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Article
Publication date: 19 June 2007

Sunday O. Popoola and David A. Oluwole

This paper aims to investigate the career commitment of records management personnel in a State Civil Service in Nigeria.

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1339

Abstract

Purpose

This paper aims to investigate the career commitment of records management personnel in a State Civil Service in Nigeria.

Design/methodology/approach

Questionnaires were used to gather data from a population of 294 records management personnel in the 26 ministries/establishments of the State Civil Service. A total of 280 of them responded and their questionnaires were found to be valid for analysis. The response rate achieved was 95.2 per cent.

Findings

The study found that: there was no significant gender difference in the career commitment of the respondents, there was significant difference in the career commitment of single and married respondents; there was significant negative relationship between job tenure, levels of education and career commitment of the respondents. However, their was positive relationship between age and the respondents' career commitment. The results are based on Z‐tests at the 5 per cent significance level.

Practical implications

It is recommended that the policy‐makers in the Osun State Civil Service should consider the biographical variables of the records management personnel when planning and making decisions on their career commitment.

Originality/value

The paper provides valuable information on the career commitment of records management personnel in the Osun State Civil Service.

Details

Records Management Journal, vol. 17 no. 2
Type: Research Article
ISSN: 0956-5698

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Article
Publication date: 10 November 2020

Yi-chun Lin and Angela Shin-yih Chen

Career plateau is a major concern for many seasoned employees because they often stay in the same position longer than expected and over time begin to lack job challenges…

Abstract

Purpose

Career plateau is a major concern for many seasoned employees because they often stay in the same position longer than expected and over time begin to lack job challenges. This phenomenon is now considered a normal stage in career development. The purpose of this study is to test the effects of two types of career plateau: hierarchical and job content on career commitment (career identity, career insight and career resilience), along with the mediating effect of perceived external employability. We also determined in the moderated mediation model if Super's (1957) three career stages amplify and attenuate the indirect effect of hierarchical/job content plateau on career commitment (career identity, career insight, career resilience) via perceived external employability.

Design/methodology/approach

We tested the hypotheses with survey data collected from a convenience sample of 472 white-collar full-time employees who also studied in the MBA and continuing education program in five large universities in Taiwan (77% return rate).

Findings

The mediation model result showed that perceived external employability partially and negatively mediated the influence of hierarchical plateaus on career commitment (career identity, career insight and career resilience). Perceived external employability partially and negatively mediated the influence of job content plateaus on career identity and career insight but fully and negatively mediated on career resilience. The result of the moderated mediation model also demonstrated that only employees in the trial stage had influences on the mediation relationships among the hierarchical plateau, perceived external employability and career commitment with its two dimensions of career identity and career insight only other than those in the stabilization and maintenance stages.

Practical implications

The findings of this study can benefit career management scholars and practitioners since they promote a better understanding of the career management practices that are relevant for seasoned employees who are valued for their knowledge, experience and expertise when encountering the three career stages.

Originality/value

Drawing on the conservation of resources (COR) theoretical perspective, we fill the gap in the literature by proposing perceived external employability as a mediator in the link between career plateau and career commitment and generalize the results to plateaued employees at the different career stages.

Details

Personnel Review, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 0048-3486

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Article
Publication date: 26 September 2020

Timothy Oluwafemi Ayodele, Benjamin Gbolahan Ekemode, Sunday Oladokun and Kahilu Kajimo-Shakantu

This study aims to investigate the influence of socioeconomic characteristics as well as organisational profile as predictors of the organisational and career commitments

Abstract

Purpose

This study aims to investigate the influence of socioeconomic characteristics as well as organisational profile as predictors of the organisational and career commitments of real estate employees in the employment of private estate surveying and valuation firms.

Design/methodology/approach

A total of 333 closed-ended questionnaires were administered on estate surveyors and valuers practicing in private real estate firms in Lagos State, Nigeria, out of which 124 (37.2%) were retrieved and found suitable for analysis. The data were analysed using frequencies, percentage, mean rating, one sample t-test and ANOVA.

Findings

The findings showed that though the male real estate employees rated a higher level of organisational commitment than their female counterparts, the female employees showed a higher level of career commitment. Besides, the results showed that across both genders and on an overall basis, there was a significant relationship between career commitment and organisational commitment. Also, while demographic factors such as age, management level and professional qualification have a statistically significant relationship with career commitment, factors relating to marital status, academic qualification, management level and firms’ year of the establishment were statistically significant with employees’ organisational commitment.

Practical implications

The study deepens the understanding of the influence of demographic and firms’ correlates in explaining the performance of real estate employees in Nigeria, an emerging African market, where issues of absenteeism, poor remuneration and low retention appear prevalent.

Originality/value

To the best of the authors’ knowledge, this is the first attempt at examining the influence of demographic variables on the organisational and career commitment of real estate employees in Nigeria.

Details

Journal of Facilities Management , vol. 18 no. 5
Type: Research Article
ISSN: 1472-5967

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Article
Publication date: 31 March 2020

Shobitha Poulose and Manoranjan Dhal

The purpose of the study is to examine the mediating effect of perceived work–life balance (WLB) between work overload and career commitment among law enforcement officers…

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1687

Abstract

Purpose

The purpose of the study is to examine the mediating effect of perceived work–life balance (WLB) between work overload and career commitment among law enforcement officers in India. The study also explores whether satisfaction with organizational WLB strategies moderates the relationship between work overload and perceived WLB.

Design/methodology/approach

This research is based on a sample of 819 law enforcement officers through a structured questionnaire based data collection. The reliability coefficient of the scales varied between 0.86 and 0.94. The study adopted a hierarchical multiple regression analysis to test the hypotheses.

Findings

The result supported the mediating role of perceived WLB in the relationship between work overload and career commitment. It also demonstrated that the impact of work overload on perceived WLB would be diminished among employees having high levels of satisfaction on organizational WLB strategies.

Practical implications

The research findings have significant policy implications for the organization under study and a reference for many others with deteriorating WLB to amend the existing policy or formulate new measures.

Originality/value

The present study expands the scant literature on the mediating role of perceived WLB between work overload and career commitment. The study also furthers the literature by exploring the moderating roles of WLB strategies between work overload and perceived WLB.

Details

Journal of Managerial Psychology, vol. 35 no. 3
Type: Research Article
ISSN: 0268-3946

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Article
Publication date: 16 October 2019

Maria Gebbels, Ioannis S. Pantelidis and Steven Goss-Turner

This paper aims to examine the interplay between self-efficacy and career inheritance and its influence on career commitment in the hospitality sector. High labour…

Abstract

Purpose

This paper aims to examine the interplay between self-efficacy and career inheritance and its influence on career commitment in the hospitality sector. High labour turnover, unclear career paths and the transient nature of the work available in hospitality render it a suitable industry context that allows us to explore career commitment patterns.

Design/methodology/approach

Drawing on life history methodology, semi-structured interviews were conducted with hospitality professionals holding a relevant degree but no longer employed in the hospitality industry.

Findings

The findings revealed the interplay between self-efficacy, career inheritance and career commitment, as well as the speed of decline of career commitment, visualised as patterns of the leaving process. Although an infinite number of variations are possible, data unveiled the three main patterns.

Research limitations/implications

The schematic illustrations of the patterns of the leaving process are not representative. The purposive sample comprises only ex-hospitality professionals, and generalisations can be considered in future studies.

Practical implications

This newly conceptualised understanding of career commitment enables researchers to reconsider the fundamental reasons why individuals leave the hospitality industry, whilst also offering hospitality managers deeper insights into how the three identified patterns could inform recruitment and selection.

Originality/value

This paper contributes to the literature through its meaningful theoretical extension in the context of career development studies. The unique concept of the leaving process addresses the prevalent issue of turnover and generates important implications.

Details

International Journal of Contemporary Hospitality Management, vol. 32 no. 1
Type: Research Article
ISSN: 0959-6119

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Article
Publication date: 1 June 2011

Duan‐Rung Chen, Robert Myrtle, Caroline Liu and Daniel Fahey

While there is considerable evidence supporting the relationship between job satisfaction and organizational commitment, the relationship between the antecedents of job…

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2194

Abstract

Purpose

While there is considerable evidence supporting the relationship between job satisfaction and organizational commitment, the relationship between the antecedents of job satisfaction, organizational commitment and career commitment are not clearly understood. This study seeks to clarify whether these antecedents have an effect independent of job satisfaction on career commitment or whether these antecedents are mediated by job satisfaction.

Design/methodology/approach

In total, 2,799 questionnaires were mailed out to members of the American College of Healthcare Executives (ACHE). The responses received were 643 (22.9 percent) and after eliminating retirees or students, a sample of 456 respondents currently employed in the health care industry was obtained. Path analysis was conducted to test the hypothetical relationships between work situation, career experiences and career commitment.

Findings

It was found that job satisfaction mediated the influences of job tenure and career pattern on career commitment. Job satisfaction partially mediated the influences of perceived job security and one's satisfaction with career on career commitment. Both of these measures had a direct influence on career commitment. Career experience such as sector change was also positively associated with career commitment.

Research limitations/implications

While the research offers some insights into the factors affecting the career commitment of health care executives, the sample was limited to respondents who were members of the American College of Healthcare Executives, and thus may not represent the views of all managers in the health care sector.

Practical implications

To retain high‐valued health care workers it is important that an organization has a work environment that enhances their commitment to their occupation as well as their careers.

Originality/value

This study clarifies the influence of job satisfaction on the career commitment of health care managers during a very dynamic period.

Details

Journal of Health Organization and Management, vol. 25 no. 6
Type: Research Article
ISSN: 1477-7266

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Article
Publication date: 4 July 2016

Afife Basak Ok and Christian Vandenberghe

The purpose of this paper is to contrast the foundations of (affective) organizational and career-oriented commitment. Using social exchange theory as a background…

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3749

Abstract

Purpose

The purpose of this paper is to contrast the foundations of (affective) organizational and career-oriented commitment. Using social exchange theory as a background, organizational commitment is proposed as a mediator between perceived organizational support (POS) and competence development activities and feedback-seeking behavior. Career-oriented commitment, defined as a self-interested orientation toward one’s career, is proposed to mediate a positive relationship between proactive personality and competence development but a negative relationship between proactive personality and feedback-seeking.

Design/methodology/approach

Data were collected from 126 employees using one-year time-lagged study in which POS and proactive personality were measured at Time 1, commitment variables at Time 2, and competence development and feedback-seeking at Time 3.

Findings

Organizational commitment mediated a positive relationship between POS and competence development but not feedback-seeking. Career-oriented commitment mediated a negative relationship between proactive personality and feedback-seeking but did not mediate the relationship to competence development. Proactive personality exerted direct and positive effects on competence development and feedback-seeking, but had a negative effect on feedback-seeking through career-oriented commitment.

Practical implications

An implication of these findings is that organizations need to reduce the detrimental effects that the proactivity trait exerts on feedback-seeking through career-oriented commitment. One way to do this is to increase the fit between organizational career opportunities and the career expectations of employees with high career-oriented commitment.

Originality/value

This study indicates that social exchange and self-interest motives act as distinct drivers of organizational and career-oriented commitment, respectively, and that these motives have implications for how individuals learn and socialize in the workplace.

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Article
Publication date: 1 May 2006

Jennifer M. Kidd and Frances Green

This study seeks to identify some of the factors that explain biomedical research scientists' career commitment and that prompt them to consider leaving science. It also…

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6032

Abstract

Purpose

This study seeks to identify some of the factors that explain biomedical research scientists' career commitment and that prompt them to consider leaving science. It also aims to examine whether these factors differ between men and women, and between those with different family responsibilities.

Design/methodology/approach

A longitudinal questionnaire survey was used to identify the demographic and work‐related variables that predicted three dimensions of career commitment and intention to leave science one year later.

Findings

The factors explaining career commitment and intention to remain in the profession were similar for men and women, for those with various types of family responsibilities, and for those on permanent and temporary contracts. Career planning was predicted by continuance organizational commitment and the opportunity for autonomy in the workplace, and career resilience by equitable treatment at work. Career identity, career resilience and salary were predictors of intention to leave science.

Research limitations/implications

Limitations of the study include the lack of a random sample, and the fact that some instruments differ slightly from the original versions. A substantial proportion of the variance in intention to leave science was unexplained and further research should therefore explore the impact of career entrenchment, professional socialisation and aspects of personal disposition on intention to leave a profession.

Practical implications

Those who manage scientists' careers should attend particularly to pay, providing opportunities for working autonomously, and fair treatment.

Originality/value

A longitudinal design was used and some key workplace variables were studied. Unlike most previous studies, the moderating effects of gender, relationship status and parenthood were examined.

Details

Personnel Review, vol. 35 no. 3
Type: Research Article
ISSN: 0048-3486

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Article
Publication date: 25 November 2013

Christian Vandenberghe and Afife Basak Ok

The aim of this paper is to examine the relationships of career commitment to turnover intention, internal networking, job embeddedness, and turnover, and whether…

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3026

Abstract

Purpose

The aim of this paper is to examine the relationships of career commitment to turnover intention, internal networking, job embeddedness, and turnover, and whether proactive personality moderates these relationships.

Design/methodology/approach

Data were collected at two points in time, spaced by a six-month interval, from a sample of employees working in diverse organizations (n=312 at Time 1 and n=186 at Time 2). Hypotheses were tested using moderated multiple (linear and logistic) regression analyses.

Findings

Career commitment was positively related to Time 1 turnover intention, with this relationship being stronger at high levels of proactivity. Proactive personality also interacted with career commitment in predicting Time 2 internal networking and job embeddedness, such that these relationships were significantly positive only at low levels of proactivity. Finally, career commitment was positively related to Time 2 turnover, but this relationship was not moderated by proactive personality.

Practical implications

Findings suggest organizations should enhance the within-organization opportunities of people with high career commitment and proactivity. In contrast, they should work at maintaining the employability of people with high career commitment and low proactivity, as these individuals may become stuck in their organization.

Originality/value

This study contributes to the understanding of the relationships of career commitment and proactive personality to organization-relevant outcomes. It also breaks new ground by showing that career commitment may influence attitudes and behavior distinctively as a function of individuals' levels of dispositional proactivity.

Details

Career Development International, vol. 18 no. 7
Type: Research Article
ISSN: 1362-0436

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Article
Publication date: 1 February 2010

Qinxuan Gu, Lihong Wang, Judy Y. Sun and Yanni Xu

The purpose of this paper is to explore the relationships among job and career satisfactions, work commitment, and turnover intentions for the Post‐80 employees in China.

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1026

Abstract

Purpose

The purpose of this paper is to explore the relationships among job and career satisfactions, work commitment, and turnover intentions for the Post‐80 employees in China.

Design/methodology/approach

A total of 290 of China's Post‐80 employees from 19 knowledge‐intensive companies were surveyed. Structural equation modeling was used for data analysis.

Findings

The perceptions of selected Post‐80 employees on job and career satisfactions were negatively related to turnover intention, while job satisfaction was positively related to four types of work commitment, affective commitment, normative commitment, career commitment and job involvement. Career satisfaction was also positively related to three types of work commitment, affective commitment, normative commitment, and career commitment. However, the relationships of job and career satisfactions and turnover intention as mediated by continuance commitment and career commitment were inconclusive.

Research limitations/implications

Combining the available literature on China's Post‐80 generation with the inconclusive results, the authors posit that the uniqueness of work attitudes held by this generation has not been captured in previous studies. Future research should focus on differentiating work attitudes between this cohort and its preceding generations, as well as its Western counterparts.

Practical implications

Organizations need to recognize the uniqueness of China's Post‐80 generation employees' work attitudes, and develop appropriate talent strategies to retain and motivate this cohort of employees in China.

Originality/value

The paper highlights China's Post‐80 generation employees and extends the turnover models by integrating the perspectives of job satisfaction, career satisfaction and work commitment. The paper identifies research gaps for future research on China's Post‐80 employees' work attitudes.

Details

Journal of Chinese Human Resources Management, vol. 1 no. 2
Type: Research Article
ISSN: 2040-8005

Keywords

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