An Empirical Study on the Relationship Between New Career Orientations and Organizational Affective Commitment

This study examines and distinguishes the effects of four types of new career orientations on organizational affective commitment with the method of SEM through surveying a sample of 264 working adults. The major findings show that: 1. positive effect of self-directed orientation on affective commitment is totally mediated by professional ability development and employability; 2. value-driven Orientation has no significant effect on affective commitment; 3. The positive effect of boundaryless mindset on affective commitment is totally mediated by employability; 4. organizational mobility preference has a significant negative effect on affective commitment. The current study not only verifies the conclusions of western scholars before, but also fills up the blank about the mediating effect of the new career orientations on affective commitment.