Exploring the Antecedence of Career Success: The Role of Human Capital, Motivation, Organizational Climate, and Perceived Success Perceptions, Complemented by Adaptability

Abstract

The main goal of this study is to explore the factors that lead some executives to be more successful in their careers than others. For this, we developed a theoretical framework modifying Judge et. al. (1995) model, while adding perceived success perceptions (POCM), and career adaptability as moderator based on Guan et. al. (2015) framework. We theorized that factors such as Motivation (M), Human Capital (HC), Perceived Organizational Career Management (POCM), and Enabling Organizational Environment (O/IC) all have a positive effect on both Objectives (OCS) and Subjective Career Success (SCS). Moreover, higher Career Adaptability (CA) complements the relationship of these factors with OCS. To establish its empirical validity, we conducted a survey based on a close-ended questionnaire, gathered from 200 employees based in Karachi. Data were later analyzed using confirmatory factor analysis and structured equation modeling. The results suggested that all four factors M, HC, O/IC, and POCM have a positive and significant effect on Objective career success. Whereas Organizational Environment and POCM also have a positive effect on Subjective Career Success. Interestingly, Career Adaptability seems to affect OCS inversely, moreover, it has a negative complementarity with Organizational Environment influencing OCS. The finding implies as the underlined factors are mostly objective, it have a more profound effect on OCS, for SCS we have to rely on more implicit factors like O/IC and POCM.