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The research addresses the impact of long-term reward patterns on contents of personal work goals among young Finnish managers (N = 747). Reward patterns were formed on the basis of perceived and objective career rewards (i.e., career stability and promotions) across four measurements (years 2006–2012). Goals were measured in 2012 and classified into categories of competence, progression, well-being, job change, job security, organization, and financial goals. The factor mixture analysis identified a three-class solution as the best model of reward patterns: high rewards (77%), increasing rewards (17%), and reducing rewards (7%). Participants with reducing rewards reported more progression, well-being, job change, and financial goals than participants with high rewards as well as fewer competence and organizational goals than participants with increasing rewards. Workplace resources can be a key role in facilitating goals toward building competence and organizational performance.

Long-Term Reward Patterns Contribute to Personal Goals at Work Among Finnish Managers