Impact of Organizational Support for Career Development on Career Satifaction

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Career Development International
Emerald Article: The impact of organisational support for career development on career satisfaction Belinda Renee Barnett, Lisa Bradley

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To cite this document: Belinda Renee Barnett, Lisa Bradley, (2007),"The impact of organisational support for career development on career satisfaction", Career Development International, Vol. 12 Iss: 7 pp. 617 - 636 Permanent link to this document: http://dx.doi.org/10.1108/13620430710834396 Downloaded on: 18-09-2012 References: This document contains references to 40 other documents Citations: This document has been cited by 17 other documents To copy this document: permissions@emeraldinsight.com This document has been downloaded 7990 times since 2007. *

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The impact of organisational support for career development on career satisfaction Belinda Renee Barnett
Queensland Rail, Sandgate, Australia, and

Support for career development 617
Received December 2006 Revised July 2007 Accepted August 2007

Lisa Bradley
School of Management, Queensland University of Technology, Brisbane, Australia Abstract
Purpose – The purpose of this study was to examine the relationship between organisational support for career development (OSCD) and employees’ career satisfaction. Based on an extended model of social cognitive career theory (SCCT) and an integrative model of proactive behaviours, the study proposed that career management behaviours would mediate the relationship between OSCD and career satisfaction, and between proactive personality and career satisfaction. Design/methodology/approach – Public and private sector employees (N ¼ 90) participating in career development activities completed a survey regarding their proactivity, OSCD, career management behaviours and career satisfaction. Findings – OSCD, proactive personality and career management behaviours were all positively related to career satisfaction and career management behaviours mediated the relationship between proactive personality and career satisfaction. There was no support for the career management behaviours mediating between OSCD and career...
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