The relationship between career growth and organizational commitment

被引：166
|
作者：
Weng, Qingxiong [1 ]
McElroy, James C. [2 ]
Morrow, Paula C. [2 ]
Liu, Rongzhi [3 ]
机构：
[1] Xi An Jiao Tong Univ, Fuzhou Command Coll CAPF, Xian 710049, Shanxi Province, Peoples R China
[2] Iowa State Univ, Dept Management, Ames, IA 50011 USA
[3] Huazhong Univ Sci & Technol, Wuhan 430074, Hubei Province, Peoples R China
来源：
JOURNAL OF VOCATIONAL BEHAVIOR | 2010年 / 77卷 / 03期
基金：
中国国家自然科学基金;
关键词：
Career growth; Organizational commitment; Career goal progress; Professional ability development; Promotion speed; Remuneration growth; SOCIAL-EXCHANGE; WORK; MANAGEMENT; TURNOVER; PERFORMANCE; ANTECEDENTS; OPPORTUNITY; ORIENTATION; EMPLOYEES; MODEL;
D O I：
10.1016/j.jvb.2010.05.003
中图分类号：
B849 [应用心理学];
学科分类号：
040203 ;
摘要：
This research examines the relationship between employees' career growth and organizational commitment. Career growth was conceptualized by four factors: career goal progress, professional ability development, promotion speed and remuneration growth, while organizational commitment was conceptualized using Meyer and Allen's (1997) three component model. Survey data, collected from 961 employees in 10 cities in the People's Republic of China, showed that the four dimensions of career growth were positively related to affective commitment, and that three of the facets were positively related to continuance and normative commitment. Only three of eighteen two-way interactions among the career growth factors affected organizational commitment, suggesting that the career growth factors influence commitment in an additive rather than a multiplicative manner. Results focus on how career growth can be used to manage organizational commitment. (C) 2010 Elsevier Inc. All rights reserved.
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页码：391 / 400
页数：10
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