;Career success is seen as a personal work experience accumulated in personal achievement, and positive psychological results, which are important to employee and organization. In the past, scholars usually use different kinds of variables to measure whether employees achieve career success, such as job performance, competency, gender, education, work experience and so on. However, to promote good talents in an effective and precise way has become an important issue in the company nowadays. Therefore, excluding the past-oriented variables, we choose “potential” as our future-oriented measure variables. In this study, we use the concept of the sponsorship mobility to measure informal interaction variables between employees and supervisors. In order to investigate whether employee potential through affect-based Trust, acquire more sponsorship from their supervisors, and allow employees to achieve career success eventually. The mentoring sponsorship which can separate to career-related function and psychosocial function.
In this study, questionnaire survey is based on five enterprises in Taiwan and China. Research results show that the relationship between employee potential (cognitive ability, resilience, sociability, influence), promotions and career satisfaction mediated through affect-based trust and mentoring sponsorship. Finally, this study also provides some follow-up suggestions and research limitations to further research.