Relying on the theory of planned behavior, we aim to investigate how careerist individuals achieve subjective career success and personal power by maintaining high-quality leader-member exchange (LMX) quality. We further propose that the self-enhancement motive (SEM) strengthens the relationship between careerism and LMX quality. The theory of planned behavior supports the proposed model as according to the theory; employees adopt certain tactics and strategies to acquire the required outcomes. We further suggest employees with high self-enhancement motives will build more effective relationships with the leader and hence be able to achieve their individual career goals. The data was collected in a time-lagged design (three-wave) from 304 employees of service sector organizations. Code matching technique has been used for ensuring alignment and accuracy of three times data. The results indicate that careerism directly affects leader-member exchange, perceived career success, and personal sense of power. Also, results reveal that leader-member exchange mediates the relationship between careerism and outcomes, and conditional direct and indirect effects were stronger at the high level of self-enhancement motives. Limitations and future research directions along with theoretical and practical implications have been discussed at the end.

依托计划行为理论，我们旨在研究野心家个人如何通过保持高质量的领导-成员交换 (LMX) 质量来实现主观职业成功和个人权力。我们进一步提出，自我提升动机（SEM）加强了事业心和 LMX 质量之间的关系。计划行为理论根据理论支持所提出的模型；员工采用某些策略和策略来获得所需的结果。我们进一步建议具有高度自我提升动机的员工将与领导者建立更有效的关系，从而能够实现他们的个人职业目标。这些数据是从服务部门组织的 304 名员工中以延时设计（三波）收集的。代码匹配技术已被用于确保三倍数据的对齐和准确性。结果表明，野心直接影响领导者与成员的交流、感知的职业成功和个人的权力感。此外，结果表明，领导与成员的交流在事业心和结果之间起到中介作用，并且在自我提升动机高的情况下，有条件的直接和间接影响更强。最后讨论了局限性和未来的研究方向以及理论和实践意义。有条件的直接和间接影响在高水平的自我提升动机处更强。最后讨论了局限性和未来的研究方向以及理论和实践意义。有条件的直接和间接影响在高水平的自我提升动机处更强。最后讨论了局限性和未来的研究方向以及理论和实践意义。