野心家取向指員工以非績效取向的方式追求職業生涯發展的傾向。具有野心家取向的個體其生涯目標與組織目標不一致,堅信僅僅依靠績效很難得到提升,需要運用組織政治行為、印象管理以及欺騙操縱策略獲得晉升與高的績效評定等級。對雇主的信任、感知到的組織公正、對生涯發展機會的感知、個體的交換意識、大五人格特質、馬基雅維利主義以及原發性的精神病態等均會影響員工採取野心家取向的生涯發展態度。該取向雇員的工作滿意度、生活滿意度、內在工作動機、工作卷入度及組織承諾都比較低,而離職意向卻很高,這會給組織帶來消極後果。未來需從野心家取向的研究方法、變量與生態效度等方面進行深入探討。

Careerist orientation is defined as the propensity to pursue career advancement through non-performance-based means. Employee with a careerist orientation have career goals that are inconsistent with the interests of the organization in the long run. They believe that it is difficult to advance in organizations through merit alone, it is necessary to engage in strategy of organizational politics behavior, impression management, even deception which will ensure a promotion. Many factors such as trust in employer, an individual’s perceptions of organizational justice, perceived opportunities of career growth, five-factor model personality traits, Machiavellianism and the primary psychopathy, would influence the employees to adopt the career development attitude of careerist orientation. A careerist orientation to work is negatively related to many variables(job satisfaction, life satisfaction, work motivation, job involvement and organizational commitment), and positively related to turnover intentions. Some major directions for future research are put forward.