This study aims to quantify the relationship between career management, proactive behaviour and career satisfaction. A survey method was employed to gather self-report questionnaires from employees who work at a state Islamic agency in Peninsular Malaysia. The outcomes of the SmartPLS path model analysis showed two important findings. First, the relationship between job autonomy and proactive behaviour was positively and significantly correlated with career satisfaction. Second, the relationship between transformational leadership and proactive behaviour was positively and significantly correlated with career satisfaction. This finding confirms that proactive behaviour does act as an effective mediating variable in the relationship between career management and career satisfaction in the organizational sample. Further, this study provides discussion, implications, limitations and suggestions for future studies.
This study assesses the association between career program, support for career development and commitment with career choice. Self-report questionnaires were used to collect data from university staff. The SmartPLS path model analysis was employed to test the research hypotheses and outcomes of this test confirmed that linking career program to support for career development has been an important antecedent of commitment with career choice in the studied organization. Discussion on the findings, implications and conclusion of the study are elaborated.
Proactive behavior is an important dispositional element that may positively affect organization and employees. According to the recent literature pertaining to human resource development, proactive behavior consists of two salient elements: proactive personality and social networking. Interestingly, extant studies in this field highlight that the ability of individuals to appropriately use proactive behavior in performing daily job may help them to an enhanced career success in organizations. Although this relationship has been widely studied, the role of proactive behavior as an important determinant is little discussed in the organizational career model. Thus, this study was undertaken to measure the relationship between proactive behavior and career success. A survey method was employed to collect data from officers who serve at a state Islamic institution in south of Peninsular Malaysia. The outcomes of SmartPLS path analysis model confirmed that employees who are able to properly use proactive personality and implement good social networking may gain satisfaction in their career. Conversely, employees who often potrayed their social networking unable to get better promotion in the studied organization. Further, this study offers discussion, implications and conclusion.
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