The role of human capital, motivation and supervisor sponsorship in predicting career success

TLDR

Career success has been theorized to arise from contest‑mobility and sponsored‑mobility systems, yet empirical evidence remains limited. The study tested a comprehensive model of career success determinants based on Turner's contest‑ and sponsored‑mobility frameworks. The authors operationalized contest‑mobility through human capital and motivation measures, and sponsored‑mobility via leader–member exchange and supervisor mentoring. Results from 245 supervisor–subordinate dyads showed weak evidence for contest‑mobility but strong support for sponsored‑mobility, with leader–member exchange linked to salary progression, promotability, and career satisfaction, while mentoring predicted only promotability. © 1999 John Wiley & Sons, Ltd.

Abstract

Based on Turner's (1960) contest- and sponsored-mobility systems, a comprehensive model of the determinants of career success was examined. Human capital and motivational variables represented the contest-mobility system whereas leader–member exchange and supervisor career mentoring represented the sponsored-mobility system. Results based on data from 245 supervisor–subordinate dyads indicated limited support for the contest-mobility system and strong support for the sponsored-mobility system. Interestingly, the two forms of sponsorship were differentially related to career outcomes. Specifically, leader–member exchange was positively related to salary progression, promotability, and career satisfaction. Career mentoring, however, was only related to promotability. Copyright © 1999 John Wiley & Sons, Ltd.