The purpose of this research is to investigate how the interplay between organizational and individual career development (ICD) recognition may have impact on affective commitment. The theoretical framework was proposed according to the social cognitive career theory. Data were collected from 285 benchmark companies' managers in Taiwan using a questionnaire. The paper used structural equation modeling and the results showed that when organizations and individuals share responsibility for the careers of managers and have a good succession planning, the managers are likely to have more successful careers in this global economy. The paper shows the mediating role that succession planning may play in linking cognition of organizational career scripts and ICD to affective commitment. It is original and makes a unique contribution because it combines the individualistic and organizational perspectives concerning the career development with regard to senior managers.
