Career commitment, proactive personality, and work outcomes: a cross-lagged study

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.

Emotional Intelligence and Career Decision‐Making Self‐Efficacy: Mediating Roles of Goal Commitment and Professional Commitment

“…From this perspective, they are more likely to show enthusiasm in their chosen profession and commit to it. Being highly committed to a profession may drive them to form a clear and firm career orientation, and also to prepare themselves well for continuous career development (Vandenberghe & Ok, ); thus, they will be more likely to express readiness and confidence in career decision making (Brown et al, ). The detected PC‐based mechanism of the EI–CDMSE relationship not only corresponds to the previous literature that suggests either the EI–PC relation (e.g., Poon, ) or the PC–CDMSE relation (e.g., Chung, ), but also extends the literature by empirically confirming a new integrated mediation process.…”

Assessing the contagion effect on herding behaviour under segmented and integrated stock markets circumstances in the USA, China, and ASEAN-5

“…Pro-activity is important for the career success (Seibert, Crant and Kraimer 1999). Proactive personality gives effective contribution and commitment to their respective career (Vandenberghe and Basak 2013). Professional commitment refers as strong feelings of one's loyalty towards the profession to which individual work for.…”

Aşçıların Meslek Uyumu ve Meslek Algısı Düzeyleri Üzerine Bir Araştırma

“…Yapılan araştırmalarda birey-meslek uyumu düzeyi yüksek kişilerin, mesleklerini devam ettirme eğilimlerinin, birey-meslek uyum düzeyleri düşük olan kimselerin ise, meslek değiştirme eğilimlerinin daha yüksek olduğu ortaya çıkmıştır (Donohue, 2006). Gothard (2001), Mesleğin icrası için gerekli bilgi ve beceri düzeyi ile bireyin nitelikleri arasında uyum olması durumunda, birey olumlu meslek algısına sahip olacak ve mesleğinde uzun süre çalışma motivasyonuna kavuşacağını ifade ederken, Carless, (2005) ve Vandenberghe ve Ok, (2013) birey meslek uyumu düzeyi mesleki tatmin ve bağlılık düzeyine olumlu yönde etki etmekte olduğundan söz etmektedir.…”