Career commitment & career success: mediating role of career satisfaction.
Srikanth, P.B. ; Israel, D.
Introduction
Career success continues to be seen as an area of interest and
exploration both in academia and practice. Career success is an
evaluative concept based on individual perceptions associated with the
term itself (Judge et al., 1999). London and Stumpf (1982) defined
career success as the positive psychological or work related outcomes or
achievements one has accumulated as a result of one's work
experiences. Modern careers are being characterized by high degree of
uncertainty due to changing environment. This has led to newer
relationship between employers and employees being introduced (Park,
2010). Thus, careers have been described in fundamentally two different
ways. Firstly, they can be described as being subjective reflections of
the individual's own sense of his or her meaning derived from
career. Secondly, they can be described as being objective reflections
of the more observable positions, salary and status that serve as
standards of gauging progress in society. Using the subjective standard
for career success is one of the imperative characteristics of the
contemporary career. Thus, modern career has emphasized the importance
of subjective criteria for measuring career success (Heslin, 2005).
While, objective career success has been defined in terms of
ascendency and salary progression, subjective career success has been
defined in terms of learning, balancing work and family, career
actualization, the degree to which employees are capable of realizing
personal goals and values in their working career; quality of education
received, role performed in the organization, career reflection and
alignment of one's values to one's career. This has led to
different criteria for evaluating them. To bridge the gap in academia
and workplace by exploring subjective career success, the present study
aims to study the effect of career commitment on career satisfaction
with the mediating effect of career satisfaction. It argues that the
effects of career commitment on career success can be facilitated by
career satisfaction. Employees who exhibit high career commitment would
increase their satisfaction to attain career success as opposed to those
who are less committed and less satisfied.
Subjective Career Success
Today's emerging careers are characterized by high degree of
mobility and unpredictability (Park, 2010), thus subjective careers been
a critical area of research. Gattiker and Larwood (1986) sighted that
unlike objective success criteria, subjective measures may detect
important career outcomes that are not readily assessable from personnel
records or by expert raters. They also indicated that Subjective Career
Success is more of an internal perspective that refers to an
individual's own disposition for development in a chosen occupation
or profession. Subjective Career Success refers to individuals'
evaluation of their career progress, accomplishments and anticipated
outcomes, relative to their own goals and aspirations (Seibert et al.,
2001). Previous studies have suggested that the term refers to the
individual's evaluation of his or her own career on the basis of
self-defined standards, aspirations and career stage (Gattiker &
Larwood, 1986). Judge et al. (1995) defined career success as "the
psychological or work related outcomes accumulated as a result of
one's experience." Since subjective career success is based on
personal evaluation of outcomes associated with one's career, it is
quite plausible that many successful individuals may not feel
accomplished despite having high salaries or holding influential
positions in organizations. The subjective outcomes of career success
such as career accomplishments or career mentoring are, therefore,
relatively more internally assessed by individuals' own subjective
judgments of career success (Poon, 2004; Aryee et al., 1994). Internal
career success is frequently defined by psychological success which
comes from the individual's feeling of pride associated with
accomplishment of personal and professional goals in life such as
achievement, inner peace and family happiness (Hall, 1996), and is
judged by the self rather than the organization (Gattiker 8 Larwood,
1986). There are no specific guidelines to evaluate career success since
the criteria vary with individuals and there is increased influence of
modern society to give more emphasis on individual career aspiration,
goals and interests. Subjective career success encompasses reactions to
both objective (e.g. pay) and subjective (e.g. fulfillment) facets of
one's career (Heslin, 2005). He also mentions that as a person
progresses in one's career self and other referent criteria are
different, e.g. when an individual's reaction of receiving a pay
hike changes upon hearing about a similar hike received by his/her peers
or when the individual discovers his/her parent's attitude towards
his/her career; thereby making a difference between the self and
other-referent criteria.
Career Commitment
Career Commitment may be defined as "one's attitude
towards one's profession or vocation (Blau, 1985). Career
Commitment is characterized by strong sense of identification,
persuasion, development and active involvement in individual career
goals. In other words, it is commitment to one's career goals
(Colarelli & Bishop, 1990). Unlike organization goals, these are
self generated; commitment in one's career can lead to employment
in various organizations. In other words an individual may be committed
to his/her career only or to his/her organizatioon or committed to both
or neither of them. Career Commitment or Occupational Commitment has
also been conceptualized in three approaches (Meyer et al., 1993). The
first deals with affective commitment to an individual's career
based on strong desire to remain in the same profession. Such
individuals might choose to read/ subscribe to journals or books
pertaining to their area of profession, participating in conferences.
The second is concerned with normative commitment with a sense of
obligation to remain in the chosen profession and the third with
continuance commitment which is concerned with high costs associated
with leaving the occupation. Meyer et al, (1993) clarified that the
terms occupation, profession, and career have been used somewhat
interchangeably in the commitment literature. Past studies conducted
suggested that individual differences and situational characteristics
greatly influenced career commitment. Career commitment can be related
to one's work commitment that can favorably lead to desirable
outcomes associated with one's career. Individuals with a strong
sense of career commitment and increased levels of career expectations
may make significant investments in their careers (Aryee & Tan,
1992), thus would be willing to commit extra efforts required to attain
their career goals (e.g. acquire job relevant knowledge and skills
through specific trainings or courses) through which they can increase
their scope for advancement. Additionally, people who are committed to
their career will likely set high career goals for themselves and put
forth effort as well as persist in pursuing these goals even in the face
of obstacles and setbacks (Colarelli & Bishop, 1990).
There is empirical evidence that supports the relationship of
career commitment with career satisfaction and career success. Poon
(2004) provided evidence that career commitment predicted career
success. Individuals who are committed to their careers should
experience strong subjective career success (e.g. alignment of
individuals' values to one's career, sense of identity with
one's career, positive feelings) in comparison to those who are
less committed. Kidd and Green (2006) found that career commitment and
organizational commitment are some of the determinants of career
success. Career commitment represents a form of commitment towards
one's career that could lead to favorable career outcomes. Carson
et al. (1999) found that medical librarians high on career commitment
displayed high career satisfaction in comparison to those who displayed
low career commitment. Individuals who are committed to their career are
more likely to set high career goals for themselves and put more effort
and pursue these goals despite obstacles and setbacks (Colarelli &
Bishop, 1990). Similarly, Poon (2004) found that career commitment
predicted objective career success in the form of salary level and
subjective career success in the form of career satisfaction. Career
Commitment was found to predict Career Success among individuals who had
moderate levels of self efficacy (Ballout, 2009). In his study Ballout
(2009) found that career commitment predicted subjective career success.
His findings suggested career commitment was positively related to
salary level and career satisfaction among individuals who have at least
moderate levels of self-efficacy. Hence, we propose the hypothesis:
H1: Career Commitment will be positively related to Subjective
Career Success.
Individuals demonstrating high degree of career commitment and
higher levels of career expectations may make significant investment in
pursuit of their careers (Aryee & Tan, 1992). Such individuals
should be willing to exert great effort to accomplish their career goals
and gain satisfaction with their careers. Carson et al. (1999) found
linkage between career commitment and organizational commitment to work
related outcomes and individuals who rated highly on career commitment
also experienced higher career satisfaction compared to those who rated
themselves low on career commitment. Ballout (2009) found that career
commitment had significant influence of career satisfaction through the
moderation effect of self efficacy. Thus, individuals with higher levels
of career commitment and self efficacy reported higher levels of career
satisfaction. People who are committed to their careers should
experience more subjective career success (e.g. have more positive
feelings for the career) than those who are less committed (Poon, 2004).
Similarly, Day and Allen (2004) found career commitment to be positively
related to career satisfaction in the case of municipal employees.
Thus, we hypothesize:
H2: Career Commitment will be positively related to Career
Satisfaction.
Career Satisfaction
Jen-Ruei Fu (2010) defined Career Satisfaction as the level of
overall happiness experienced through one's choice of career.
Career Satisfaction may be attributed to development of competencies
associated with one's job that may provide an opportunity for
career advancements. Managers' advancement by way of career
outcomes is defined externally while managers' level of Career
Satisfaction is an internally defined outcome (Greenhaus et al., 1990).
In other words, low performance ratings, low overall ranking, less
challenging assignments, less responsibilities, less recognition
compared to other fellow colleagues can lead to low Career Satisfaction
among managers.
Mediating Role of Career Satisfaction
Career Satisfaction has been seen to influence both Career
Commitment and Career Success. Intrinsic job outcomes like subjective
Career Success are influenced by Career Satisfaction, Career Mentoring,
Career Commitment and perceptions of Career Success (Poon, 2004).
Jen-Ruei Fu (2010) found that Career Satisfaction among IT professions
was the most important determinant of their career commitment. Career
Satisfaction that is associated with attainment of one's career
goals increases commitment towards one's career since they are
associated with positive career outcomes. Aryee and Tan (1992) found
that there was a significant influence of Career Satisfaction on Career
Commitment. Ng et al. (2005) pointed out that people evaluated their
Career Success through different mechanisms including their satisfaction
with their careers and how their career has progressed relative to
others. Hall (1971) suggested that Career Commitment was influenced by
the extent to which an individual feels that he/she is competent and
successful in their career. Myrtle et al., (2011) found that
satisfaction with one's career had a direct impact on Career
Commitment among health care executives. They found that organizational
and inter organizational changes created opportunities for people to
find Career Satisfaction by moving into sectors that offered more
challenges which in turn influenced Career Commitment. In a study of
careers of women in nine countries Punnett et al. (2007) found that
Career Satisfaction influenced Career Success. Aryee and Debrah (1993)
reported that Career Satisfaction which reflected orientation towards
achieving one's career roles were closely associated with self
esteem that influenced Career Commitment. They concluded that Career
Satisfaction revealed significant direct effect on Career Commitment.
Deborah et al (2004) study of women's career types (Navigators,
Achievers & Accommodators) revealed that different individual level
outcomes influenced Career Satisfaction and sources of Career Success.
They found that career types utilizing subjective Career Success
definitions may experience as much satisfaction from their Career
Success as career types using objective Career Success definitions may
experience from their Career Success. More satisfied employees are also
more committed to their careers (Goulet & Singh, 2001). They found
that employees who were satisfied with their job involvement were the
ones who were more committed to the organization and were more satisfied
with their jobs and hence were more committed to their careers. Thus we
hypothesize:
H3: Career Satisfaction will significantly mediate the relationship
between Career Commitment and subjective Career Success.
[FIGURE 1 OMITTED]
Measures
Career Commitment: As in previous studies (Aryee & Tan, 1992;
Goulet & Singh, 2001) Career Commitment was measured using (Blau,
1985) 8-item Career Commitment scale. Items are anchored from 1-strongly
disagree to 5-strongly agree. Some of the items included are statements
such as: "This is an ideal vocation for a life work" and
"I like this vocation too well to give it up". This scale is
still widely used to measure Career Commitment in the literature.
Career Satisfaction: Consistent with previous studies (Aryee &
Luk, 1996; Aryee et al., 1994) was measured using (Greenhaus et al.,
1990) 5-item measurement. They reported a coefficient alpha of 0.88 for
their scale and such scale was/still the most widely used measure in the
career literature. Items on the questionnaire will be measured using a
rating scale ranging from 1-strongly disagree to 5-strongly agree. Some
of the questions asked were "How successful has your career
been?" "Compared to your coworkers, how successful is your
career?" The vast majority of studies measuring Career Satisfaction
use this scale.
Subjective Career Success was measured using Perceived Career
Success scale (Turban & Dougherty, 1994) 4-items scale having
coefficient alpha of 0.87. Response categories ranged from considerably
below average-1 to considerably above average-5. For subsequent
analyses, groups with scores above the median were designated as the
high self-perceived success group, and those scoring below were
designated as the low self-perceived success group. Some of the
questions asked were: "How successful has your career been?"
"Compared to your co-workers, how successful is your career?"
The Perceived Career Success scale has been regarded as one of the most
widely used measures in the Subjective Career Success literature (Judge
et al., 1995, Park, 2010).
Data Collection
We contacted the HR departments of Manufacturing, IT and ITES
organizations and explained to them the purpose of the study. Due
permission was taken prior to conducting the study from the managements
of these organizations. We requested them to gather small groups of
employees on a pre-decided date and time when we explained the purpose
of the study to the employees. A covering note was also enclosed along
with the questionnaire. We administered the questionnaire in person and
collected the completed responses directly from the employees on the
same day. The respondents were assured of anonymity of their responses
and were told that the study is being conducted solely for academic
purpose. Table 1 indicates actual response rate.
After considering incomplete responses, the actual response rate
for the survey was 79.52%. Responding managers and non-managers were
with diverse backgrounds, age and experience. Out of 293 employees
contacted, 113 respondents were from ITES, 96 from IT & 84 from
Manufacturing. 58.37% of the respondents were from non-managerial
positions and remaining 41.63% were from managerial positions. 38.19% of
the respondents were with engineering background, 35.19% of them were
ordinary graduates
and 26.61% were post graduates. 46.35% of the respondents were
females.
Analysis & Results
Reliability of the scales was checked using Corrected Item Total
Co-relation and all items showing item-total co-relation less than 0.5
were discarded according to Brut-Banks criterion (p< 0.001). The
results of reliability measures are presented in Table 2. Results of
factor analysis, carried out separately for each of the three constructs
to ensure uni-dimensionality of the scales, are presented in Table 3.
This was followed by Multiple Regression Analysis carried out for the
summated scores to test the influence of causal variables on the
criterion variables based on Barron and Kenny (1986) (Table 4). Finally,
Sobel Test was used to calculate the significance of mediation effect
(Table 5).
Regression with career commitment as independent variable and
career success as dependent variable resulted in significant association
between the variables (F = 219.48, p < 0.0001, Std. [beta] = 0.696)
Career Success = a + [[beta].sup.*]Career Commitment + e
1) Regression with career commitment as independent variable and
career satisfaction as dependent variable resulted in significant
association between the variables (F = 195.38, p < 0.0001, Std [beta]
= 0.675)
Career Satisfaction = a + [[beta].sup.*]Career Commitment + e
2) Regression with career satisfaction as independent variable and
career success as dependent variable resulted in significant association
between the variables (F = 256.46, p < 0.0001, Std [beta] = 0.723)
Career Success = a + [[beta].sup.*]Career Satisfaction + e
3) Multiple regression with Career Satisfaction and Career
Commitment as independent variables and Career Success as dependent
variable resulted in significant association among the variables (F =
176.37, p < 0.0001, Std [beta] = 0.382 and 0.466 for Career
Satisfaction and Career Commitment respectively)
Career Success = a + [[beta].sup.*] Career Satisfaction + [r.sup.*]
Career Commitment + e
The purpose of steps 1-3 was to establish that zero-order
relationships among the variables exist. If one or more of these
relationships are non-significant, one can conclude that mediation is
not possible.
From the results shown in Table 4, we conclude that:
1) Impact of Career Commitment on Career Success is statistically
significant. ([R.sup.2]=0.598, p<0.0001), thus H1 is supported.
2) Impact of Career Commitment on Career Satisfaction is
statistically significant ([R.sup.2]=0.636, p<0.0001), thus H2 is
supported.
3) Impact of Career Satisfaction on Career Success is statistically
significant ([R.sup.2]=0.561, p<0.0001), thus H3 is supported.
4) In presence of Career Satisfaction, Career Commitment is still
statistically significant implying partial mediation by Career
Satisfaction. ([R.sup.2]= 0.602, p<0.0001).
Where,
A = Unstandardized coefficient in Step 2 of the Barron and Kenny
Test.
Sa = Standard error in Step 2 of the Barron and Kenny Test.
B = Unstandardized coefficient in Step 3 of the Barron and Kenny
Test.
Sb = Standard error in Step 3 of the Barron and Kenny Test.
Since the value of Sobel's Z-Statistic is greater than the
critical value of 1.96, it can be inferred that the mediation effect is
statistically significant for all the three models.
Implications
Under modified employment contracts individuals are likely to
pursue careers that focus on their individual development and increase
their employability rather than look for job security. Goulet and Singh
(2001) indicated that employers need to re-evaluate whether potential
employees' career aspirations match the job requirements and
organization goals. To enhance the career success prospects of
managerial employees, organizations need to come up with career ladders
that would replace upward mobility with innovative schemes like lateral
transfers, job enrichment (Aryee et al., 1994) or role enhancements. At
a time when the meaning of Career Success is expanding among the
employees, it is imperative that organizations provide opportunities for
development and fulfillment of the subjective criteria of success in
order to attract and retain talent. Employees could be expected to shift
their focus from commitment to the organization to commitment to their
career. In view of this, organizations must ensure that employees
perceive alignment of organizational goals as being instrumental for the
development of their personal career.
Career counselors and human resource managers need to incorporate
an employee's own assessment of his/ her Career Success when
attempting career development. "Fast tracks" based on specific
qualifications may ultimately prove less beneficial for both the
individual and the organization than individually tailored career paths,
e.g., by altering certain components of the job like day to day decision
making could allow the individual to implement his/her knowledge and
skills directly to take the decisions thereby substantially increasing
the commitment towards one job and career. Another example could be to
have a separate career path for individuals who are more oriented
technically and give them the role of a Subject Matter Expert rather
than put him in a general management career path having people
responsibilities. Individual careers can be mapped to roles within the
organization rather than designations to build employee commitment
leading to career success. Organizations need to redefine themselves as
not only institutions where people come for work but also to develop and
build their careers.
Limitations & Direction for Future Research
The current study has a number of limitations. Common method
variance has not been assessed.
The sample was taken from IT, ITES and manufacturing companies
based in India. Samples from diverse industries can be taken to make the
results more generalizable. Since this was a co-relational study, no
comments can be made regarding the causality. In the past, researchers
have used Career Satisfaction as a measure of Subjective Career Success
which has most often been operationalized as Job Satisfaction or Career
Satisfaction (Heslin, 2003; Ng et al., 2005). To firmly establish the
directionality between Career Satisfaction and Career Success would
require a longitudinal research design. Similar studies can be conducted
using the three variables with their impact on Objective Career Success
as well. Higher level analysis like Sturctured Equation Modeling can be
used to study the relationship among the variables. Aryee et al (1994)
suggested that Career Satisfaction was also a measure of Subjective
Career Success. Their findings suggested that competence which was
related to Career Satisfaction significantly influenced Subjective
Career Success. Therefore, future research needs to re-look at the
meaning of Subjective Career Success and assess whether it is a
construct or is a measure of Career Success. The nature of subjective
career success, as well as the causal relationship between different
objective and subjective career outcomes needs to be explored at greater
depth (Heslins, 2005). Current study was carried out in India. Future
studies can explore relationship among these variables in other kinds of
industries using multi source data to rule out the possibility of common
method bias. Different methods of data collection can be used to find
the effect of common method variance. Exploratory research also showed
that there were studies that demonstrated the influence of career
success on career satisfaction and career commitment (Aryee et al.,
1994, 1996, Seibert and Kramer 2001). There is also evidence showing
influence of career success on career commitment (Johnson and Stokes,
2002) and Career Commitment on Career Satisfaction (Carson et al.,
1999). Based on the above observations, future studies can measure
impact of the variables using a rival model.
References
Aryee, S. & Luk, V. (1996), "Work and Non-work Influences
on the Career Satisfaction of Dual-Earner Couples", Journal of
Vocational Behavior, 49: 38-52.
Aryee, S & Debrah, Y.A. (1993), "A Cross Cultural
Application of Career Planning Model", Journal of Organizational
Behavior, 14: 119-27.
Aryee, S., Chay, Y. W. & Tan, PL PL (1994), "An
Examination of the Antecedents of Subjective Career Success among a
Managerial Sample in Singapore", Human Relations, 47: 487-509.
Aryee, S. & Tan, K. (1992), "Antecedents and Outcomes of
Career Commitment", Journal of Vocational Behavior, 39: 331-43.
Ballout, PLI. (2009), "Career Commitment and Career Success:
Moderating Role of Self Efficacy", Career Development
International, 14 (7): 655-69.
Baron, R. & Kenny, D. (1986), "The Moderator-Mediator
Distinction in Social Psychological Research: Conceptual, Strategic and
Statistical Considerations," Journal of Personality and Social
Psychology, 51: 1173-82.
Blau, G.L. (1985), 'Measurement and Prediction of Career
Commitment", Journal of Occupational Psychology, 58 (4): 277-88.
Carson, K.D., Carson, P.P., Roe, C.W., Birkenmeier, B.J. &
Philips, J.S. (1999), "Pour Commitment Profiles and Their
Relationships to Empowerment, Service Recovery and Work Attitudes",
Public Personnel Management, 28: 1-13
Colarelli, S.M., & Bishop, R.C. (1990), "Career
Commitment: Punctions, Correlates and Management", Group and
Organization Studies, 15 (2): 158-78.
Day, R. & Allen, T. (2004), "The Relationship between
Career Motivation and Self-efficacy with Protege' Career
Success", Journal of Vocational Behavior, 64: 72-91
Deborah A. O'Neil, Diana Bilimoria & Argun Saatcioglu
(2004), "Women's Career Types: Attributions of Satisfaction
with Career Success", Career Development International,
9(5):478-500
Gattiker, U.E. & Larwood, L. (1986), "Subjective Career
Success: a Study of Managers and Support Personnel", Journal of
Business 8 Psychology, 1: 78-94.
Goulet, L.R. & Singh, P. (2001), "Career Commitment: A
Re-examination and an Extension", Journal of Vocational Behavior,
61: 73-91
Greenhaus, J.PL, Parsurman, S. & Wormley, W.M. (1990),
"Effects of Race on Organizational Experiences, Job-Performance
Evaluations and Career Outcomes", Academy of Management Journal,
33(1): 64-86.
Hall, D.T. (1971), "A Theoretical Model of Career Sub-Identity
Development in Organizational Settings", Organizational Behavior
and Human Performance, 6: 50-76.
Hall, D.T. (1996), "Protean Careers of 21st Century",
Academy of Management Executive, 10 (4): 8-16.
Heslin, P.A. (2003), "Self- and Other-Referent Criteria of
Career Success", Journal of Career Assessment, 11 (3): 262-86.
Heslin, P.A. (2005), "Conceptualizing and Evaluating Career
Success", Journal of Organizational Behavior, 26 (2): 113-36.
Jen Ruei Pu (2010), "Is Information Technology Career Unique?
Exploring Differences in Career Commitment & Its Determinants among
IT & Non-IT Employees", International Journal of Electronic
Business Management, 8 (4): 263-71.
Johnson, C.D.& Stokes, G.S. (2002), "The Meaning,
Development, and Career Outcomes of Breadth of Vocational
Interests", Journal of Vocational Behavior, 61: 327-47.
Judge, T.A., Cable, D.M., Bourdea, J.W.& Bretz, R.D. Jr.
(1995), "An Empirical Investigation of the Predictors of Executive
Career Success", Personnel Psychology, 48: 485-519.
Kidd, J.M.& Green, P. (2006), "The Careers of Research
Scientists: Predictors of Three Dimensions of Career Commitment and
Intention to Leave Science", Personnel Review, 35 (3): 229-51.
London, M.& Stumpf, S.A. (1982), Managing Careers, Reading, MA:
Addison-Wesiey.
Meyer, H.P., Allen, N.J. & Smith, C.A. (1993), "Commitment
to Organizations and Occupations: Extension and Test of a
Three-Component Conceptualization", Journal of Applied Psychology,
78: 538-51
Myrtle, R.C., Chen, D.R., Lui, C. & Pahey, D. (2011), "Job
and Career Influences on the Career Commitment of Health Care
Executives", Journal of Health Organization and Management, 25(6):
693-710.
Ng, T.W.H., Eby, L.T., Sorensen, K.L. & Peldman, D.C. (2005),
"Predictors of Objective and Subjective Career Success: a
Meta-Analysis", Personnel Psychology, 58: 367-408.
Park, Y. (2010), "The Predictors of Subjective Career Success:
an Empirical Study of Employee Development in a Korean Financial
Company", International Journal of Training 8 Development, 14: 1-15
Poon, June M.L. (2004), "Career Commitment and Career Success:
Moderating Role of Emotion Perception", Career Development
International 9(4): 374-90
Punnett, J.B., Duffy, J.A., Pox, S., Gregory, A., Lituchy, T.,
Miller, Monserrat, S.I., Miguel R. Olivas-Luja'& Neusa Maria
Bastos P. Santos, "Career Success and Satisfaction: a Comparative
Study in Nine Countries", Women in Management Review,. 22(5):
371-90
Seibert, S. E., Kraimer, M. L.& Liden, R. C. (2001), "A
Social Capital Theory of Career Success", Academy of Management
Journal, 44: 219-37.
Turban, D.B. & Dougherty, T.W. (1994), "Role of Protege
Personality in Receipt of Mentoring and Career Success", Academy of
Management Journal, 37(3): 688-702.
P.B. Srikanth (Email: srikant.pb@tcs.com) is Doctoral Scholar &
D. Israel (Email: disrael@xlri.ac.in) is Associate Professor, School of
Business & Human Resources, XLRI, Jamshedpur 8310135.
Table 1 Actual Response Rate
Target Responded No Response Total Actual
Population Response Incomplete Response Response
contacted Rate Rate
293 233 23 37 92.15% 79.52%
Table 2 Reliability Analysis Report
Scale No. of Items Cronbach a
Career Satisfaction 5 0.816
Career Commitment 8 0.849
Career Success 4 0.880
Table 3 Results of Factor Analysis using Principal Component Analysis
Items Communalities Eigen Values Percentage Cumulative
Variance percentage
Explained Variance
Explained
CSS1 0.656 2.893 57.852 57.852
CSS2 0.519 0.664 13.286 71.138
CSS3 0.455 0.629 12.584 83.721
CSS4 0.624 0.511 10.212 93.934
CSS5 0.639 0.303 6.066 100.000
CCM1 * 0.552 3.934 49.175 49.175
CCM2 0.470 0.916 11.446 60.621
CCM3 * 0.562 0.674 8.425 69.046
CCM4 0.431 0.635 7.939 76.985
CCM5 0.431 0.542 6.771 83.756
CCM6 0.495 0.497 6.212 89.968
CCM7 0.574 0.439 5.485 95.453
CCM8 * 0.519 0.364 4.547 100.000
CSS1 0.702 2.737 68.425 68.425
CSS2 0.728 0.507 12.663 81.088
CSS3 0.674 0.433 10.828 91.916
CSS4 0.633 0.323 8.084 100.000
Note: * indicates reverse coded items, CSS--Career Satisfaction,
CCM--Career Commitment, CSS--Career Success
Table 4 Results of Barron & Kenny Test
Steps Variables Significance B Adjusted
[R.sup.2]
1 Career Commitment 0.000 0.509 0.453
predicting Career
Satisfaction
2 Career Commitment 0.000 0.455 0.462
predicting Career
Success
3 Career Satisfaction 0.000 0.627 0.521
predicting Career
Success
4 Career Commitment 0.000 0.249 0.599
and Career Satisfaction
predicting Career 0.000 0.404
Success
Table 5 Sobel Test for Mediation Analysis
Model A B Sa Sb Z-Statistics p value
CC--CS--CSS 0.249 0.404 0.037 0.048 5.256 0.00000
