Bussako n Khumhome; Com as Tassawa
A icle
Media ing ole o lea ning goal o ien a ion be ween o ganiza ional
ca ee managemen and ca ee adap abili y: Mode a ing ole o
gene a ion X and gene a ion Y
Pakis an Jou nal o Comme ce and Social Sciences (PJCSS)
P o ided in Coope a ion wi h:
Joha Educa ion Socie y, Pakis an (JESPK)
Sugges ed Ci a ion: Bussako n Khumhome; Com as Tassawa (2024) : Media ing ole o lea ning goal
o ien a ion be ween o ganiza ional ca ee managemen and ca ee adap abili y: Mode a ing ole
o gene a ion X and gene a ion Y, Pakis an Jou nal o Comme ce and Social Sciences (PJCSS), ISSN
2309-8619, Joha Educa ion Socie y, Pakis an (JESPK), Laho e, Vol. 18, Iss. 3, pp. 571-591
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Pakis an Jou nal o Comme ce and Social Sciences
2024, Vol. 18(3), 571-591
Pak J Comme Soc Sci
Media ing Role o Lea ning Goal O ien a ion Be ween
O ganiza ional Ca ee Managemen and Ca ee
Adap abili y: Mode a ing Role o Gene a ion X and
Gene a ion Y
Bussako n Khumhome
Depa men o Business Managemen , Managemen Science Facul y,
Ubon Ra cha hani Uni e si y, Ubon Ra cha hani P o ince, Thailand
E-Mail: bussako n.[email p o ec ed]
Com as Tassawa (Co esponding au ho )
Depa men o In e na ional Business Managemen , Managemen Science Facul y,
Ubon Ra cha hani Uni e si y, Ubon Ra cha hani P o ince, Thailand
E-Mail: co[email p o ec ed]. h.
A icle His o y
Recei ed: 14 June 2024
Re ised: 06 Sep 2024
Accep ed: 17 Sep 2024
Published: 30 Sep 2024
Abs ac
Ca ee adap abili y exe s a posi i e impac on bo h employees and o ganiza ions.
The e o e, o ganiza ions should p omo e and cul i a e ca ee adap abili y among hei
employees. The e a e ew s udies on he ac o s in luencing ca ee adap abili y in Thailand.
Addi ionally, he e is a dea h o esea ch add essing he mode a ing ole o gene a ion.
The pu pose o his pape is o b idge a esea ch gap in he ca ee adap abili y li e a u e by
in es iga ing he causal ela ionships be ween o ganiza ional ca ee managemen and
lea ning goal o ien a ion on ca ee adap abili y and he mode a ing ole o gene a ion X
and Y in his ela ionship. This esea ch is based on a su ey me hodology. Da a we e
collec ed using ques ionnai es om a sample g oup consis ing o 303 human esou ce
o ice s wo king in p i a e sec o o ganiza ions in Thailand. Con i ma o y ac o analysis
and s uc u al equa ion modeling we e employed using AMOS so wa e. In he indings,
1) Lea ning goal o ien a ion comple ely media ed he ela ionship be ween o ganiza ional
ca ee managemen and ca ee adap abili y. 2) Gene a ion mode a ed he ela ionship
be ween o ganiza ional ca ee managemen and ca ee adap abili y. The indings expand
knowledge o ca ee cons uc ion heo y and make aluable con ibu ions o o ganiza ions
o enhance ca ee adap abili y. O ganiza ions can enhance ca ee adap abili y o
gene a ion X h ough ca ee managemen , while o gene a ion Y, p io i izing indi iduals
wi h a lea ning goal o ien a ion may be e os e ca ee adap abili y. The esea ch
ou comes will o e guidance o os e ing ca ee adap abili y ailo ed o gene a ional and
Thai con ex ual nuances. This esea ch is he i s o in es iga e hese aspec s in Thailand.
O ganiza ional Ca ee Managemen - Lea ning Goal O ien a ion - Ca ee Adap abili y
572
Keywo ds: O ganiza ional ca ee managemen , ca ee adap abili y, lea ning goal
o ien a ion, gene a ion X, gene a ion Y, human esou ce o ice s, Thailand.
1. In oduc ion
Ca ee adap abili y e e s o he psychosocial esou ces ha enable indi iduals o
e ec i ely manage and na iga e he challenges, changes, and ansi ions wi hin hei
ca ee s (Sa ickas, 2013). I is inc easingly impo an in oday's as -changing business
en i onmen , as i helps o ganiza ions main ain hei compe i i eness (O hman e al.,
2022), inc eases ask pe o mance and o ganiza ion-di ec ed ci izenship beha io (Lan &
Chen, 2020), and educes employee u no e in en ions (Rasheed, Okumus, Weng,
Hameed, & Nawaz, 2020).
Findings om a su ey conduc ed on 636 p i a e o ganiza ions ac oss 15 indus ies in
Thailand e ealed ha he in en ion o esign among employees s ood a 11.9%, indica ing
a no able inc ease compa ed o he p e ious yea (Me ce LLC, 2022). High employee
u no e diminishes an o ganiza ion's compe i i eness, unde sco ing he need o p oac i e
measu es o e ain alen and os e employee loyal y. The e o e, o ganiza ions should
ac i ely p omo e and cul i a e ca ee adap abili y among hei employees, pa icula ly
human esou ce o ice s, as hey play a pi o al ole in adding alue o he o ganiza ion.
They do so by ac ing as s a egic s akeholde s, demons a ing adminis a i e expe ise,
os e ing employee commi men (as employee champions), and se ing as change agen s
(Winch, 2021). Human esou ce o ice s wi h ca ee adap abili y a e likely o ecognize
he alue o o ganiza ional ca ee managemen in ad ancing hei own ca ee s. As a esul ,
hey will ad oca e o he inclusion o employee ca ee adap abili y in o ganiza ional
s a egic plans, d awing on hei own expe iences o d i e his ini ia i e.
The e a e wo main ac o s ha os e ca ee adap abili y, o ganiza ional ac o and
pe sonal ac o s. O ganiza ional ac o s ha p omo e ca ee adap abili y encompass
wel a e and compensa ion a angemen s, aining and counseling, wo k en i onmen ,
pe o mance e alua ion, pe cei ed o ganiza ional suppo , and o ganiza ional ca ee
managemen (Chaiki , Yongyuang, Musikapan, & Sae ee, 2019; Ma, Chen, &
Ruangkanjanases, 2020; Pu ba, Ca issa, & E endi, 2018). O ganiza ional ca ee
managemen in ol es employee de elopmen , pe o mance e alua ion, ca ee planning,
and acking p og ams ha assis employees in managing hei ca ee s, ul ima ely leading
o ca ee sa is ac ion. I se es as a gua an ee ha employees will acqui e long- e m skills
and abili ies (Uchejeso, Co on Baguma, & Egodi, 2020).
Employees in Thailand place high alue on oppo uni ies o ca ee ad ancemen and
con inuous lea ning o os e pe sonal and p o essional g ow h in he wo kplace (PwC,
2023). O ganiza ional ca ee managemen may p omo e ca ee adap abili y among Thai
employees. Howe e , ew s udies ha e explo ed he ela ionship be ween o ganiza ional
ca ee managemen and ca ee adap abili y wi hin he con ex o p i a e o ganiza ions in
Thailand. P e ious esea ch has p ima ily ocused on wel a e, aining, wo kplace
dynamics, and pe o mance e alua ion (Chaiki , Yongyuang, Musikapan, & Sae ee, 2019),
Khumhome & Tassawa
573
while neglec ing ca ee planning and succession planning, which a e key elemen s o
o ganiza ional ca ee managemen . Fu he mo e, his esea ch was limi ed o a single
ac o y.
Besides o ganiza ional ac o s ha os e ca ee adap abili y, pe sonal ac o s a e equally
c ucial and should no be unde es ima ed. These pe sonal ac o s include
conscien iousness, p oac i e pe sonali y, delibe a e p ac ice (which in ol es sel -
egula ion, e o , and epea ed ac i i ies), emo ional in elligence, sel -es eem, and lea ning
goal o ien a ion (Pajic, Keszle , Kismihók, Mol, & Den Ha og, 2018; Hamzah, Kai Le, &
Musa, 2021; Eunjee Kim & Sooyoung Kim, 2018). These ac o s may mu ually ein o ce
one ano he in cul i a ing ca ee adap abili y. P e ious s udies ha e indica ed ha lea ning
goal o ien a ion, iden i ied as a pe sonal ac o , is posi i ely in luenced by o ganiza ional
ca ee managemen (Runhaa , Bouwmans, & Ve meulen, 2019), and indi iduals exhibi ing
lea ning goal o ien a ion o en demons a e highe le els o ca ee adap abili y (Faadhilah,
2019). Con i ming hese ela ionships wi hin he con ex o Thailand could be
ad an ageous o applying his knowledge.
Gene a ion is a ac o equen ly men ioned in social science esea ch because i in luences
he beha io s, a i udes, and alues o indi iduals ac oss di e en age g oups. P e ious
s udies ha e iden i ied dis inc ions in he beha io s and alues o gene a ion X and
gene a ion Y (Jiang, 2019). In Thailand, gene a ion X and gene a ion Y cons i u e he i s
and second-la ges segmen s, espec i ely, wi hin he wo king-age popula ion (Thai Public
B oadcas ing Se ice, 2022). No s udies ha e explo ed he ole o gene a ion in he
connec ion be ween o ganiza ional ca ee managemen and ca ee adap abili y. Closing
his gap could help o ganiza ions cus omize ca ee managemen s a egies o be e align
wi h he needs o di e en gene a ional g oups.
Ou s udy aims o in es iga e: 1) he ela ionship be ween o ganiza ional ca ee
managemen and ca ee adap abili y, 2) he ela ionship be ween o ganiza ional ca ee
managemen and lea ning goal o ien a ion, 3) he ela ionship be ween lea ning goal
o ien a ion and ca ee adap abili y, 4) he media ing e ec o lea ning goal o ien a ion on
he ela ionship be ween o ganiza ional ca ee managemen and ca ee adap abili y, and 5)
he mode a ing e ec o gene a ion on he ela ionship be ween o ganiza ional ca ee
managemen and ca ee adap abili y. The indings will p o ide a clea e unde s anding o
he ela ionships among ca ee adap abili y, lea ning goal o ien a ion, and o ganiza ional
ca ee managemen wi hin he con ex o p i a e o ganiza ions in Thailand. Unde s anding
hese ela ionships will con ibu e heo e ically o he ield o ca ee cons uc ion Theo y.
Explo ing he ole o gene a ion in he ela ionship be ween o ganiza ional ca ee
managemen and ca ee adap abili y in p i a e o ganiza ions in Thailand will assis
o ganiza ions in ailo ing ca ee managemen s a egies o sui di e en gene a ions.
Mo eo e , he esea ch ou comes will o e guidance o os e ing ca ee adap abili y
O ganiza ional Ca ee Managemen - Lea ning Goal O ien a ion - Ca ee Adap abili y
574
ailo ed o gene a ional and Thai con ex ual nuances. This esea ch is he i s o in es iga e
hese aspec s in Thailand.
2. Li e a u e Re iew
2.1 Ca ee Adap abili y (CA)
Ca ee adap abili y e e s o psychosocial esou ces ha enable indi iduals o e ec i ely
manage and na iga e he challenges, changes, and ansi ions wi hin hei ca ee s. Ca ee
adap abili y comp ises o ou dimensions, each is de ailed as ollows (Sa ickas, 2013):
1) Conce n: This in ol es an awa eness o u u e ca ee pa hs, including planning and
p epa ing o asks in bo h he nea and dis an u u e. Indi iduals who a e mind ul o hei
ca ee ajec o y s a egically plan o hei u u e p o essional pa hs, es ablish ca ee goals,
and ac i ely p epa e hemsel es o a ain hose objec i es. Fo ins ance, aspi ing o a
manage ial ole in ol es o mula ing a plan o cul i a e leade ship skills as a c ucial s ep
owa ds ad ancemen in ha posi ion.
2) Con ol: This dimension is cha ac e ized by discipline, de e mina ion, sel - eliance, and
a p oac i e app oach o managing asks and challenges a he han a oiding hem.
Indi iduals capable o sel -con ol gain a deepe unde s anding o hemsel es and exe cise
discipline by consis en ly comple ing assigned asks wi hin designa ed imelines wi hou
abandoning hei wo k.
3) Cu iosi y: This pe ains o an inquisi i e na u e, in ol ing he ac i e sea ch o a ious
wo k- ela ed in o ma ion, lea ning, and gaining expe ience o accumula e knowledge and
op ions o handling wo k app op ia ely in di e se si ua ions. En husias ic indi iduals
engage in lea ning new hings and obse ing di e se app oaches o asks.
4) Con idence: This dimension encompasses he belie in one's abili y o success ully
comple e asks. I includes he capaci y o selec a sui able ca ee pa h and e ec i ely
esol e wo k- ela ed challenges. A con iden indi idual belie es in hei abili y o
success ully comple e asks, an icipa es po en ial p omo ions, and ans o ms ha belie
in o p oac i e ac ions.
Indi idual ac o s ha posi i ely in luence ca ee adap abili y include conscien iousness
and p oac i e pe sonali y (Pajic e al., 2018), en ep eneu ial sel -e icacy (Qiao & Hua,
2019), delibe a e p ac ice (Mei, Yang, & Tang, 2021), emo ional in elligence, sel -es eem
(Hamzah, Kai Le, & Musa, 2021), g i (Ça kı , 2024), as well as lea ning goal o ien a ion
(Eunjee Kim & Sooyoung Kim, 2018).
Ca ee adap abili y ac s as a media o be ween indi idual cha ac e is ics such as p oac i e
pe sonali y and ca ee mo i a ion. I enhances he abili y o ansi ion in o ca ee s
e ec i ely, he eby inc easing mo i a ion among ecen g adua es (Lin e al., 2024). In he
con ex o young adul s, he s udy ound ha accommoda ion was posi i ely associa ed
wi h ca ee goal disengagemen , bu ca ee adap abili y did no media e his ela ionship.
This sugges s ha he way indi iduals adap o hei ca ee s does no in luence how
Khumhome & Tassawa
575
accommoda ion a ec s hei disengagemen om ca ee goals. The indings indica e ha
while ca ee adap abili y is an impo an ac o in ca ee de elopmen , i s ole may a y
depending on he speci ic goal managemen s a egy being u ilized, such as
accommoda ion in his case (Chiesa e al., 2024).
O ganiza ional ac o s ha posi i ely impac ca ee adap abili y encompass a eedback
en i onmen (Cheng Gek & Ling, 2020), ans o ma ional leade ship (Lan & Chen, 2020),
and high-pe o mance wo k p ac ices, including employee selec ion, ewa ds, aining, and
oppo uni ies o ad ancemen in ca ee pa hs, eamwo k, empowe men , and job secu i y
(Sa a i & Ka a epe, 2018). Addi ionally, o ganiza ional ca ee managemen posi i ely
in luences ca ee adap abili y (Pu ba, Ca issa, & E endi, 2018).
Employees in Thailand highly alue oppo uni ies o ca ee ad ancemen and con inuous
lea ning o os e pe sonal and p o essional g ow h in he wo kplace (PwC, 2023).
O ganiza ional ca ee managemen may p omo e ca ee adap abili y in Thai employees.
Fu he mo e, o ganiza ional ca ee managemen posi i ely in luences lea ning goal
o ien a ion (Runhaa , Bouwmans, & Ve meulen, 2019). Thus, hese wo a iables hold
pa icula in e es . In he subsequen sec ion, we will explo e he in icacies o
o ganiza ional ca ee managemen and lea ning goal o ien a ion sepa a ely.
2.2 O ganiza ional Ca ee Managemen (OCM)
O ganiza ional ca ee managemen e e s o he p ocess o acili a ing and p omo ing he
de elopmen o ca ee pa hs o employees wi hin an o ganiza ion. This includes a ious
p og ams such as indi idual assessmen s, aining cou ses, men o ing, job o a ion,
succession planning, es ablishing ca ee ladde s and pa hs, job pos ings, and o e ing
indi idual counseling (Guan, Zhou, Ye, Jiang, & Zhou, 2015). O ganiza ions play a c ucial
ole in ca ee managemen , se ing as a i al sou ce o esou ces (Noo , Suhe li, & Su isna,
2020). O ganiza ional ca ee managemen no only enhances employee compe ence, bu i
also inc eases employabili y. Fu he mo e, i ensu es ha employees possess he skills and
abili ies necessa y in he long e m o achie e o ganiza ional goals (Uchejeso, Co on
Baguma, & Egodi, 2020).
Runhaa , Bouwmans, & Ve meulen (2019) di ide o ganiza ional ca ee managemen in o
wo pa s. 1) O ganiza ional ca ee managemen h ough adminis a ion, which implies ha
he o ganiza ion has policies o egula ions go e ning ca ee ad ancemen . 2)
O ganiza ional ca ee managemen h ough supe ision, which means ha supe iso s
u ilize he policies se by he o ganiza ion o suppo employees in hei ca ee
ad ancemen . This can include discussions abou wo k pe o mance, as well as he
de elopmen and es ablishmen o ca ee pa hs o employees.
O ganiza ional ca ee managemen has a posi i e in luence on ca ee adap abili y (Pu ba,
Ca issa, & E endi, 2018). O ganiza ions ha p o ide aining cou ses, job o a ion,
succession planning, es ablish clea ca ee pa hs, and o e indi idual counseling con ibu e
O ganiza ional Ca ee Managemen - Lea ning Goal O ien a ion - Ca ee Adap abili y
576
o employees ha ing well-de ined goals. This suppo enables hem o iden i y
oppo uni ies wi hin hei ca ee pa hs and os e s en husiasm o sel -de elopmen owa d
highe posi ions.
The esea ch conduc ed by Chaiki , Yongyuang, Musikapan, and Sae ee (2019) on p i a e
o ganiza ions in Thailand e ealed ha o ganiza ional ca ee managemen has a posi i e
impac on ca ee adap abili y. Employees who pe cei ed ha he o ganiza ion p o ided
high-le el managemen o bene i s and compensa ion, aining and counseling, a conduci e
wo k en i onmen , socie al suppo , and pe o mance e alua ions exhibi ed a g ea e
capaci y o adap in hei ca ee s. Howe e , p e ious s udies ha e neglec ed a en ion
owa ds ca ee planning and succession plans. Fu he mo e, he esea ch exclusi ely
su eyed a single ac o y. Examining he ela ionship be ween o ganiza ional ca ee
managemen and ca ee adap abili y wi hin p i a e o ganiza ions in Thailand could
con ibu e o elucida ing mo e de ini i e conclusions. This leads o he i s hypo hesis in
his s udy:
➢ H1: O ganiza ional ca ee managemen has a posi i e in luence on ca ee
adap abili y.
2.3 Lea ning Goal O ien a ion (LGO)
Goal o ien a ion is a psychological a iable ha pe ains o he way indi iduals se and
pu sue hei goals o a ain a pa icula ou come. I also e lec s how people app oach
challenging asks o p oblems (VandeWalle, 2001). Acco ding o Dweck (1986), Goal
o ien a ion can be ca ego ized in o wo g oups: 1) Mas e y o Lea ning goal o ien a ion:
This occu s when indi iduals aim o enhance hei abili ies, seek o new knowledge, and
mas e new concep s. 2) Pe o mance goal o ien a ion: This mani es s when indi iduals
seek acknowledgmen o aim o e ade nega i e assessmen s o hei wo k.
Goal o ien a ion has been shown o ha e a posi i e e ec on mo i a ion (A a &
Abdelwahid, 2019) and inno a i e wo k beha io (F islia & Handoyo, 2020). Di e en
goal o ien a ions lead indi iduals o espond in dis inc ways o si ua ions. Fo ins ance,
esea ch by VandeWalle (2001) disco e ed ha indi iduals wi h a high lea ning goal
o ien a ion pe cei e eedback as aluable in o ma ion ha os e s imp o emen and aids in
ec i ying mis akes. Con e sely, indi iduals wi h a high-pe o mance goal o ien a ion iew
eedback as an e alua ion o hei pe sonal wo h and a judgmen o hei le el o
pe o mance. Nega i e eedback, in pa icula , is iewed un a o ably by his g oup.
Lea ning goal o ien a ion is a c i ical ac o in luencing a ious aspec s o pe sonal and
p o essional de elopmen . I se es as an an eceden o se e al ou comes, including
lea ning sa is ac ion, knowledge acquisi ion, skill enhancemen (Li & Tsai, 2020), and sel -
e icacy (VandeWalle, 2001). Lea ning goal o ien a ion is posi i ely ela ed o collec i e
lea ning e icacy. In addi ion, collec i e lea ning e icacy ac s as a c ucial link be ween a
eam's lea ning goal o ien a ion and i s pe o mance. A eam's ocus on lea ning cul i a es
Khumhome & Tassawa
577
a sha ed belie in i s collec i e capabili y o acqui e and u ilize new knowledge, ul ima ely
leading o imp o ed pe o mance ou comes (Chen e al., 2024).
Pas esea ch has demons a ed ha lea ning goal o ien a ion se es as a media ing ac o .
Fo example, Ma suo e al. (2020) iden i ied ha lea ning goal o ien a ion media es he link
be ween manage ial coaching and c i ical e lec ion. Simila ly, Jia and Yuan-Cheng (2023)
disco e ed ha lea ning goal o ien a ion pa ially media es he ela ionship be ween
pe cei ed o ganiza ional suppo and inno a ion beha io .
P e ious s udies ha e indica ed ha lea ning goal o ien a ion is posi i ely in luenced by
o ganiza ional ca ee managemen (Runhaa , Bouwmans, & Ve meulen, 2019), and
indi iduals exhibi ing lea ning goal o ien a ion o en demons a e highe le els o ca ee
adap abili y (Faadhilah, 2019). These indi iduals exe e o in de eloping hei abili ies
and pe sis in he ace o obs acles, leading o inc eased mo i a ion o u u e p epa a ion,
sel -discipline, and esponsibili y, as well as a p opensi y o con inually seek oppo uni ies
and possess con idence in p oblem-sol ing. Howe e , hese s udies o en ocus on
educa ional en i onmen s, which may limi hei applicabili y o he p i a e sec o .
Fu he mo e, much o he esea ch emphasizes di ec e ec s while o e looking he
media ing ole o lea ning goal o ien a ion. Examining his media ing ole in he con ex o
he p i a e sec o in Thailand could be ad an ageous o ex ending and applying his
knowledge e ec i ely. This leads o he second h ough ou h hypo heses in his s udy:
➢ H2: O ganiza ional ca ee managemen has a posi i e in luence on lea ning goal
o ien a ion.
➢ H3: Lea ning goal o ien a ion has a posi i e in luence on ca ee adap abili y.
➢ H4: Lea ning goal o ien a ion media es he ela ionship be ween o ganiza ional
ca ee managemen and ca ee adap abili y.
2.4 Mode a ing E ec s o Gene a ion
Pas esea ch has iden i ied di e ences in beha io s and alues be ween gene a ion X and
gene a ion Y. Jiang (2019) asse ed ha gene a ion X highly alues collabo a ion, sel -
eliance, diligence, p oblem-sol ing abili y, and adap abili y o changes a he wo kplace.
They end o demons a e loyal y o companies ha o e oppo uni ies o g ow h and
de elopmen . On he o he hand, gene a ion Y places a p emium on di e si y, lexibili y,
and explo a ion in hei wo k. They aspi e o be an in eg al pa o a company. These
dispa i ies be ween he wo g oups can lead o dis inc esponses o o ganiza ional
a angemen s and esul in di e en beha io s. Fo ins ance, a s udy by Wee a a hne,
Walpola, Piyasi i, Jayamal, Wijenayaka, and Pa hi ana (2022) in he se ice indus y ound
ha gene a ion Y exhibi s a highe in en ion o qui hei job compa ed o gene a ion X.
Addi ionally, Ça kı (2024) ound ha age mode a es he e ec o ca ee adap abili y on
li e sa is ac ion, wi h he ela ionship be ween ca ee adap abili y and li e sa is ac ion being
s onge among ela i ely younge uni e si y s uden s.
O ganiza ional Ca ee Managemen - Lea ning Goal O ien a ion - Ca ee Adap abili y
578
Dispa i ies in beha io s and alues be ween gene a ions X and Y may lead o a ied
esponses o o ganiza ional ca ee managemen , esul ing in di e ing le els o ca ee
adap abili y. Membe s o gene a ion X, who p io i ize s uc u ed oppo uni ies o
con inuous p o essional g ow h (San os & Cox, 2000), end o exhibi highe le els o
ca ee adap abili y when hey pe cei e e ec i e o ganiza ional ca ee managemen . On he
o he hand, gene a ion Y employees in p i a e companies in Bangkok pe cei e he
o ganiza ion's ca ee pa h de elopmen p ocess as lacking mo i a ion. They ind ha he
ac i i ies suppo ed by he o ganiza ion do no signi ican ly con ibu e o hei ca ee
ad ancemen . Today, employees ha e he capabili y o pu sue sel -di ec ed lea ning
wi hou ha ing o ely on he o ganiza ion o p o ide i (Ta iyapha Pi isa e apan, 2021).
Consequen ly, his diminishes he ela ionship be ween o ganiza ional ca ee managemen
and ca ee adap abili y. This leads o he i h hypo hesis in his s udy:
➢ H5: Gene a ion mode a es he ela ionship be ween o ganiza ional ca ee
managemen and ca ee adap abili y.
Figu e 1 depic s he concep ual amewo k ha explains he ela ionships be ween
o ganiza ional ca ee managemen , lea ning goal o ien a ion, and ca ee adap abili y, wi h
a ocus on he media ing ole o lea ning goal o ien a ion and he mode a ing ole o
gene a ional di e ences.
Figu e 1: Resea ch F amewo k
3. Resea ch Me hodology
3.1 Da a Collec ion and Samples
The a ge popula ion o his esea ch comp ises o human esou ce o ice s wo king in
p i a e sec o o ganiza ions in Thailand. The sample size was de e mined using he
app op ia e c i e ia o s uc u al equa ion modeling (SEM) analysis, which ecommends a
Ca ee
Adap abili y
Lea ning goal
O ien a ion
O ganiza ional
Ca ee
Managemen
H2
H1
H3
H4
Gene a ion
Khumhome & Tassawa
585
Table 4 illus a es ha gene a ion mode a es he ela ionship be ween o ganiza ional ca ee
managemen and ca ee adap abili y. In gene a ion X, o ganiza ional ca ee managemen
and lea ning goal o ien a ion ha e a posi i e in luence on ca ee adap abili y. This sugges s
ha in his g oup, bo h indi idual and en i onmen al ac o s in luence employees in
adap ing o cope wi h changing wo k si ua ions. This is consis en wi h he esea ch by
Hamzah, Kai Le, and Musa (2021), which ound ha indi idual ac o s such as emo ional
in elligence and sel -es eem in luence ca ee adap abili y. Addi ionally, he s udy by Sa a i
and Ka a epe (2018) ound ha en i onmen al ac o s, such as a se o app oaches and
human esou ce echniques designed o maximize he p oduc i i y and e ec i eness o
employees (high-pe o mance wo k p ac ices) in luence ca ee adap abili y.
In gene a ion Y, o ganiza ional ca ee managemen did no in luence ca ee adap abili y,
bu lea ning goal o ien a ion did in luence ca ee adap abili y. This indica es ha in his
g oup, only indi idual ac o s di ec ly in luence employees o adap o changing wo k
si ua ions. This inding can be explained by he s udy conduc ed by Kud ho, Robki , Vock-
Wannewi z, Feldmeie , an Ha en, and S iyanyong (2022), which ound ha gene a ion Y
employees in Thailand pe cei e adi ional hie a chical s uc u es based on senio i y wi hin
o ganiza ions. These hie a chies signi ican ly a ec ca ee ad ancemen and may lead o
in e e ence in pe o mance e alua ions due o o ganiza ional poli ics and s uc u e. This
aligns wi h he obse a ions o Ta iyapha Pi isa e apan (2021), who no ed ha some
human esou ces o ice s among gene a ion Y in p i a e companies in Bangkok do no ind
he o ganiza ion's ca ee pa h de elopmen p ocess mo i a ing. They pe cei e un ai ness
and disc imina ion om hei bosses and belie e ha ac i i ies suppo ed by he
o ganiza ion do no e ec i ely con ibu e o ca ee g ow h. Fu he mo e, he e is a
ecogni ion o he changing dynamics o lea ning, as employees no longe need o wai o
he o ganiza ion o p o ide lea ning oppo uni ies bu can pu sue sel -di ec ed lea ning.
This inding is inconsis en wi h ca ee cons uc ion heo y (Sa ickas, 2013), which posi s
ha ca ee adap abili y a ises om en i onmen al in luences a he han indi idual ac o s.
Howe e , he esul s o his esea ch a e consis en wi h he indings o O hman, Kamal,
Alias, Ismail, and Sahiq (2018), who ound ha posi i e psychological ai s such as
esilience, op imism, and hope in luence ca ee adap abili y in gene a ion Y.
5. Resea ch Implica ions and Limi a ions
5.1 Theo e ical Implica ions
This esea ch highligh s he di e ences be ween gene a ions X and Y, an a ea ha has no
been ex ensi ely s udied in ela ion o ca ee adap abili y. Fo gene a ion X, bo h
o ganiza ional ca ee managemen and lea ning goal o ien a ion posi i ely a ec ca ee
adap abili y. These indings a e consis en wi h ca ee cons uc ion heo y (Sa ickas,
2013), which posi s ha ca ee adap abili y is in luenced by bo h indi idual and
en i onmen al ac o s. Addi ionally, he esul s con i m he ecen s udy by Sa a i and
Ka a epe (2018), who sugges ed ha en i onmen al ac o s, such as high-pe o mance
O ganiza ional Ca ee Managemen - Lea ning Goal O ien a ion - Ca ee Adap abili y
586
wo k p ac ices aimed a boos ing employee p oduc i i y and e ec i eness, impac ca ee
adap abili y. They also align wi h he s udy by Du, Wang, Qian, and Cheng (2024), which
demons a ed ha a s ong goal o ien a ion posi i ely in luences ca ee adap abili y.
In con as , o gene a ion Y, o ganiza ional ca ee managemen does no in luence ca ee
adap abili y, while lea ning goal o ien a ion does. This inding di e ges om ca ee
cons uc ion heo y. The esea ch expands ou heo e ical unde s anding by emphasizing
ha indi idual ac o s, a he han en i onmen al ones, a e c ucial in shaping ca ee
adap abili y o gene a ion Y.
This s udy alida es he co ela ion be ween o ganiza ional ca ee managemen and ca ee
adap abili y in Thai p i a e o ganiza ions, as explo ed by Chaiki , Yongyuang, Musikapan,
and Sae ee (2019). Fu he mo e, he measu emen ools employed in his esea ch o
o ganiza ional ca ee managemen encompass ca ee planning, succession plans, and
eedback, aspec s p e iously o e looked in p io s udies.
5.2 P ac ical Implica ions
Business o ganiza ions can apply he esea ch indings o hei human esou ce
managemen s a egies o enhance ca ee adap abili y, ailo ed o gene a ion X and
gene a ion Y as ollows:
Gene a ion X Implemen a ion:
1) Pe o mance E alua ion: O ganiza ions should in ol e employees in se ing
pe o mance indica o s ha a e bo h lexible and challenging.
2) Pe sonnel De elopmen : O ganiza ions should implemen policies ha allow
employees o choose hei own de elopmen opics and app oaches. This ensu es
ha de elopmen aligns wi h bo h o ganiza ional needs and indi idual
p e e ences.
3) Ca ee Pa hs: O ganiza ions should de ine bo h a managemen ack and a
specialized ack, gi ing employees he op ion o selec hei own ca ee pa h.
Gene a ion Y Implemen a ion:
1) Rec ui men : O ganiza ions should ocus on ec ui ing indi iduals wi h a
lea ning goal o ien a ion- hose who p e e challenging wo k, se highe goals, and
alue sel -de elopmen .
2) Cul u e: O ganiza ions should os e a cul u e ha suppo s pe sonal g ow h
and con inuous lea ning.
5.3 Resea ch Limi a ions and Fu u e S udy
Con enience sampling can p oduce a sample ha is no ep esen a i e o he b oade
popula ion, limi ing he gene alizabili y o he indings due o a lack o di e si y. Fu u e
esea ch could employ mo e igo ous sampling me hods, such as s a i ied o andom
sampling, o enhance he ep esen a i eness and gene alizabili y o he indings.
Khumhome & Tassawa
587
Fu u e esea ch could inco po a e addi ional cons uc s, such as leade ship s yle and
pe cei ed o ganiza ional suppo o p o ide a mo e comp ehensi e unde s anding o ca ee
adap abili y. These cons uc s could help in explo ing how pe sonal belie s and
o ganiza ional suppo sys ems in luence ca ee adap abili y. Quali a i e esea ch could
explo e he al e na i e ca ee managemen p ac ices ha esona e wi h gene a ion Y
employees, using ocus g oups o iden i y speci ic p e e ences o mo e adap i e and
pe sonalized ca ee de elopmen p og ams.
Resea ch Funding
This wo k was suppo ed by a g an om he Facul y o Managemen Science, Ubon
Ra cha hani Uni e si y, Thailand.
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