Reconceptualizing Workplace Commitment to Redress a Stretched Construct: Revisiting Assumptions and Removing Confounds

Klein, Howard J.; Molloy, Janice C.; Brinsfield, Chad T.

doi:10.5465/amr.2010.0018

Cited by 254 publications

(517 citation statements)

References 127 publications

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“…Commitment is associated with persistence (Klein, Molloy, and Brinsfield 2012), and may therefore lead students who have the most ambitious goals to persist with these challenges. Given the strength of the associations between goal commitment and the proactive career behaviours, we argue that it is important for university careers advisers and personal tutors to encourage career goal commitment in students.…”

Section: Discussionmentioning

confidence: 99%

“…Goal commitment is often included as a moderator of the relationship between goalsetting and goal performance (Klein, Cooper, and Monahan 2013). Commitment is associated with persistence (Klein, Molloy, and Brinsfield 2012) and therefore higher levels of goal commitment are likely to increase persistence with challenging goals. However, previous literature does not tell us whether students' career goal commitment actually enhances the effects of a mastery approach orientation on student engagement with proactive career behaviours.…”

Section: Goal-setting Theorymentioning

confidence: 99%

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Understanding students’ motivation towards proactive career behaviours through goal-setting theory and the job demands–resources model

Clements

Kamau

2017

Studies in Higher Education

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To cite this article: Andrew James Clements & Caroline Kamau (2017): Understanding students' motivation towards proactive career behaviours through goal-setting theory and the job demands-resources model, Studies in Higher Education The graduate labour market is highly competitive but little is known about why students vary in their development of employability. This study contributes to the literature by applying goal-setting theory and the job demands-resources model to investigate how motivational processes influence students' proactive career behaviours. We tested four hypotheses using structural equation modelling and moderation/ mediation analysis using a nested model approach; 432 undergraduates from 21 UK universities participated in this cross-sectional study. The results showed that students higher in mastery approach had greater perceived employability mediated by two proactive career behaviours (skill development and network building). Students' career goal commitment was associated with all four proactive career behaviours (career planning, skill development, career consultation and network building). Students' academic and employment workloads did not negatively impact their proactive career behaviours. University tutors and career services should therefore encourage students to set challenging career goals that reflect mastery approach.

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Section: Discussionmentioning

confidence: 99%

Section: Goal-setting Theorymentioning

confidence: 99%

Understanding students’ motivation towards proactive career behaviours through goal-setting theory and the job demands–resources model

Clements

Kamau

2017

Studies in Higher Education

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“…As the context of work is changing it is important that we continue to study how workers' attachments or bonds with work develop. In this paper, we acknowledge the variety of workplace bonds that workers can develop, such as acquiescence, instrumental, commitment, and identification (Klein, Molloy, & Brinsfield, 2012). In light of these developments, in this position paper we ask ourselves how the changing world of work should impact the way we do research on workplace commitment.…”

Section: Introductionmentioning

confidence: 99%

The future of workplace commitment: key questions and directions

Rossenberg

Klein

Asplund

et al. 2018

European Journal of Work and Organizational Psychology

Self Cite

101

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This position paper presents the state-of-the art of the field of workplace commitment. Yet, for workplace commitment to stay relevant, it is necessary to look beyond current practice and to extrapolate trends to envision what will be needed in future research. Therefore, the aim of this paper is twofold, first, to consolidate our current understanding of workplace commitment in contemporary work settings and, second, to look into the future by identifying and discussing avenues for future research. Representative of the changing nature of work, we explicitly conceptualize workplace commitment in reference to (A) "Temporary work", and (B) "Cross-boundary work". Progressing from these two themes, conceptual, theoretical and methodological advances of the field are discussed. The result is the identification of 10 key paths of research to pursues, a shared agenda for the most promising and needed directions for future research and recommendations for how these will translate into practice. ARTICLE HISTORY

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“…Organizational commitment could be regarded as employees' intention to stay in the enterprises as well as a kind of work attitudes towards organizational loyalty [17] [18]. It could be a kind of employees' organizational attachment where compliance, identification, and internalization were utilized for defining organizational commitment [19]. When employees reduce the loyalty or appear mistrust and disidentification, the organizational commitment is reduced that they are likely to present dissatisfaction and increase the turnover intention.…”

Section: Job Security Organizational Commitment and Turnover Intensionmentioning

confidence: 99%

An Empirical Research of Supervisor-subordinate Guanxi in Enterprises

Wu¹,

Xu²

2017

Proceedings of the 2017 International Conference on Organizational Innovation (ICOI 2017)

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Abstract-The factors in turnover might be an organization not being able to provide satisfactory working environment for employees and the work identity of employees. Supervisorsubordinate guanxi is especially emphasized in Chinese enterprises, and such guanxi culture is the maxim in Chinese societies. The results the moderation of supervisor-subordinate guanxi, ones with better supervisor-subordinate guanxi present lower turnover intention than those with worse supervisorsubordinate guanxi.

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Reconceptualizing Workplace Commitment to Redress a Stretched Construct: Revisiting Assumptions and Removing Confounds

Cited by 254 publications

References 127 publications

Understanding students’ motivation towards proactive career behaviours through goal-setting theory and the job demands–resources model

Understanding students’ motivation towards proactive career behaviours through goal-setting theory and the job demands–resources model

The future of workplace commitment: key questions and directions

An Empirical Research of Supervisor-subordinate Guanxi in Enterprises

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