The Relationship between Career Management and Career Advancement – Moderated by Mentoring Support

• Main Authors: Yi-Ju Wu, 吳憶如
• Other Authors: Yu ming Chu
• Format: Others
• Language: en_US
• Published: 2010
• Online Access: http://ndltd.ncl.edu.tw/handle/94937101398443475272

碩士 === 國立中山大學 === 人力資源管理研究所 === 99 === This study examines the relationship between career management and career advancement, and the moderating effects of mentoring support. Organizational career management practices (OCM) includes four dimensions (e.g. potential, feedback, succession, and development), which improve employees’ skills and abilities, prepare them for higher level responsibility within the organization and contribute to career advancement. In addition, individuals, who are willing to manage their careers, have better awareness of themselves, developing appropriate strategies (e.g. networking, self nomination, increase visibility) to attain the opportunities of career advancement. Furthermore, mentoring support, such as providing challenging assignments, suggesting strategies for accomplishing work objectives, would enhance proteges’ networking strength, and increase their visibility to powerful decision maker within the organization. It may moderate the relationship career management and career advancement. In this research, we use empirical data taken from 225 employees and through further data analysis we draw some research conclusions as follows. 1. The experiences of organizational career management facilitate the development of employees, and help them more realized their potential, which is related to career advancement. 2. Individual career management is positive related to career advancement. 3. Though hierarchical regression analysis, the results reveal that mentoring support is a moderator of organization career management, individual career management, career advancement.