The purpose of this study was designing and testing a model of some antecedents of subjective career success. The participants of this study consisted of 230 employees of Khuzestan Water and Power Organization, who were selected by stratified random sampling method. The instruments used in the study were Work Climate Questionnaire, Perceived Competence Scale, Basic Need Satisfaction at Work Scale, Work Extrinsic and Intrinsic Motivation Scale, Career Satisfaction Scale, Perceived P-V Fit Scale, & Career commitment Scale. Structural equation modeling (SEM) through AMOS-21 was used for data analysis. Bootstrapping procedure also used to determine the significance of the indirect effects.  The results showed that the proposed model fitted the data properly. Findings showed that work autonomy support and work competency support had significant direct effects on need satisfaction, self-determined motivation, and career success (career commitment, career satisfaction, and perceived p-v fit). Results also supported the meditating role of need satisfaction and self-determined motivation in these relationships. Based on our findings, SDT is a useful framework for predicting subjective career success in the form of career satisfaction, career commitment, and perceived p-v fit.

Assessment centers and competency models are modern approaches in organizational human resource processes. This research is an applied and descriptive study, and the aim is to investigate and analyze the relationship between two key competencies—leadership and communication—in an assessment center using canonical correlation analysis. In this study, from a population of 210 managers in an industrial company, 46 individuals were selected through purposive sampling and entered into the assessment center. The tools used to assess these two competencies were group discussion and group exercises, which have appropriate reliability and validity (Thornton, Rupp, 2006). The resulting data were analyzed using SPSS 23 software. This research showed that the canonical correlation coefficient between these two competencies was .441 and was significant (P<.05). As a result, the research hypothesis was confirmed, indicating a relationship between leadership and communication competencies. Additionally, as secondary objectives, the group discussion tool was identified as the most effective tool for assessing leadership competency with an in-canonical correlation of .669, and the group exercise was identified as the most effective tool for assessing communication competency with an in-canonical correlation of .926.