An Empirical Model of Managerial Careers in Organizations
通过问卷调查200名管理者，检验了组织结构和感知的职业生涯管理实践对职业进展和满意度的影响，发现感知公平是满意度的关键决定因素。
SUMMARY A theoretical model of managerial careers in organizations was tested by questionnaire. Respondents were 200 managers attending management courses. The model incorporated traditional structural predictors of objective and subjective indices of managers' career progress. It also introduced perceptions of the career management practices of an organization as a predictor, together with career progress, of satisfaction with career management. Results indicated that an organization's structure was a powerful predictor of its perceived career management practices; these in turn were more powerful predictors of satisfaction with career management than was career progress; of particular power was the perceived fairness of career management practices. Regression analysis indicated that the model was generally supported. It was concluded that perceived equity is a powerful determinant of satisfaction, and that therefore an organizational model of career management as part of a psychological contract is likely to be more effective than one based on the prescriptions of human resource management ideology.