An Investigation of the Predictors and Outcomes of Career Commitment in Three Career Stages

Aryee, Samuel; Chay, Yue Wah; Chew, Juniper

doi:10.1006/jvbe.1994.1001

Cited by 165 publications

(113 citation statements)

References 0 publications

Supporting

Mentioning

103

Contrasting

Unclassified

Order By: Relevance

“…Work environments and the pace of careers in organizations have led employees to exhibit more commitment to their careers and perhaps less or conditional commitment to their organizations (Noordin, Williams, & Zimmer, 2002). Career commitment has become a significant source of occupational meaning and continuity as organizations become flatter and less able to provide secure jobs or careers (Colarelli & Bishop, 1990;Aryee, Yue, & Chew, 1994).…”

Section: Introductionmentioning

confidence: 99%

Career Commitment, Subjective Career Success and Career Satisfaction in the Context of Hazelnut Processing Industry in Giresun/Turkey

Karavardar¹

2014

IJBM

View full text Add to dashboard Cite

This study aims to study the effect of career commitment on subjective career success with the mediating role of career satisfaction in the context of hazelnut processing industry in Giresun/Turkey. Giresun is one of the cities that placed in the Blacksea Region of Turkey. Giresun's hazelnut quality is the highest quality hazelnut in the world (Hazelnut Promotion Group (HPG), 2013). Therefore, hazelnut processing industry is vital for Giresun's economy. This study was conducted on employees who work in hazelnut processing industry in Giresun, Turkey. This study's results make a valuable contribution to both career commitment and subjective career success literatures by presenting findings of the mediating effect of career satisfaction on the relationship between career commitment and subjective career success in the context of hazelnut processing industry in Giresun. It argues that the effects of career commitment on subjective career success can be mediated by career satisfaction in this context.

show abstract

Section: Introductionmentioning

confidence: 99%

Career Commitment, Subjective Career Success and Career Satisfaction in the Context of Hazelnut Processing Industry in Giresun/Turkey

Karavardar¹

2014

IJBM

View full text Add to dashboard Cite

show abstract

“…Although there is a fundamental difference between devotion to one's profession or occupation (Arnold, 1990;Blau, 1985Blau, , 1989 and the ambition to advance to a job at a higher level (see also Aryee, Chay, & Chew, 1994;Aryee & Tan, 1992;Meyer, Allen. & Smith, 1993;Noe, 1996), in the past, the term career commitment has been used in both contexts.…”

mentioning

confidence: 99%

Career-oriented versus team-oriented commitment and behavior at work.

Ellemers¹,

Gilder²,

Heuvel³

1998

Journal of Applied Psychology

271

244

View full text Add to dashboard Cite

Among a representative sample of the Dutch population (Study 1: N = 690), careeroriented and team-oriented commitment were assessed, in addition to affective organizational commitment (Meyer & Allen, 1991). Confirmatory factor analysis supported the proposed distinction between the 2 specific forms of commitment at the measurement level. Furthermore, the construct validity of team-oriented and career-oriented commitment as well as their differential implications were corroborated by self-reports of workrelated behavior 1 year later. The distinction between career-oriented and team-oriented commitment was then cross-validated in a 2nd study, among employees of a financial service organization in Belgium (TV = 287), in which the constructs proved to be not only differentially related to self-reported behavior at work, but also predictive of performance ratings by superiors.The aim of the present study was to develop and validate a measure to distinguish career-oriented from teamoriented work commitment. We intended to examine whether these specific forms of commitment could be distinguished from each other at the measurement level and to investigate whether they were differentially related to self-reported as well as externally assessed indexes of work-related behavior. We first present results from a representative sample of the Dutch working population, relating measures of commitment taken at Time 1 to selfreported behavior at Time 2 (Study 1). Subsequently, we cross-validated and extended our findings by examining whether similar results would be obtained when self-reported commitment scores were related to external assessments of performance, with an independent sample consisting of employees of a financial service organization in Belgium (Study 2).In organizational theory and research, attempts to predict the behavior of individual workers in organizations have focused on organizational commitment as a crucial

show abstract

“…Persons committed to their careers will, presumably, perform better and this will lead to better overall performance of the organisation. Many studies have examined and established the importance of career commitment (for example, Michael, Dubinsky, Kotabe, and Chae, 1996;Aryee Yue, and Chew, 1994;Arnold, 1990). However, it is not clear how commitment to career relates to individual's differences in terms of cultural background.…”

Section: Resultsmentioning

confidence: 99%

The Commitments of Academic Staff and Career in Malaysian Universities

Noordin¹,

Jusoff

Hamali³

et al. 2009

ASS

View full text Add to dashboard Cite

This article reports the study on career commitment of the academic staff of a local public university in Malaysia. The findings indicate that the academic staff of this university has higher level of career identity, low level of career resilient, and slightly high level of career planning. In addition, the results indicate that the respondents' organizational tenure and annual salary have significant impact on their career resilience commitment. Other demographic variables showed no significant differences on career identity, career resilience, and career planning of the respondents. Implications for management and recommendations for future studies are highlighted.

show abstract

An Investigation of the Predictors and Outcomes of Career Commitment in Three Career Stages

Cited by 165 publications

References 0 publications

Career Commitment, Subjective Career Success and Career Satisfaction in the Context of Hazelnut Processing Industry in Giresun/Turkey

Career Commitment, Subjective Career Success and Career Satisfaction in the Context of Hazelnut Processing Industry in Giresun/Turkey

Career-oriented versus team-oriented commitment and behavior at work.

The Commitments of Academic Staff and Career in Malaysian Universities

Contact Info

Product

Resources

About