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

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.

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.

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.

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

Grounded in social cognitive career theory (SCCT), this study aims to examine the influence of contextual factors on the relationship between career satisfaction and organizational commitment, within the banking sector in Kuwait.

This study used a cross-sectional design analyzing a self-report questionnaire (N = 278).

This study investigates affective, normative and continuance commitment in relation to career satisfaction, within the banking sector in Kuwait. Findings indicate a positive relationship between career satisfaction and all of affective, normative and continuance commitment; although the relationship that appears to be the strongest is between career satisfaction and normative commitment.

The single site, cross-sectional approach is a limitation. The data were collected before the COVID-19 pandemic. Future research into career satisfaction and organizational commitment in different sectors is necessary and a replication of this study in a post-COVID context would also be valuable.

Human resource development (HRD) policies in contexts such as Kuwait should prioritize career progression initiatives to enhance career satisfaction and contribute to increased organizational commitment. More attention is necessary to organizational HRD career planning and development policies and processes. Effective line manager development programs to equip managers to provide feedback and constructive performance management are recommended, as is the organizational provision of career counseling and guidance to support career development policies and processes.

This study combines the use of established constructs with an SCCT theoretical lends to contribute new theorization of the relationship between career satisfaction and organizational commitment in non-Western cultural contexts. It challenges assumptions in current theorization of the relationship between career satisfaction and commitment that privilege affective commitment over other dimensions.

This paper aims to explore financial anxiety and generalized anxiety as the serial mediators linking perceived organizational support (POS) to career commitment.

Data were collected from 388 managerial and nonmanagerial employees in diverse service areas, such as restaurants, airlines and hotels in Turkey. The direct and mediating effects were tested via the PROCESS macro.

Financial anxiety partly mediates the impact of POS on career commitment. The findings further reveal that financial anxiety and generalized anxiety serially mediate the effect of POS on career commitment.

Management should work with mentors to provide employees with psychosocial support during the COVID-19 pandemic. When employees perceive that the firm really cares about them and values their contribution during these challenging days, they display lower anxiety and higher career commitment. Management should also retain employees who are high on career commitment because such employees possess a sense of calling and are unlikely to quit. These implications may not be considered new. However, management would need such employees concerning the firm’s performance recovery after COVID-19.

Workers in the service industries suffer from financial and generalized anxieties and display reduced career commitment during COVID-19. However, little is known about the antecedents and outcomes of financial anxiety among hospitality and tourism workers. More importantly, no empirical piece has tested these anxiety variables as the mediators linking POS to career commitment in the pertinent literature so far.

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.

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.

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.

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.

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.

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.

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.

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.

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.

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.

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.

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

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.

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.

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.

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.

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.

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.

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.

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.

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.

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

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.

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.

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.

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.

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.

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.

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.

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.

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.

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.

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.

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.

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.

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.

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.

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.