Career Commitment in STEM: A Moderated Mediation Model of Inducements, Expected Contributions, and Organizational Commitment

被引：6
|
作者：
Cai, Huiru [1 ]
Ocampo, Anna Carmella G. [2 ]
Restubog, Simon Lloyd D. [2 ]
Kiazad, Kohyar [3 ]
Deen, Catherine Midel [4 ]
Li, Min [5 ]
机构：
[1] Guangdong Polytech Normal Univ, Sch Management, Guangzhou, Guangdong, Peoples R China
[2] Australian Natl Univ, Res Sch Management, Canberra, ACT 2601, Australia
[3] Monash Univ, Monash Business Sch, Dept Management, Caulfield, Vic, Australia
[4] De La Salle Coll St Benilde, Ctr Inclus Educ, Manila, Philippines
[5] South China Univ Technol, Sch Business Adm, Guangzhou, Guangdong, Peoples R China
来源：
JOURNAL OF CAREER ASSESSMENT | 2018年 / 26卷 / 02期
基金：
中国国家自然科学基金; 澳大利亚研究理事会;
关键词：
career commitment; employee-organization relationship; expected contributions; organizational commitment; offered inducements; social exchange; STEM workforce; PSYCHOLOGICAL CONTRACT BREACH; EMPLOYMENT-RELATIONSHIP; SOCIAL-EXCHANGE; NORMATIVE COMMITMENT; ECONOMIC EXCHANGE; JOB INVOLVEMENT; TURNOVER; WORK; ANTECEDENTS; EMPLOYEES;
D O I：
10.1177/1069072717695586
中图分类号：
B849 [应用心理学];
学科分类号：
040203 ;
摘要：
In this article, we draw insights from the employee-organization framework to test a model linking offered inducements and expected contributions to career commitment through organizational commitment. Data were collected from 396 full-time chemists and laboratory specialists who work in a large health-care organization in China. Results revealed that organizational commitment mediated the relationships between employee-organization framework (i.e., offered inducements and expected contributions) and career commitment. Moderated mediation analyses further revealed that the conditional indirect effects of offered inducements in predicting career commitment via organizational commitment were stronger for high as opposed to low expected contributions. Implications for theory and practice are discussed.
引用
收藏
页码：359 / 376
页数：18
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