ORGANIZATIONAL PRACTICES OF CAREER MANAGEMENT AND THRIVING AT WORK:THE MEDIATIONAL ROLE OF PSYCHOLOGICAL CAPITAL
In the 1980s, globalization and business competition led to an instability in work organizations which were no longer able to ensure stable and predictable careers. Responsibility of career managementwas then transferred to workers. Consequently, research on the role of individuals in their career management became popular, while work investigating the role of organizations gradually declined. However, some studies have indicated that it remains beneficial for organizations to invest in practices of career management (PCM)due to theirlink withpositive outcomes for both employees and organizations, suchas workers’well-being. While some studies have shown a link between PCM and indicators of hedonicwell-being, work examining the links with indicators of eudemonic well-being, such as thriving at work, remains scarce.Moreover, previous studies have paid little attention to the psychological mechanisms linking PCM to well-being at work. To fill this gap, our study focused on the synergy of psychological resources (i.e., self-efficacy, hope, optimism and resilience) defined as a core construct, known as PsyCap. The sample consisted of 652 French people workingin nonprofit, private and public organizations. Structural equation modeling and a bootstrapping procedure confirmed indirect effects of PCM on thriving at work through PsyCap. Limitations of the study are discussed.