(The) effect of supervisor's support on employees' proactive career behavior

다국어 초록 (Multilingual Abstract)

THE EFFECT OF SUPERVISOR’S SUPPORT ON EMPLOYEES’ PROACTIVE CAREER BEHAVIOR
Enkhchimeg Sainsuren
Global Aviation Policy Program
Graduate School
Korea Aerospace University
(Advisor: Prof. Dong Myong Lee, Ph.D.)
With the rapid advancement of technology and continuous workplace restructuring, career development is no longer solely determined by formal organizational planning. Instead, employees are increasingly expected to manage and take initiative in shaping their own career paths. Proactive career behavior (PCB), which includes setting career goals, engaging in skill development, and seeking promotion opportunities, has become essential for long-term adaptability and professional growth. However, organizational challenges such as rigid hierarchical systems, unclear promotion pathways, and inconsistently implemented HR policies may inhibit employees from demonstrating proactive career behavior. These barriers are especially relevant to the Mongolian civil aviation sector, where recent restructuring and evolving regulatory demands have emphasized the need for more robust career development systems.
This study, grounded in Social Cognitive Career Theory (SCCT) and its Career Self-Management (CSM) model as applied to proactive career behavior, examines how both contextual and personal resources influence employee engagement in PCB and how this, in turn, impacts career satisfaction (CS). Specifically, the research investigates the effect of proactive personality (PP) and supervisor support (SS) on PCB, and how PCB mediates the relationship between these independent variables and career satisfaction.
Data were collected using a structured, pre-tested questionnaire based on previously validated measurement instruments. To test the proposed hypotheses, the study employed reliability analysis, exploratory factor analysis (EFA), Pearson correlation, and hierarchical multiple regression analysis. During the initial factor analysis, three weak items from the PCB scale were identified and removed. Subsequently, separate factor analyses were conducted for each variable, during which three weak items from the PP scale were also excluded to strengthen the construct validity. After these refinements, all scales demonstrated strong factor loadings and internal consistency.
The results confirmed that PCB is significantly and positively predicted by both PP and SS. Moreover, PCB was found to mediate the relationship between SS and PP with CS, further validating its central role in the career development process. All three proposed hypotheses were supported. The findings also revealed that while National Civil Aviation Center of Mongolia (NCAC) employees demonstrate relatively high levels of proactive career behavior, supervisor support remains insufficient. Furthermore, the data suggest that employee satisfaction with managerial support is currently low, pointing to the need for organizational improvements in leadership development and employee support mechanisms.
Theoretically, this study applies the extended CSM model (Lent et al., 2022) to the context of the Mongolian public sector, offering empirical support to a previously underexplored area in career development literature. The findings suggest that both contextual and personal factors must be addressed in tandem to promote proactive behavior and enhance career outcomes.
From a practical and policy standpoint, this study recommends that the NCAC establish a dedicated position within the Human Resources Department responsible for career development initiatives. By developing structured career progression frameworks, strengthening supervisor training, and offering targeted professional development programs, NCAC can foster a more proactive workforce. These improvements would not only support the long-term capability building of Mongolia’s civil aviation sector but also enhance employee retention and increase overall career satisfaction.

Keywords: Social cognitive career theory, career self-management, proactive career behavior, supervisor support, proactive personality, and career satisfaction.

목차 (Table of Contents)

• CHAPTER ONE. INTRODUCTION 1
• 1.1 Study background 1
• 1.2 Civil Aviation Authority of Mongolia 2
• 1.3 Statement of the problem 5
• 1.4 The research question 6
• 1.5 Research objectives 6
• 1.6 Significance of the study 7
• CHAPTER TWO. LITERATURE REVIEW 10
• 2.1 Social cognitive career theory 10
• 2.2 Career self-management model 12
• 2.3 Proactive career behavior 15
• 2.4 Supervisor support 19
• 2.5 Proactive personality 22
• 2.6 Career satisfaction 26
• CHAPTER THREE. RESEARCH METHODOLOGY 32
• 3.1 Research model and hypothesis 32
• 3.2 Integration of CSM constructs in the research model 35
• 3.3 Variables 37
• 3.4 Sample 41
• 3.5 Research methods 46
• CHAPTER FOUR. ANALYSIS AND RESULTS 49
• 4.1 Factor analysis 49
• 4.2 Reliability test 54
• 4.3 Descriptive analysis and correlation 56
• 4.4 Multiple regression analysis 59
• CHAPTER FIVE. CONCLUSION 66
• 5.1 Summary 66
• 5.2 Implications 67
• 5.3 Limitations 68
• 5.4 Recommendations 69
• REFERENCES 72
• APPENDIX: SURVEY QUESTIONNAIRE 77