Effects of employees’ career competencies development on their organizations: Does satisfaction matter?

Abstract

Purpose

This paper examines the effects of the development of employees’ career competencies (knowing-why, knowing-how, and knowing-whom) on the employing organization and assesses the role of career satisfaction in this relationship. The purpose of this paper is to contribute to research on the consequences of employees’ boundaryless careers.

Design/methodology/approach

The study involves a two-wave quantitative investigation of alumni of a large public university in the Netherlands.

Findings

The results suggest that by investing in the development of their career competencies, employees contribute to organizational culture, capabilities, and connections. However, these contributions depend on employees’ level of perceived career satisfaction. If employees are satisfied with their careers, they contribute more to their organizations.

Research limitations/implications

Further longitudinal research, strengthened by an additional, third wave of data collection, is needed to replicate the present findings.

Practical implications

The study highlights the importance of employees’ career development for organizations.

Originality/value

This study is the first empirical investigation of the link between the development of employees’ career competencies and employees’ contributions to their employers and one of a few studies that examines career satisfaction as a moderating variable.

Citation

Fleisher, C., N. Khapova, S. and G.W. Jansen, P. (2014), "Effects of employees’ career competencies development on their organizations: Does satisfaction matter?", Career Development International, Vol. 19 No. 6, pp. 700-717. https://doi.org/10.1108/CDI-12-2013-0150