Career Development as a Mediating Variable in Higher Education and Other Professional Sectors: A Systematic Literature Review

Abstract

Career development (CD) has increasingly been recognized as an important mechanism for improving employee outcomes; however, its role as a mediating variable remains insufficiently synthesized, particularly in higher education institutions (HEIs) in developing countries. This systematic literature review (SLR) examines how career development functions as a mediating variable in higher education and other professional sectors, with particular attention to the Pakistani context. Following the PRISMA 2020 guidelines, a systematic search was conducted using Google Scholar, Scopus, Emerald Insight, Springer Nature, and ScienceDirect for peer-reviewed, English-language, open-access studies published between 2015 and 2025. Studies were included when they empirically examined career development as a mediating variable or within a mediation-related model and met the predefined eligibility criteria. The search identified 303 records, of which 43 duplicates were removed, 69 full-text articles were assessed, and 11 studies met the inclusion criteria. Findings indicate that career development can link organizational and institutional factors with employee outcomes, including job satisfaction, commitment, engagement, performance, and retention. Evidence was found across higher education, banking, telecommunications, public procurement, steel, financial services, and public health sectors. Social Exchange Theory and other theoretical perspectives were used to explain these relationships. Given the limited number of eligible studies and diverse contexts, findings should be interpreted cautiously rather than generalized beyond the reviewed evidence. The review highlights the need for strategically integrated career development practices and provides implications for HR professionals, institutional leaders, and policymakers.