This study proposed and tested a theoretical causal model for predicting career effectiveness variables according to the individual and organizational career management. The individual career management means career planning and career tactics activities of associates in organization. The organizational career management means individual perception about the career development policies and programs of his/her organization. The career effectiveness variables are composed of career satisfaction, prospect, and commitment, The empirical data, obtained from 233 employees of 20 Korean large-sized companies using structured questionnaires, was analyzed using a structural equation model. The results of analysis show that the organizational career management is considered as a major factor of career prospect and satisfaction. Individual career tactics has some effects on career prospect and satisfaction. But individual career planning has no effects on career satisfaction and prospect. While career prospect has strong effects on career satisfaction and commitment, career satisfaction has weaker effects on career commitment than prospect has. From a managerial standpoint, the findings of this study reveal that it is important to develop and accomplish the effective organizational career management policies and programs. It is also important to encourage individual attitudes of career management tactics for improving individual career prospect, satisfaction, and commitment.