The mediating role of perceived organizational prestige in the relationship between manager's charismatic leadership behavior and employees' career satisfaction

The opportunities offered by the workplace and the organization's human resources play a significant role in employees' success in their planned career goals and their achievement of these goals. Furthermore, the perceived prestige of the organization and the manager's influence on employees also have an impact on employees' performance and job motivation. Naturally, employees prefer to work with organizations and managers they are satisfied with throughout their career paths. This preference, in turn, strengthens management's position in attracting qualified and desirable human resources. An organization's reputation among its employees and the characteristics of its leader are important factors that can play a role in the career satisfaction of its employees. This study examines the impact of charismatic leadership, a leadership characteristic, on employee career satisfaction and whether organizational prestige plays a mediating role in this interaction. The research findings indicate that organizational prestige directly and positively impacts career satisfaction. Furthermore, among the sub-dimensions of charismatic leadership, only the environmental awareness and sensitivity to member needs significantly and directly affect career satisfaction, while the status quo sub-variable has a negative direct impact on career satisfaction. When examining the mediating effects, it is understood that only the status quo maintenance sub-variable has a significant effect on organizational prestige, while the mediating variable, through its preventive mediating effect, transforms the direct negative effect of the related sub-variable into an indirect positive effect. Based on these results, it is demonstrated that the total effects of charismatic leadership and organizational prestige on employee career satisfaction are positive and increase satisfaction. This suggests the importance of organizational prestige to human resources managers and company owners who prioritize and prioritize their employees' careers and that these management characteristics, particularly in organizations led by charismatic leaders, can mitigate the negative impacts they may have.