When and How Perceived HRM Practices Influence Career Satisfaction: A Moderated Mediation Model on Career Self-management and Organizational Support

Neha Bellamkonda and M. Srimannarayana

Management and Labour Studies, 2024, vol. 49, issue 2, 241-255

Abstract: Drawing from the social cognitive model of work satisfaction, we examine the relationship between perceived human resource management (HRM) practices and career satisfaction via career self-management moderated by organizational support. A survey was administered to the managerial-level employees ( n = 223) in India. Hayes and Scharkow’s method was used to test the mediation and first stage moderated-mediation model. The moderated mediation results based on the responses reveal that perceived HRM practices are associated with career satisfaction and this relationship is mediated by career self-management. We found a significant interaction effect of organizational support between perceived HRM practices and career self-management. Finally, the moderated mediational hypothesis is also supported where the relationship between the perceived HRM practices and career satisfaction is mediated through career self-management and this indirect effect is further strengthened by organizational support. This study extends the social cognitive model of work satisfaction and contributes to the existing literature by demonstrating when and how organizational support and career self-management impact career satisfaction through perceived HRM practices.

Keywords: Perceived HRM practices; career satisfaction; career self-management; organizational support; moderated mediation model; social cognitive model of work satisfaction (search for similar items in EconPapers)
Date: 2024
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Persistent link: https://EconPapers.repec.org/RePEc:sae:manlab:v:49:y:2024:i:2:p:241-255

DOI: 10.1177/0258042X231187503

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