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.
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.
An intergroup sensitivity effect (ISE) is people's tendency to react more negatively to a criticism when it was made by an outgroup member than when the same criticism was made by an ingroup member. The present study investigated variation in ISE when the criticism was varied in terms of valence (absence of positive qualities or presence of negative qualities) and level of abstraction (traits or behaviours). Dependent measures were emotional reactions to the criticism, perceived constructiveness, ingroup bias, and recognition memory for the criticism. All participants showed an ISE to the negative abstract criticism. In addition, consistent with the social identity account of ISE, participants' levels of identification with their ingroup moderated the ISE in some of the measures.
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