Career commitment as a complex moderator of organizational commitment and turnover intention
Career commitment as a complex moderator of organizational commitment and turnover intention
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DOI：
10.1023/a:1016908430206
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发表时间：
1999-10-01
期刊：
影响因子：
5.7
通讯作者：
Chang, EM
中科院分区：
文献类型：
--
作者：
Chang, EM
本研究考察了职业承诺在员工对公司实践的感知与组织承诺、组织承诺与离职倾向之间的调节作用。本研究以韩国八家企业相关研究机构的225名研究人员为样本，研究发现：（1）职业承诺与组织承诺的两个维度被感知为不同的（2）职业承诺在员工感知主管支持对情感承诺的影响中起调节作用;（3）职业承诺对情感承诺对离职倾向的影响具有调节作用。这些结果的实际和概念的影响进行了讨论。
This study investigated the moderating role of career commitment on the relationships between employees' perception of company practices and organizational commitment, and between organizational commitment and turnover intention. Using a sample of 225 researchers from eight business-related research institutes in Korea, it was found that (1) career commitment was perceived as distinct from the two dimensions of organizational commitment (affective and continuance) by Korean researchers; (2) career commitment moderated the effect of employees' perception of supervisory support on affective commitment; and (3) career commitment also moderated the effect of affective commitment on turnover intention. Thr practical and conceptual implications of these results are discussed.