This thesis explores the conditions for perception of a person-organisation (P-O) fit between Generation Z (Gen Z) and employers in a talent acquisition context. The study is based on the presumption that the perception the candidate gets of the employer is based on the employer’s brand and vice versa. To explore these two actors' brands, personal- as well as organisational attributes identified in a literature review were used and a mixed method was adopted. The employer brand of six audit and accounting services firms and what they value in a future employee was explored through semi structured interviews. Furthermore, the personal brand of Gen Z business students and graduates and what they value in a future employer was explored through a questionnaire with 157 respondents. Based on the data, a discussion on the subject of P-O fit was conducted. Overall the results of the study both support previous research and add to it. The results indicate favourable conditions for Gen Z to perceive a P-O fit towards employers regarding four of the six identified organisational attributes. Additionally, favourable conditions were indicated regarding employers to perceive a P-O fit towards Gen Z regarding four of the seven personal attributes identified.

Titel: Hur kan hög personalomsättning i mäklaryrket motverkas? - En studie kring samspelet mellan medarbetare, jobb och organisation.   Nivå: Examensarbete på Grundnivå i ämnet företagsekonomi.   Författare: Felicia Johansson & Selma Lundgren   Handledare: Monika Wallmon   Datum: 2021-juni   Syfte: Studien avser att med hjälp av modellen person-environment fit analysera hur samspelet mellan person, jobb och organisation inverkar på personalomsättningen bland fastighetsmäklare.   Metod: Uppsatsen är ett resultat av en kvalitativ studie med utgångspunkt i deduktiv forskningsansats. Det empiriska materialet som ligger till grund för studiens analys och slutsats har samlats in genom semistrukturerade intervjuer med tio fastighetsmäklare. Materialet har transkriberats för att därefter kunna urskilja mönster och kopplingar till den valda teorin.   Resultat & slutsats: Studiens resultat visar på att de fastighetsmäklare som valt både ett yrke samt en organisation som bäst liknar dem själva är mer benägna att stanna inom dessa. Yrkesegenskaper som är attraktiva hos de tillfrågade fastighetsmäklarna inkluderar frihet och variation, medan vid val av organisation är liknande värderingar, trivsel samt ett individanpassat ledarskap av största vikt. Studien visar även på att matchning inte är något som är statiskt utan förändras över tid, exempelvis gällande framtidsplaner, mål och behov av ledarskap.     Examensarbetets bidrag: Uppsatsen har bidragit till det företagsekonomiska fältet genom att addera en ny dimension av modellen person-environment fit utifrån ett medarbetarperspektiv i den svenska fastighetsmäklarbranschen. Studien har dessutom skildrat vilka faktorer som är betydelsefulla för att en fastighetsmäklare ska stanna i branschen såväl som i en organisation, vilket är användbar kunskap vid rekryteringsprocesser.    Förslag till fortsatt forskning: Denna studie har fokuserat på aktiva fastighetsmäklare och varför de valt att stanna i branschen samt i en viss organisation utifrån person-environment fit. Det är därför av intresse att studera varför före detta fastighetsmäklare valt att avsluta sina karriärer utifrån samma teorimodell. Utifrån hur respondenterna i denna studie berättat om vikten av trivas med kollegor och ledare vore det vidare intressant att studera personalomsättningens påverkan med hänsyn till person-group samt person-supervisor fit. Nyckelord: Person-environment fit, person-job fit, person-organization fit, kompletterande matchning, likhets-matchning, fastighetsmäklare

As a result of structural changes in the global economy, many organisations are faced with changing workforce demographics. The global workforce is changing not only in terms of age and race, but also in terms of gender (International Labour Office, 2009). This change is referred to as the feminization of labour, and it poses many challenges to organisations as women are entering careers that have previously been predominated by men such as medicine, pharmacy, accounting, engineering and mining (Blau & Kahn, 2000). The retention of women in atypical careers has become a growing concern, as these women are often faced with challenges in the workplace, such as sexual discrimination, hostility and resentment from their co-workers, and physical violence in the workplace (Cognard-Black, 2004). These obstacles encountered by women in atypical positions result in their experiencing difficulty fitting into their groups at work and their organisations as a whole, which increases their turnover intentions (Young & Hurlic, 2007). For effective retention of women in atypical positions in an effort to secure a truly diverse workforce, organisations must be aware of the factors that affect their career decision making. Young and Hurlic (2007) have proposed a model of gender enactment and fit in relation to career decisions of women in atypical positions. They suggest that gender enactment of employees in atypical positions, in relation to the gender-based micro-culture of their work groups ultimately affects their person-group fit, person-organisation fit and career decision making. The main objective, therefore, of this research has been to explore the constructs outlined in the model of Young and Hurlic (2007) within the South African context and to establish their influence on the career decision making of a sample of South African employees in atypical positions. The research has been explorative in nature, and a qualitative design was used to achieve the research objectives. Participants were invited to participate in the research on a voluntary basis, and they were selected by means of a purposive sampling method. Criteria that were decided upon for the selection of participants were that participants needed to be female, permanently employed and occupying atypical occupations within the same organisation. Based on these criteria, a total population of ten employees was included in the research study (N=10). Qualitative data was collected by means of unstructured and semi-structured interviews. The results indicated that awareness, group acceptance, person-group fit, perceived stress, and person-organisation fit were the key determinants of the career decisions of participants. Awareness was found to be related to group acceptance, whereas group acceptance was identified as being related to person-group fit. Person-group and person-organisation fit were found to result in participants considering lateral career moves, choosing to stay in their current positions, or seeking promotions. Conversely, perceived stress was found to have a negative impact in the career decision making of participants, as all participants who reported perceived stress planned to leave their respective organisation. / MA, Industrial Psychology, North-West University, Vaal Triangle Campus, 2012

Over the last two decades, the use of professional designations as selection criteria has increased. In order to develop selection criteria, recruiters assess candidates from both job and organizational perspectives (Kristof-Brown 2000). No research exists that examines the degree to which organizational objectives, rooted in considerations that are not job-specific, may be affecting the increase in demand for these designations. This research attempts to close that gap by exploring the relationships among organizational objectives, the design of selection criteria, and the use of voluntary professional designations. The study explores the degree to which organizations use voluntary professional designations to assess person-organization (P-O) fit in environments emphasizing two objectives related to superior firm performance: the acquisition of competencies related to sustainable competitive advantages (SCAs) (Barney 1991; Porter 1985), and the development of characteristics associated with a high performance workplace culture (Huselid and Becker 1997). It also explores the extent to which a needs-supplies selection perspective is related to conceptualizations of P-O fit that are separate from notions of person-job (P-J) fit (Kristof 1996). Data were obtained from a sample of 292 HR professionals, representing a cross section of industries, who completed a Web-based survey. Confirmatory factor analysis revealed the presence of positive and significant relationships between each of three organizational contingencies (i.e., a needs-supplies perspective, a high performance workplace system culture, the desire to acquire competencies perceived to be sustainable competitive advantages) and the construct of P-O fit. Perceptions that the competencies were inimitable had the strongest relationship to P-O fit. As well, a positive and significant relationship was found between the construct of P-O fit and the use of a professional designation. However, study results also indicated that only two dimensions of SCA were positively and significantly related to the use of a professional designation: perceptions that the competencies represented by the designation are rare, and perceptions that they add long-term value.

Over the last two decades, the use of professional designations as selection criteria has increased. In order to develop selection criteria, recruiters assess candidates from both job and organizational perspectives (Kristof-Brown 2000). No research exists that examines the degree to which organizational objectives, rooted in considerations that are not job-specific, may be affecting the increase in demand for these designations. This research attempts to close that gap by exploring the relationships among organizational objectives, the design of selection criteria, and the use of voluntary professional designations. The study explores the degree to which organizations use voluntary professional designations to assess person-organization (P-O) fit in environments emphasizing two objectives related to superior firm performance: the acquisition of competencies related to sustainable competitive advantages (SCAs) (Barney 1991; Porter 1985), and the development of characteristics associated with a high performance workplace culture (Huselid and Becker 1997). It also explores the extent to which a needs-supplies selection perspective is related to conceptualizations of P-O fit that are separate from notions of person-job (P-J) fit (Kristof 1996). Data were obtained from a sample of 292 HR professionals, representing a cross section of industries, who completed a Web-based survey. Confirmatory factor analysis revealed the presence of positive and significant relationships between each of three organizational contingencies (i.e., a needs-supplies perspective, a high performance workplace system culture, the desire to acquire competencies perceived to be sustainable competitive advantages) and the construct of P-O fit. Perceptions that the competencies were inimitable had the strongest relationship to P-O fit. As well, a positive and significant relationship was found between the construct of P-O fit and the use of a professional designation. However, study results also indicated that only two dimensions of SCA were positively and significantly related to the use of a professional designation: perceptions that the competencies represented by the designation are rare, and perceptions that they add long-term value.

As a result of structural changes in the global economy, many organisations are faced with changing workforce demographics. The global workforce is changing not only in terms of age and race, but also in terms of gender (International Labour Office, 2009). This change is referred to as the feminization of labour, and it poses many challenges to organisations as women are entering careers that have previously been predominated by men such as medicine, pharmacy, accounting, engineering and mining (Blau & Kahn, 2000). The retention of women in atypical careers has become a growing concern, as these women are often faced with challenges in the workplace, such as sexual discrimination, hostility and resentment from their co-workers, and physical violence in the workplace (Cognard-Black, 2004). These obstacles encountered by women in atypical positions result in their experiencing difficulty fitting into their groups at work and their organisations as a whole, which increases their turnover intentions (Young & Hurlic, 2007). For effective retention of women in atypical positions in an effort to secure a truly diverse workforce, organisations must be aware of the factors that affect their career decision making. Young and Hurlic (2007) have proposed a model of gender enactment and fit in relation to career decisions of women in atypical positions. They suggest that gender enactment of employees in atypical positions, in relation to the gender-based micro-culture of their work groups ultimately affects their person-group fit, person-organisation fit and career decision making. The main objective, therefore, of this research has been to explore the constructs outlined in the model of Young and Hurlic (2007) within the South African context and to establish their influence on the career decision making of a sample of South African employees in atypical positions. The research has been explorative in nature, and a qualitative design was used to achieve the research objectives. Participants were invited to participate in the research on a voluntary basis, and they were selected by means of a purposive sampling method. Criteria that were decided upon for the selection of participants were that participants needed to be female, permanently employed and occupying atypical occupations within the same organisation. Based on these criteria, a total population of ten employees was included in the research study (N=10). Qualitative data was collected by means of unstructured and semi-structured interviews. The results indicated that awareness, group acceptance, person-group fit, perceived stress, and person-organisation fit were the key determinants of the career decisions of participants. Awareness was found to be related to group acceptance, whereas group acceptance was identified as being related to person-group fit. Person-group and person-organisation fit were found to result in participants considering lateral career moves, choosing to stay in their current positions, or seeking promotions. Conversely, perceived stress was found to have a negative impact in the career decision making of participants, as all participants who reported perceived stress planned to leave their respective organisation. / MA, Industrial Psychology, North-West University, Vaal Triangle Campus, 2012

In the business environment of today, competency-based organisations with a people- centric focus are at large becoming the norm and replacing task-based firms. This shift is driven by the benefits which the organisation can gain from leveraging the skills, attitudes, values and behaviours of its staff, through a competency-based approach (CBA). This approach can be described as a process where the attributes of the staff members, expressed as core competencies, are converted into capital stock of the firm. It is the success of this conversion that yields a competitive advantage for the firm, which past research has indicated lies at the core of the CBA. Similarly, another emerging trend for organisations of today is that of internal branding (IB). IB is a marketing approach where staff behaviour is aligned with the brand promise of the firm in order to enhance internal brand commitment (IBC) and ultimately staff performance. This concept has grown in relevance in an increasingly service centred economy, where the staff member is responsible for the delivery of the brand promise. Exploring the combined efforts of a CBA with that of IB has to date not yet been researched in detail. The basis of doing this is research is thus clear when evaluating the commonalities, as both approaches aim for alignment and leverage of staff attributes and behaviour ultimately resulting in IBC. The purpose of this study is to gain a deeper understanding of how a CBA, aided by IB as the operative factor, influence IBC. In order to fulfil this purpose, a qualitative study was conducted through semi-structured interviews with employees and managers at a service sector firm. The data collection was grounded in a conceptual model with a foundation in previous research, depicting IB as the operative factor through which core competencies impacted the attraction, selection and attrition, which are stages of the employee lifecycle. These interviews allowed us to gain a deeper understanding of our research phenomena and five underlying themes emerged. The themes were organisational context, competency-based approach, alignment and identification, development and participation and communities and communication. Our empirical findings indicated the interconnectedness and interdependence between these themes. The themes that emerged from our analysis formed the basis for our final conceptual model. This final model provided a visual depiction of the factors that are at play in the creation of IBC through a layered style approach. The findings of the study showed that for a CBA to be effective and successful, the IB components of communities and communication play an important part. Furthermore, the findings suggested that a CBA is a continuous process of influencing actions rather than a three-stage attraction, selection and attrition cycle. Our study highlighted the importance of alignment and integration of the organisation’s HR practices. Furthermore, our study demonstrated how CBA aided by IB can be entrenched in the organisation and influence IBC.

Regardless of the changes in the Constitution of the Republic of South Africa No. 108. of 1996, in terms of the acceptance of individuals irrespective of their sexual orientation and the prohibiting of discrimination against anyone on the grounds of their sexual orientation, the concept of homosexuality in the workplace is still a relatively unexplored phenomenon in South Africa. Limited research studies focus on the perspectives of homosexual individuals regarding their perception and attitudes towards their working environments. Culture can affect the way in which individuals act due to the dominance of certain behaviours, beliefs, and norms that are accepted as the 'standard' way of living. Within companies, the employees are on average expected to be productive and effective, and to present fruitful behaviour to benefit the organisation. Individuals can also at times be tacitly encouraged to portray images according to the general norm in the organisation, whether or not this image is true to the individuals themselves. This type of accepted standard norms and behaviours are therefore wordlessly conveyed to the employees as the cultural accepted standard in the organisation. Heteronormative cultures are described as the instance when the accepted standard of male and female behaviour is viewed in terms of masculine men and feminine women. Individuals who do not fit these specific descriptions may experience either explicit or implicit discrimination. The reactions that employees can have because of organisational culture are referred to as affective reactions and can have adverse costs for the organisation as employees may engage in less productive behaviour. The purpose of this research was to assess the relationship between a heteronormative culture and the affective reactions of homosexual employees working in Johannesburg and Pretoria. Work engagement and job satisfaction of the individuals were assessed in relationship to heteronormativity. Research done for this study includes the various aspects of the academic topics related to the study. Given the limited amount of empirical research on the topic, a mixed method study was conducted. Quantitative questionnaires instigated the research, designed to measure the following concepts:<ul> <li> Organisational culture, in terms of heteronormativity.</li> <li> Two affective reactions of employees - work engagement and job satisfaction.</li></ul> Explanatory qualitative interviews followed the questionnaires with the intention of understanding the results found during the quantitative phase. A purposefully selected sample of one hundred and sixty four homosexual employees working in Johannesburg and Pretoria completed the quantitative questionnaire, and a sample of eight homosexual individuals were selected out of the original sample to participate in the qualitative interview stage. Previously developed instruments were used to measure heteronormativity, work engagement and job satisfaction. The results indicated that homosexual employees within Gauteng do experience the culture of their respective organisations to support the perceptions of heteronormativity. Two hypotheses were tested which indicated a significant but small correlation between perceptions of heteronormativity and work engagement and job satisfaction. The qualitative results provided insight into how homosexual employees experienced heteronormative cultures in the workplace as well as how they react to the cultures encountered. / Dissertation (MCom)--University of Pretoria, 2012. / Human Resource Management / unrestricted

Le succès de carrière a fait l’objet d’une multitude d’études et deux formes de succès ont été identifiées; le succès subjectif et le succès objectif de carrière. Dans le cadre de notre recherche, nous nous sommes intéressés au succès subjectif de carrière compte tenu de son association confirmée avec le bien-être psychologique, la qualité de la vie au travail (Nabi, 2003; Peluchette, 1993), la motivation intrinsèque, la confiance en soi (Abele et Spurk, 2009b) et l’engagement envers l’organisation (Hennequin, 2009a). En outre, selon diverses études (Arthur, Khapova et Wilderom, 2005; El Akremi, Guerrero et Neveu, 2006), le succès de carrière a tendance à être examiné plus sur la base des critères objectifs (salaire et promotions) que des critères subjectifs (la perception de l’individu). Par ailleurs, il y a eu une méta-analyse, élaborée par Ng, Eby, Sorensen et Feldman (2005) qui a examiné les déterminants du succès de carrière, à la lumière de deux perspectives théoriques développées par Turner (1960); soit la perspective de la mobilité par concours « contest mobility » et la perspective de la mobilité sponsorisée « sponsored mobility ». Ces auteurs ont révélé que les recherches sur le succès de carrière ont une portée limitée; « there is only a limited range of variables being examined as predictor of career success » (p. 396); d’où la nécessité d’examiner d’autres déterminants de succès de carrière, en les associant aux deux perspectives théoriques développées par Turner (1960). La présente recherche s’inscrit également dans la lignée des études qui ont pour but d’analyser les déterminants du succès de carrière. Toutefois, elle traite des liens entre le succès subjectif de carrière, les possibilités de mobilité externe et la congruence personne-organisation. Sur la base des recommandations de Ng, Eby, Sorensen et Feldman (2005), nous avons associé la congruence personne-organisation au modèle de la mobilité sponsorisé et les possibilités de mobilité externe au modèle de la mobilité par concours. Notre étude est de type explicatif, compte tenu du fait qu’elle tente de vérifier les liens entre le succès subjectif de carrière, les possibilités de mobilité externe et la congruence personne-organisation. À cet effet, nous avons eu recours à des données qui ont été colligées auprès de professionnels des ressources humaines, membre de l’ordre des conseillers en ressources humaines et en relations industrielles (Saba et Dufour, 2005) afin de pouvoir tester empiriquement les liens que nous anticipions entre notre variable dépendante (succès subjectif de carrière) et nos variables indépendantes (congruence personne-organisation et possibilités de mobilité externe) en tenant compte à la fois de notre variable médiatrice, à savoir le sponsorat organisationnel qui intervient dans le lien entre la congruence personne-organisation, et de nos variables de contrôle, qui sont l’âge, le genre, le statut marital, la scolarité, l'ancienneté dans l'organisation et l'ancienneté sur le marché du travail. Par ailleurs, nous avons adopté une méthode quantitative et nous avons procédé à des analyses statistiques, afin de faire sortir les caractéristiques de la distribution des variables; à des analyses bivariées, afin d’analyser les relations (statistiques) entre notre variable dépendante (succès subjectif de carrière) et chacune de nos variables indépendantes (la congruence personne-organisation et les possibilités de mobilité externe) et à une régression multiple, afin de déterminer si des corrélations existent entre les différentes variables à l’étude, nous avons également effectué un test de médiation afin de vérifier le rôle médiateur du sponsorat organisationnel dans le lien entre la congruence personne-organisation et le succès subjectif de carrière. De façon générale, nos hypothèses de recherche on été confirmées. Les possibilités de mobilité externe et la congruence personne-organisation sont liées positivement au succès subjectif de carrière. De plus, nous avons identifié une médiation partielle du sponsorat organisationnel dans le lien entre la congruence personne-organisation et le succès subjectif de carrière. / Career success has been the focus of much research. In the literature, two forms of success have been identified, subjective and objective career success. In our study, we are interested in subjective career success given its confirmed association with psychological well-being, quality of life at work (Nabi, 2003; Peluchette, 1993), intrinsic motivation, self confidence (Abele & Spurk, 2009b) and commitment to the organisation (Hennequin, 2009). In addition, according to various studies (Arthur, Khapova, & Wilderom, 2005; El Akremi, Guerrero, & Neveu, 2006), career success is more often examined on the basis of objective criteria (e.g., pay level, promotions) than in terms of the perception of the individual. Furthermore, a meta-analysis of 140 studies published by Ng, Eby, Sorensen, and Feldman (2005) examined the predictors of objective and subjective career success in the light of the two theoretical perspectives advanced by Turner (1960), namely contest mobility and sponsored mobility. The authors of this synthesis concluded that «There is only a limited range of variables being examined as predictors of career success » (p. 396); hence the importance of examining other predictors of career success that relate to the theoretical perspectives developed by Turner (1960). Our study is therefore situated in research that aims to analyze the predictors of career success. It examines the links between external marketability, person-organization fit and subjective career success. Based on the recommendations of Ng, Eby, Sorensen, and Feldman (2005), we associated external marketability to contest mobility and person-organization fit to sponsored mobility. We used data collected from human resource professionals, all members of a professional association located in Quebec (Canada) (Saba & Dufour, 2005). The analysis tested the relationships that we hypothesized between the dependent variable (i.e., subjective career success) and the independent variables (i.e., person-organization fit and external marketability). Further analysis tested the mediating influence of organizational sponsorship in the association between person-organization fit and subjective career success. These analyses included age, gender, marital status, education, organisation tenure, and experience in the labour market as control variables. Descriptive statistics, bivariate correlations, and multiple regressions were used to describe the sample and to test our hypotheses. In general, our research hypotheses were supported. External marketability and person-organization fit are positively related to subjective career success. In addition, we have identified a partial mediation of organizational sponsorship in the relationship between person-organization fit and subjective career success.

Le succès de carrière a fait l’objet d’une multitude d’études et deux formes de succès ont été identifiées; le succès subjectif et le succès objectif de carrière. Dans le cadre de notre recherche, nous nous sommes intéressés au succès subjectif de carrière compte tenu de son association confirmée avec le bien-être psychologique, la qualité de la vie au travail (Nabi, 2003; Peluchette, 1993), la motivation intrinsèque, la confiance en soi (Abele et Spurk, 2009b) et l’engagement envers l’organisation (Hennequin, 2009a). En outre, selon diverses études (Arthur, Khapova et Wilderom, 2005; El Akremi, Guerrero et Neveu, 2006), le succès de carrière a tendance à être examiné plus sur la base des critères objectifs (salaire et promotions) que des critères subjectifs (la perception de l’individu). Par ailleurs, il y a eu une méta-analyse, élaborée par Ng, Eby, Sorensen et Feldman (2005) qui a examiné les déterminants du succès de carrière, à la lumière de deux perspectives théoriques développées par Turner (1960); soit la perspective de la mobilité par concours « contest mobility » et la perspective de la mobilité sponsorisée « sponsored mobility ». Ces auteurs ont révélé que les recherches sur le succès de carrière ont une portée limitée; « there is only a limited range of variables being examined as predictor of career success » (p. 396); d’où la nécessité d’examiner d’autres déterminants de succès de carrière, en les associant aux deux perspectives théoriques développées par Turner (1960). La présente recherche s’inscrit également dans la lignée des études qui ont pour but d’analyser les déterminants du succès de carrière. Toutefois, elle traite des liens entre le succès subjectif de carrière, les possibilités de mobilité externe et la congruence personne-organisation. Sur la base des recommandations de Ng, Eby, Sorensen et Feldman (2005), nous avons associé la congruence personne-organisation au modèle de la mobilité sponsorisé et les possibilités de mobilité externe au modèle de la mobilité par concours. Notre étude est de type explicatif, compte tenu du fait qu’elle tente de vérifier les liens entre le succès subjectif de carrière, les possibilités de mobilité externe et la congruence personne-organisation. À cet effet, nous avons eu recours à des données qui ont été colligées auprès de professionnels des ressources humaines, membre de l’ordre des conseillers en ressources humaines et en relations industrielles (Saba et Dufour, 2005) afin de pouvoir tester empiriquement les liens que nous anticipions entre notre variable dépendante (succès subjectif de carrière) et nos variables indépendantes (congruence personne-organisation et possibilités de mobilité externe) en tenant compte à la fois de notre variable médiatrice, à savoir le sponsorat organisationnel qui intervient dans le lien entre la congruence personne-organisation, et de nos variables de contrôle, qui sont l’âge, le genre, le statut marital, la scolarité, l'ancienneté dans l'organisation et l'ancienneté sur le marché du travail. Par ailleurs, nous avons adopté une méthode quantitative et nous avons procédé à des analyses statistiques, afin de faire sortir les caractéristiques de la distribution des variables; à des analyses bivariées, afin d’analyser les relations (statistiques) entre notre variable dépendante (succès subjectif de carrière) et chacune de nos variables indépendantes (la congruence personne-organisation et les possibilités de mobilité externe) et à une régression multiple, afin de déterminer si des corrélations existent entre les différentes variables à l’étude, nous avons également effectué un test de médiation afin de vérifier le rôle médiateur du sponsorat organisationnel dans le lien entre la congruence personne-organisation et le succès subjectif de carrière. De façon générale, nos hypothèses de recherche on été confirmées. Les possibilités de mobilité externe et la congruence personne-organisation sont liées positivement au succès subjectif de carrière. De plus, nous avons identifié une médiation partielle du sponsorat organisationnel dans le lien entre la congruence personne-organisation et le succès subjectif de carrière. / Career success has been the focus of much research. In the literature, two forms of success have been identified, subjective and objective career success. In our study, we are interested in subjective career success given its confirmed association with psychological well-being, quality of life at work (Nabi, 2003; Peluchette, 1993), intrinsic motivation, self confidence (Abele & Spurk, 2009b) and commitment to the organisation (Hennequin, 2009). In addition, according to various studies (Arthur, Khapova, & Wilderom, 2005; El Akremi, Guerrero, & Neveu, 2006), career success is more often examined on the basis of objective criteria (e.g., pay level, promotions) than in terms of the perception of the individual. Furthermore, a meta-analysis of 140 studies published by Ng, Eby, Sorensen, and Feldman (2005) examined the predictors of objective and subjective career success in the light of the two theoretical perspectives advanced by Turner (1960), namely contest mobility and sponsored mobility. The authors of this synthesis concluded that «There is only a limited range of variables being examined as predictors of career success » (p. 396); hence the importance of examining other predictors of career success that relate to the theoretical perspectives developed by Turner (1960). Our study is therefore situated in research that aims to analyze the predictors of career success. It examines the links between external marketability, person-organization fit and subjective career success. Based on the recommendations of Ng, Eby, Sorensen, and Feldman (2005), we associated external marketability to contest mobility and person-organization fit to sponsored mobility. We used data collected from human resource professionals, all members of a professional association located in Quebec (Canada) (Saba & Dufour, 2005). The analysis tested the relationships that we hypothesized between the dependent variable (i.e., subjective career success) and the independent variables (i.e., person-organization fit and external marketability). Further analysis tested the mediating influence of organizational sponsorship in the association between person-organization fit and subjective career success. These analyses included age, gender, marital status, education, organisation tenure, and experience in the labour market as control variables. Descriptive statistics, bivariate correlations, and multiple regressions were used to describe the sample and to test our hypotheses. In general, our research hypotheses were supported. External marketability and person-organization fit are positively related to subjective career success. In addition, we have identified a partial mediation of organizational sponsorship in the relationship between person-organization fit and subjective career success.