The impact of individual and organizational related factors that support career development towards employees' career satisfaction

The purpose of this study was to investigate the relationship of individual (career management behavior) and organizational related factors (perceived organizational support, organizational learning culture, and empowerment) that support career development in influencing employees' career satisfaction. This paper mainly driven theoretically by the Social Exchange Theory, Organization Support Theory and Social Cognitive Career Theory (SCCT) as well as the other relevant literature or previous research which also explored these constructs. A survey research method was used to gather 158 usable questionnaires from employees' in studied government sectors. The analytical procedure of Pearson Correlation Analysis and Multiple Linear Regression Analysis was utilized to determine the predicting strength among career satisfaction and the independent variables. Pearson Correlation Analysis revealed that positive correlation existed between the independent variables (perceived organizational support, organizational learning culture, empowerment and career management behavior) and dependent variable (employees' career satisfaction). Of the four independent variables, a Multiple Linear Regression Analysis indicated that empowerment was most strongly related to employees' career satisfaction. In addition, this study provides new support to previous research about the individual and organizational related factors that support career development which enable to enhance employees' career satisfaction especially in government sector. This study also can be used by human resource practitioners as a guideline in identifying key indicators that affects career satisfaction among the employees in the organi~tion. Recommendations for future research are discussed to give direction for future researchers