職涯成功代表了個人於工作經驗中所累積正向心理或預期的成就，對於個人與組織而言皆相當重要，過去在考量員工的職涯成功時，包含許多變數，例如工作績效、年資、工作經驗或是教育程度等等作為參考的準則，然而在影響職涯成功過程中，非正式的互動變數鮮少受到探討，因此本研究嘗試了解競爭性與贊助性兩種流動與職涯成功關係中使否存在主管的認知型與情感型信任，透過主管的信任角色影響員工的職涯成功。特別在強調階層關係的華人社會中，許多資源或資訊取得往往會與主管的垂直聯繫所影響，因此嘗試了解垂直信任關係於員工職涯達成之中介角色。 本研究透過問卷調查台灣與大陸兩岸的企業，蒐集179份主管和部屬配對問卷，於兩段不同的時間點透過紙本郵寄、電子問卷發放，以配對的方式請主管評核直屬部屬的績效、信任以及晉升力評分，而受評部屬方面則是填寫與直屬主管間的交換關係及契合程度。迴歸研究結果顯示兩種流動會透過不同主管信任使員工獲得較高的晉升力評分。在員工的晉升力研究結果顯示，任務性與適應性績效與晉升力評分的關係會透過主管認知信任中介影響，領導與部屬交換關係與個人與主管配適與晉升力評分的關係會透過主管情感信任中介影響。 ;Career success is on behalf of individuals’ cumulative positive psychology or expected work experience in achievement, which is important to employee and organization. In the past, when considering employees’ career success, they usually included many variables, such as job performance, seniority, work experience or education level, etc. as a reference criterion. However informal interaction variables rarely been discussed in career success. This study attempts to understand contest and sponsorship of two kinds of mobility relationships and career success. Whether this two kinds of mobility through supervisors’ trust, cognitive and affective trust to influence career success. Particularly in Chinese society emphasized the hierarchical relationship, many resources or information obtained often affected by the contact with the head of vertical relationship. As a result, we try to understand the role vertical relationship of trust in employees’ career success. In this study, questionnaire survey is based on Taiwan and China enterprises. Regression results show that the two flows enable employees to get promoted to through different trusts. Research results show that the relationship between the task and adaptive performance and promotability ratings mediated through cognitive trust. The relationship between LMX and P-S fit and promotability ratings mediated through affective trust.