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The purpose of this paper is to draw meaningful relationship between two foci of commitment (i.e. affective organizational and affective occupational) and two types of turnover intentions (i.e. organizational and occupational turnover intention).

Using random sampling approach, the authors collected data from both academic and support staff of a Dutch university. An online questionnaire was developed and sent through electronic mail to 752 of the total employees. A total of 153 employees responded; yielding approximately 21 percent response rate.

The results revealed that affective organizational commitment and affective occupational commitment were positively related to each other. Affective organizational commitment was negatively related to organizational turnover intention and this relationship was buffered by affective occupational commitment. Affective occupational commitment was negatively related both to occupational and organizational turnover intention. Last study hypothesis, however, could not gain support as affective organizational commitment did not moderate the affective occupational commitment-occupational turnover intention relationship.

Theoretical and practical implications of the study are discussed in the end.

The study poses some valuable contributions to the existing body of literature by exhibiting the role affective occupational commitment in the models of organizational turnover intention and that of affective organizational commitment in occupational turnover intention models which has been over looked so far.

This article provides a critical review of four constructs-organizational identification, organizational commitment, occupational identification, and occupational commitment-to advance our understanding about how public sector employees from different occupations may become psychologically attached to their organizations. This review is intended to clarify previous inconsistencies as well as spark new interest among public administration researchers to examine sources and consequences of public employees’ organizational identification and commitment. This article also elucidates about how public sector employees’ attachment to their occupations may influence their attachment to their organizations. In that effort, this article reviews interrelationships among the four constructs. Finally, based on the patterns of connections observed, a future research program including seven testable research propositions is proposed.

It is very important for health institutions to develop the occupational commitment of their nurses. While the occupational commitments of the nurses develop during their education, they also change according to certain variables during their work life. In order to employ nurses who are more committed to their occupation, it is essential to know the effects of these variables on occupational commitment. The purpose of this paper is to exhibit and test a model that will display the correlation between demographic, work life and family life variables and occupational commitment.

The research was conducted with the participation of 355 nurses employed in seven state hospitals with 500 or more bed capacity and three medical faculties under the administration of Ankara Ministry of Health, using the proportional distribution method in stratified sampling. Structural equation modeling was used for analysis.

The results of the analysis suggest that there is a relationship between the nurses’ professional commitment and age, education, parental status, tenure and working hours scheme. Although the previous studies generally revealed a positive relationship between professional commitment and age and tenure, the relationship found out in this study is a negative one. Similarly, although a negative relationship was presented between professional commitment and parental status and working hours scheme, the relationship revealed in this study is a positive one. Further, unlike the previous studies, this study found out no relationship between the nurses’ professional commitment and weekly working time.

This study is an original study, having been applied to a different sample in a different cultural environment. The authors sincerely believe that the results of the study will be beneficial to the scientific world.

The aim of this research is to study the relationships between occupational commitment, industrial relations and turnover intention, as well as the moderating role of turnover intention.

Empirical data for this study were collected using a questionnaire survey method. A total of 600 copies of the questionnaire were sent out by post or email to firms and 429 valid responses were finally obtained, yielding a response rate of approximately 71.5 per cent.

Except for the limited choices commitment, affective commitment, normative commitment and cumulative costs commitment are found to be significantly and positively related to industrial relations. Employees’ turnover intention may be detrimental to industrial relations, as our results show that it has a negative correlation with industrial relations. We also find that it negatively moderates the relationship between occupational commitment and industrial relations.

Our results shed light on human resource management practices in Chinese firms, and managerial implications are made to enhance Chinese employees’ occupational commitment.

This study extends the current literature and provides new insights into the relationship between the four dimensions of occupational commitment and industrial relations in the Chinese context. It also provides an understanding that this relationship is conditioned on employees’ turnover intention.

In response to the tech skills gap, this research paper aims to examine the influence of occupational characteristics, gender and work-life balance on IT professionals' satisfaction with and commitment to their chosen occupation. In addition, the authors explore occupational differences across these investigated factors.

The authors employed a survey research method and partial least squares (PLS) modeling using 293 responses collected from professionals representing five clusters of Information Technology (IT) occupations. Authors further conducted exploratory post-hoc analysis of variance (ANOVA) tests to check for significant differences in key constructs across five IT occupational clusters.

Occupational characteristics were found to be significantly related to respondents' occupational satisfaction while work-life balance was associated with their level of occupational commitment. Authors also found that that the influence of work-life balance on occupational commitment was more positive for females than for males. Finally, significant differences were found for task significance, task variety, task autonomy, work-life balance and compensation across the five occupational clusters examined.

A key contribution of this study is the focus on IT professionals' satisfaction with and commitment to their chosen occupation rather than a job, organization or profession. Accordingly, the authors contribute a nuanced understanding of an occupation as a facet of job, professional and career outcomes. Authors also explore how gender moderates the influence of work-life balance on occupational commitment. Finally, rather than treating the IT profession as a unified whole as has been done in most prior studies, authors explore satisfaction and commitment related differences across occupational clusters.

The purpose of this paper is to fill the gap in the existing literature regarding relationships between occupational commitment and labor relations in the Chinese context, particularly in Chinese firm settings.

Based on well‐defined concepts and instruments, the data were collected from 402 human resources (HR) workers in 35 firms, mainly located in Yangtze River Delta, Pearl River Delta and Hunan Province, China.

The occupational commitment for HR workers in Chinese firms can be divided in four dimensions: affective commitment, normative commitment, accumulated costs and limited alternatives. There are positive interrelations between the four dimensions of occupational commitment and labor relations. Also, there is a significant correlation among the three‐way interactive terms with labor relations.

Although the results of this paper suggest that the four‐dimensional model of occupational commitment can be employed to account the variation of labor relations in China, there is a need to use other samples and additional noted research design variables, e.g. organizational commitment and intent to leave one's job, to explore labor relations more comprehensively and deeply.

Theoretically, the paper serves as a pioneer research for indigenizing the concept of occupational commitment in the Chinese context, and fills the gap in the existing literature of the subjects being studied. Practically, the results and recommendations in the paper will be useful to those involved in the field of HR management in firms in China.

The purpose of this paper is to test whether a four‐dimensional model of occupational commitment could help to help explain intent to leave one's occupation.

A total of 2,032 massage therapists and bodywork practitioners completed an on‐line survey measuring occupational commitment, intent to leave occupation, job satisfaction, job perception, and personal variables. Hierarchical regression analysis was used to test the study hypotheses.

Controlling for personal and then job‐related variables, general job satisfaction was a significant negative correlate of intent to leave the occupation beyond these variables. Controlling for personal, job‐related and job satisfaction, three of the four occupational commitment dimensions, affective, accumulated costs, and limited alternatives, were each significant negative correlates of intent to leave. Normative commitment was not a significant correlate. After controlling for lower‐order interactions, a four‐way interaction of the occupational commitment dimensions explained significant additional variance in intent to leave. Separate “high” (versus “low”) cumulative commitment subgroups were created by selecting respondents who were equal to or above (versus below) the median on each of the four occupational commitment dimensions. An independent samples t‐test indicated that low cumulative commitment massage therapists and bodywork practitioners were more likely to intend to leave than high cumulative commitment practitioners.

Despite the cross‐sectional, self‐report research design, the results suggest that a four‐dimensional model of occupational commitment is useful for understanding intent to leave occupation. Given the costs and difficulties associated with changing occupations, follow‐up research using other samples and additional noted research design variables is needed.

The results and recommendations in the paper will be of interest to those involved in the field of human resources.

The purpose of this review is to integrate and organize past research findings on affective, normative and continuance occupational commitment (OC) within an integrative framework based on central life span concepts.

The authors identified and systematically analyzed 125 empirical articles (including 138 cases) that examined OC with a content valid measure to the here applied definition of OC. These articles provided information on the relationship between OC and four distinct life span concepts: chronological age, career stages, occupational and other life events, and occupational and other life roles. Furthermore, developmental characteristics of OC in terms of construct stability and malleability were reviewed.

The reviewed literature allowed to draw conclusions about the mentioned life span concepts as antecedents and outcomes of OC. For example, age and tenure is more strongly positively related to continuance OC than to affective and normative OC, nonlinear and moderating influences seem to be relevant in the case of the latter OC types. The authors describe several other findings within the results sections.

OC represents a developmental construct that is influenced by employees’ work- and life-related progress, associated roles, as well as opportunities and demands over their career. Analyzing OC from such a life span perspective provides a new angle on the research topic, explaining inconsistencies in past research and giving recommendation for future studies in terms of dynamic career developmental thinking.

The purpose of this paper is to develop a measure of occupational embeddedness.

The construct of occupational embeddedness was defined in terms of the forces that bind people to their occupation. Then a four‐part study was conducted to develop a measure of it.

In Part 1, items were developed and judgmental evidence for their content validity was generated. In Part 2 the initial psychometric characteristics were examined. The results supported the internal consistency reliability and factor structure of the measure. In Part 3, Part 2 was replicated and showed that occupational embeddedness had a negative relationship to occupational withdrawal intentions. In Part 4 a confirmatory factor analysis was conducted to demonstrate that occupational embeddedness was distinguishable from occupational commitment. The paper also found that occupational embeddedness was correlated with occupational commitment but not social desirability. In addition, the paper found that it accounted for incremental variance in occupational withdrawal intentions beyond occupational commitment.

Limitations include the fact that occupational withdrawal intentions rather than actual behaviors were measured. Overall, the results suggest that the new measure has sound psychometric qualities, and adequate discriminant, convergent and predictive validity. The paper concludes that use of the measure may contribute to the prediction/understanding of career withdrawal.

A new measure of a construct that may be used to complement existing research and measures of work‐role attachment was developed.

Research vitality addresses the perseverance that faculty members in the organization sciences experience in maintaining their research quantity and quality over an extended period of time. The purpose of this paper is to offer a theoretical model of research vitality.

The authors propose a model consisting of individual and situational factors which influence the motivation and commitment of a professor to continue to conduct quality research over an extended period of time. Additionally, the authors identify benefits that may accrue when faculty members possess research vitality and discuss human resource management implications for schools engaged in hiring, tenuring, promoting, and socializing faculty members. A set of propositions about research vitality and contextual factors that influence this construct are presented and discussed.

An individual‐level construct that represents a time related measure of the quality and quantity of individual contributions to the scholarly discipline of management is developed. Every individual in the organizational sciences field has the capability to contribute in a meaningful way.

The model presented has a number of personal implications and departmental implications such as how to predict research vitality in junior faculty members.

The framework should be used for understanding one element of success in the organizational sciences.

The paper develops a model of research vitality to explain why some faculty continue to be productive, even in the face of a challenging research process.