The effect of career management practices on employee engagement: A research on the mediating role of pay satisfaction and perceived supervisor support

Today, an organization needs to achieve a sustainable competitive advantage to continue its existence. This is only possible through engaged and high-performing employees. By this regard, it is very important for the organization to know the factors affecting employee engagement and to take action accordingly. In this direction, it was aimed to explore the effect of the perceptions of white-collar employees in the private sector regarding career management practices on their engagement. The mediating role of pay satisfaction and perceived supervisor support on this relationship were also investigated. The secondary aim of the study was to reveal the differentiation of these variables according to the socio-demographic characteristics of the individuals. In this direction, this research was carried out by collecting data from 445 white-collar employees in the private sector. Personal Information Form, Organizational Career Management Scale, Employee Engagement Scale, Pay Satisfaction Scale and Supervisor Support Scale were used for the data collection. The survey results were analyzed using SPSS 26.0 and AMOS 24 Structural Equation Modeling programs. Structural equation modeling was used to test the research model and hypotheses. According to the results of the research, it was revealed that career management practices have a positive effect on employee engagement. At the same time, it was determined that pay satisfaction and perceived supervisor support also mediated this effect.