Toyata, BerkKizrak, MeralCakar, Mehmet2025-04-302024-06-190949-6181https://hdl.handle.net/11727/12944Utilizing insights from positive psychology, social exchange theory, and social cognitive career theory, this study aims to investigate the mediating role of psychological capital and organizational commitment in the relationship between high-performance human resource (HR) practices and subjective career success. Data were collected from a sample of 429 private sector employees working on European Union projects in Turkey. Hypotheses were tested using regression, correlation, and mediation analyses, as well as Sobel test statistics. Results indicate that high-performance HR practices, organizational commitment, and psychological capital positively influence subjective career success. Additionally, there is evidence that, unlike organizational commitment, psychological capital mediates the relationship between high-performance HR practices and subjective career success. Our study underscores the need for organizations to foster and develop psychological capital among their employees to maximize the effectiveness of HR practices in promoting subjective career success.en-USorganizational commitmentpsychological capitalhigh-performance HR practicessubjective career successSOCIAL COGNITIVE THEORYWORK SYSTEMSSELF-EFFICACYMETHODOLOGICAL ISSUESNORMATIVE COMMITMENTJOB-SATISFACTIONHR PRACTICESMANAGEMENTPRODUCTIVITYANTECEDENTSArticle0012435825000022-s2.0-85196356989