When do salary and job level predict career satisfaction and turnover intention among Chinese managers? The role of perceived organizational career management and career anchor

• Published in: European journal of work and organizational psychology Vol. 23; no. 4; pp. 596 - 607
• Main Authors: Guan, Yanjun, Wen, Yueran, Chen, Sylvia Xiaohua, Liu, Haiyang, Si, Wei, Liu, Yuhan, Wang, Yanan, Fu, Ruchunyi, Zhang, Yuyan, Dong, Zhilin
• Format: Journal Article
• Language: English
• Published: Hove Routledge 04.07.2014; Psychology Press
• Subjects: Biological and medical sciences; Career anchor; Careers; Employee turnover; Fundamental and applied biological sciences. Psychology; Job classification; Job satisfaction; Managers; Motivation. Job satisfaction. Attitude; Objective career success; Occupational psychology; Organizational career management; Psychology. Psychoanalysis. Psychiatry; Psychology. Psychophysiology; Studies; Subjective career success; Success; Success factors; Turnover intention; Wages & salaries; Asia; China; Human; Wage; Occupational achievement; Satisfaction; Professional status; Manager; Career anchor; Objective career success; Organizational career management; Turnover intention; Turnover; Intention; Predictive factor; Subjective career success; Career
• ISSN: 1359-432X; 1464-0643
• DOI: 10.1080/1359432X.2013.763403

The current research examined a moderated mediation model for the relationships among indicators of objective career success (salary and job level), subjective career success (career satisfaction), and turnover intention, as well as the boundary conditions of this process. Based on a survey study among a sample of Chinese managers (N = 324), we found that both salary and job level were negatively related to turnover intention, with these relations fully mediated by career satisfaction. The results further showed that the relation between job level and career satisfaction was weaker among managers who perceived a higher level of organizational career management, but stronger among managers with a higher managerial career anchor. In support of our hypothesized model, the indirect effect of job level on turnover intention through career satisfaction existed only among managers who perceived a lower level of organizational career management or managers with a higher managerial career anchor. These findings carry implications for research on career success and turnover intention.