Open Access

ARTICLE

The Impact of Supervisory Career Support on Employees’ Well-Being: A Dual Path Model of Opportunity and Ability

Lijun He¹, Weibo Yang^2,*, Jialing Miao², Jingru Chen³

1 Business School, Hohai University, Nanjing, 211100, China
2 School of Management, Wuhan University of Technology, Wuhan, 430070, China
3 Yale Health Mental Health & Counseling, Yale University, New Haven, CT 06511, USA

* Corresponding Author: Weibo Yang. Email:

International Journal of Mental Health Promotion 2024, 26(11), 943-955. https://doi.org/10.32604/ijmhp.2024.055730

Received 05 July 2024; Accepted 10 October 2024; Issue published 28 November 2024

Abstract

Background: In the pursuit of fostering employees’ well-being, leaders are recognized as playing a vital role. However, so far, most of the existing research has focused on leadership behavior and the superficial interaction between leaders and members but has unexpectedly ignored the specific supporting role of supervisors in the career development of employees, that is, supervisory career support. Additionally, the internal mechanism of how career support from supervisors is related to and promotes employees’ well-being is still unclear. Based on social cognitive career theory (SCCT), this study aimed to explore whether, how, and when supervisory career support affects employee well-being by introducing the two paths of ‘career prospect’ and ‘career confidence.’ Methods: During July 2023, this study employed a cross-sectional design. We gathered participants from corporate situated in Southern China. Results: Results based on a large sample of 14,533 employees showed that supervisory career support was positively related to employees’ well-being through the dual path of career prospects (opportunity) and career confidence (ability). Employees high in proactive personality experienced the above positive effects most. Conclusion: This study provides meaningful implications for managers to implement personalized support strategies to improve employees’ well-being.

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Keywords

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