The effects of social comparisons on managerial career satisfaction and turnover intentions

Abstract

Purpose

The purpose of this paper is to apply social comparison theory to the study of managerial careers. It is proposed that how managers evaluate their career progression in comparison with the accomplishments of others will affect how they feel about their careers and organizations.

Design/methodology/approach

Male and female managers who were similar in age (±5 years) and from the same organization, functional area, management level, and region were asked to participate in the study. Data from 392 managers from lower and middle levels were used to test the study hypotheses. Respondents completed measures of upward comparisons, downward comparisons, enacted aspirations, competitiveness of work group, career satisfaction and turnover intentions.

Findings

Study results showed that social comparisons influence managers' turnover intentions and career satisfaction. Upward comparisons were found to be positively related to turnover intentions and career satisfaction. Downward comparisons were found to be negatively related to turnover intentions and positively related to career satisfaction. In addition, the competitiveness of the managers' work group and their enacted aspirations were found to be significant moderators. These findings emphasize the importance of relative standards in predicting managerial career attitudes.

Research limitations/implications

The measures created to assess the degree to which individuals make downward and upward social comparisons when assessing their career progress should be tested in additional occupations and studies. Future research should investigate how social comparisons influence career attitudes beyond considering feelings of relative deprivation. In particular, researchers should aim to understand when upward comparisons are threatening or motivating.

Practical implications

The findings demonstrate that social comparisons can be quite prevalent within organizations and that the competitiveness of the organizational climate can have a significant impact on how social comparisons affect managers' career satisfaction. Therefore, organizations should be mindful of the climates they endorse. Furthermore, findings suggest that organizations should encourage managers to participate in career strategies since career strategies associated with enacted aspirations were found to enhance the effects of the social comparison process, leading to an increase in managers' career satisfaction and a decrease in their turnover intentions.

Originality/value

This is the first known study to empirically examine how upward and downward comparisons affect managers' turnover intentions and career satisfaction.

Citation

Eddleston, K.A. (2009), "The effects of social comparisons on managerial career satisfaction and turnover intentions", Career Development International, Vol. 14 No. 1, pp. 87-110. https://doi.org/10.1108/13620430910933592