WHAT TOMORROW BRINGS? EXAMINING A MODEL OF ANTECEDENTS OF CAREER EXPECTATIONS

ABSTRACT Purpose: Analyze if the perceptions about policies and practices on human resources management (HRM), well-being at work and expectations of organizational future act as antecedents of career expectations in the organization. Originality/gap/relevance/implications: The question "What will my future be in this organization?" is a relevant part of working life. Thus, it is important to assess which variables influence future career expectations. Based on theoretical contributions and previous surveys about career, well-being and HRM, the model tested coordinates variables that are analyzed in isolate by literature. Key methodological aspects: In this quantitative survey, 305 professionals from a government agency completed an e-questionnaire with scales validated in Brazil. Data were analyzed through structural equations models. Summary of key results: The effects of well-being at work and expected future in the organization on the career expectations were positive and moderate, in the first case, and strong in the second case. The effect of perceptions of HR policies and practices on career expectations was completely mediated by well-being at work and expectations of organizational future. Key considerations/conclusions: Results support the relations theoretically conceived or found in previous qualitative surveys. In practical terms, data suggest that improving HR policies and practices can increase well-being at work and expectations of organizational future and, finally, foster positive career expectations in the organization. Considering that the research was limited to one organization, future investigations should analyze the model in other organizations.

摘要
研究目的：分析组织内人力资源管理（Human Resources Management，HRM）政策与实践的感知、工作幸福感以及对组织未来的预期，是否会作为职业期望的前置影响因素。

原创性/研究缺口/研究价值/实践意义：“我在本组织的未来将如何”是职场生涯中极具现实意义的议题，因此厘清哪些变量会影响个体的未来职业期望具有重要价值。本研究基于职业、幸福感与人力资源管理领域的既有理论成果与前期调研，构建并检验了一个整合模型——此前文献多对各变量进行孤立分析。

核心研究方法：本研究为定量调研，共招募305名政府机构从业人员参与，采用在巴西完成信效度检验的量表编制电子问卷（e-questionnaire）开展调查，并通过结构方程模型（Structural Equations Models）对数据进行分析。

核心结果摘要：工作幸福感与组织未来预期对职业期望的正向影响分别为中等强度与强强度；人力资源管理政策与实践感知对职业期望的影响，完全通过工作幸福感与组织未来预期起到中介作用。

核心结论与研究启示：本研究结果验证了既有理论推演与前期定性调研中发现的变量关系。实践层面，数据表明优化人力资源管理政策与实践，可提升员工的工作幸福感与组织未来预期，最终助力组织内积极职业期望的形成。鉴于本研究仅针对单一组织开展，未来研究可拓展至其他组织以验证本模型的普适性。