| dc.description.abstract | With the change of society, employees within the organization for its excellent personal career development tend to pursue career success, this also is regarded as an important way of personal self-realization in the organization, and when the enterprise pays more and more attention to talent, and how to identify talent is also an important topic in the organization. In the past, academic research often used job performance, job function, or employee’s job seniority variables to measure the relevance of employee career success. Therefore, this study uses the future-oriented ＂potential＂ as the index to measure the success of staff career to distinguish the difference between past oriented indexes. In addition, researching organizational behavior must to consider personal factors and situational factors at the same time, that is except the potential of subordinates, in emphasizing the relationship between the supervisor and the subordinate between the Chinese organizational culture, this will influence individual factors on career success as a result of the quality of supervisor to subordinate mentoring sponsorship. Therefore, except exploring and the relevance of potential to subordinate career success, this study also explores the effect of the supervisor-subordinate mentoring sponsorships in the potential of the subordinate career success.
This study investigates a total of 5 enterprises in Taiwan and Mainland China by questionnaire, collects and returns supervisor subordinate questionnaire, and collects a total of 334 samples. The result shows that the potential has a significant effect on the subordinate promotability career satisfaction; however, there is no positive adjustment between mentoring sponsorship and subordinate promotability and career satisfaction. Finally, this study will provide future scholars with reference through follow-up study limitations and suggestions. | en_US |