Linking career mobility with corporate loyalty: How does job change relate to organizational commitment?

Job Retention Factors, Perceived Career Mobility and Organisational Commitment in the South African Financial Sector

“…Kondratuk et al (2004) suggest in this regard that affective commitment increases after a move within or between organisations. Younger Black employees were relatively more optimistic about their career intra-organisational career mobility.…”

“…Meyer and Allen (1997) hypothesise that early socialisation processes may have an impact on employee normative commitment, as there is indirect evidence that suggests that employees with a need to fulfil their obligations to others are more likely to be normatively committed. Kondratuk, Hausdorf, Korabik and Rosin (2004) propose that the relationship between career mobility and organisational commitment differs for inter-and intraorganisational mobility and is dependent on time (before or after the move). Individuals may have a high mobility history, but may not perceive current mobility opportunities due to situational factors and therefore it is important to assess an individual's perception of his or her current career mobility opportunities and the relationship of this perception with organisational commitment.…”

Late-Career Work Disengagement: The Role of Proximity to Retirement and Career Experiences

“…Although plateauing has often been found to be associated with unfavorable job outcomes (McCleese, Eby, Scharlau, & Hoffman, 2007), mobility has been found to be associated with favorable job outcomes, such as increasing levels of affective organizational commitment (Kondratuk, Hausdorf, Korabik, & Rosin, 2004). Work disengagement can be expected to be related to career experiences like position changes, promotions, and employer changes, because these experiences affect the (perceived) opportunity structure in preretirement years.…”

A study on the relationship between emotional intelligence, organizational commitment and organizational citizenship behavior

“…They reported that OCB was a powerful predictor of organizationally relevant criterion variables. Kondratuk et al (2004) evaluated the relationship between career mobility history and a recent internal or external job change on OC using Meyer and Allen (1991) three-dimensional model. In this survey, they reported that external career mobility history was negatively associated with normative commitment, but not to affective and continuance commitment.…”