Is career development resource always perceived good in SMEs? A comparative analysis of employment

Purpose This study aims to examine whether employees perceive career development resources the same and to identify which factors affect these perceptions differently, considering their employment type within small- and medium-sized enterprises in South Korea. Design/methodology/approach This study used a quantitative methodology to explore the differential perceptions of the relationship between organizational support practices, person–job fit and employee attitudes. The authors used a sample of 1,560 employees comparing the responses of Generation Z employees across employment type. Findings This study delved into organizational factors such as the support system and fairness in performance appraisal, alongside individual factors like person–job fit according to employment type. It enabled to ascertain the relative significance of these factors in shaping employees’ views on career development. Originality/value This study enriches the discussion on the specific career development traits of this demographic. This study also discusses theoretical and practical implications for human resource development, emphasizing strategic interventions that enable employees to actively manage their careers and foster a positive work environment.