Benard Korankye - School of Management, Jiangsu University, Zhenjiang, China

Employers always seek to engage employees who are fit for the work, able to adapt to the changing trends in the business environment and contribute much to the organizations to the best of their abilities. It is however not automatic for an organization to achieve such objective. They must constitute programs and measures that would help them realize this goal and take employees to the level that would enable them to give their best to the organization. Using an online survey, a questionnaire was sent randomly to ۴۶۰ employees within SMEs in Accra Metropolis out of which ۴۰۰ responded to the questionnaire sent to them. The researcher explored the mediating role of Work Engagement on the relationship between Organizational Career Management and Career Satisfaction. OCM was categorized into three indicators, which are Career Planning, Career Development and Career Opportunity for the purposes of this study. The study revealed that Organizational Career Management (Career Planning, Career Development, and Career Opportunity) have an impact on employees Career Satisfaction and Work Engagement. It further showed that Work Engagement mediates the relationships between the independent variables and the dependent variable among employees in SMEs in Accra Metropolis. In view of this, the study recommends that, in order to promote career satisfaction and sustain work engagement among employees, SMEs should promote and incorporate Career Planning, Career Development, and Career Opportunity into their mainstream activities.

Career Development, Career Opportunity, Career planning, Career Satisfaction, Organizational Career Management, work engagement