Effect of high performance human resources applications on subjective career success: Psychological capital and organizational commitment as mediators

Employees' success in their careers has been evaluated by many different methods today. The most preferred are objective measurements (objective career success) and mostly measured by hierarchical level, financial success, reputation, knowledge and skills, social networks and well-being of employees. Objective career success covers the evaluations made by others. So, it is important to understand what employees think about themselves and the positive resources they have. Subjective judgement of employees gains the importance in this concept. Subjective career success is the collective effect of positive and negative resources that employees accumulate along their career. Employees endeavor to obtain and retain positive resources. Based on this theoretical framework, in order for the employees to accumulate positive resources in their careers, employee-oriented organizations with human resources wil benefit employees' career succes subjectively. In addition, psychological capital and organizational commitment, two important topics in positive psycholoy, and the research model has been established in line with the idea that the subjective career success may be improved by accumulating positive resources, and the hypotheses are to determine antecedents of subjective career success. The sample of this research is collected from a sample where people are specialized, professionals, highly educated, open to communication and work flexible. The sample is collected in Turkey which is composed of project management professionals work for the transition process of the European Union requirements. The research data was collected by questionnaire method and after some preliminary analysis, sample of 412 participants is obtained. Regarding to results, positive effects of high performance human resources applications, organizational commitment and psychological capital on subjective career success is determined. In addition, the relationship between high performance human resources practices and subjective career success has been found to have an intermediary effect on psychological ceramics, which have an positive effect on gathering positive resources. Being a manager is selected controlled in the regression model with high performance human resources applications effect on subjective career success has a positive effect. This research contributes to the literature in determining the precessors of the subjective career succes. In addition, suggestions such as "defining tasks clearly, determining career paths and creating long-term working conditions" that can increase the subjective career success of employees are arise for organizations and managers. Although the concept of career has a very old history, this study, which contains the precessors of subjective career success, has been interpreted and analyzed for both literature and practice. Keywords: Subjective Career Success, High Performance Human Resources Applications, Organizational Commitment, Psychological Capital (PsyCap)