fit.
ملخص الجهاز:
Findings showed that work autonomy support and work competency support had significant direct effects on need satisfaction, self-determined motivation, and career success (career commitment, career satisfaction, and perceived p-v fit).
Keywords: subjective career success, self-determined motivation, need satisfaction, work autonomy support, work competency support Career is a pattern of work-related experiences that continues throughout one's life.
For example, employees with positive career beliefs are better able to maintain work-life balance (Sturges, 2002) and are more likely to remain with their employers and persist when confronted with vocational challenges (Armstrong-Stassen & Ursel, 2009; Donohue, 2007; Eddleston, 2009; Nauta, Van Vianen, Van Der Heijden, Van Dam & Willemsen, 2009).
These job characteristics will be positively associated with need satisfaction, self-determined motivation, and, ultimately, subjective career success (Judge, Cable, Boudreau & Bretz, 1995; Seibert, Crant & Kraimer, 1999; Seibert, Kraimer & Crant, 2001).
Autonomy support and competence support have direct effects on the psychological perception of satisfied needs (Deci & Rayan, 2012), need satisfaction, in turn subsequently promotes self- determined motivation (Vallerand, 1997).
g. , Baard, Deci & Rayan, 2004; Deci, Rayan, Gagne, Leone, Usunov & Kornazheva, 2001; Fernet, Austin & Vallerand, 2012; Sheldon, Turban, Brown, Barrick & Judge, 2003) and the effects of self-determined motivation on job outcomes such as job satisfaction, burnout, organizational identification, and turnover intention (Gillet, Gagne, Sauvagere & Fouquereau, 2013; Lam & Gurland, 2008; Vansteenkiste & Ryan, 2013).
Findings showed that autonomy support and competence support had direct effects on need satisfaction, self-determined work motivation, and career success (career commitment, career satisfaction, and perceived p-v fit).