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Journal articles on the topic 'Commitment to the career'

Author: Grafiati

Published: 4 June 2021

Last updated: 3 February 2022

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1

Colarelli, Stephen M., and Ronald C. Bishop. "Career Commitment." Group & Organization Studies 15, no. 2 (1990): 158–76. http://dx.doi.org/10.1177/105960119001500203.

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2

Jung, Suk and 홍아정. "Structural relationship between career plateau, career commitment and organization commitment." Korean Journal of Human Resource Development Quarterly 19, no. 1 (2017): 129–57. http://dx.doi.org/10.18211/kjhrdq.2017.19.1.005.

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Ingarianti, Tri Muji. "FAKTOR-FAKTOR YANG MEMPENGARUHI KOMITMEN KARIER." Jurnal Ilmiah Psikologi Terapan 5, no. 2 (2017): 202. http://dx.doi.org/10.22219/jipt.v5i2.4935.

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Komitmen karier adalah sikap yang ditunjukkan individu dalam mencapai tujuan karier. Penelitian ini bertujuan untuk mengkaji hasil-hasil penelitian (literature review) mengenai faktor-faktor yang mempengaruhi komitmen karier pada individu. Penelusuran literatur dilakukan pada database elektronik SAGE Journals, ProQuest, dan Science Direct dengan menggunakan kata kunci “career commitment”. Hasil penelusuran menunjukkan bahwa komitmen karier dipengaruhi oleh faktor internal dan eksternal. Faktor internal yang mempengaruhi komitmen karier terdiri dari komitmen organisasi, keterlibatan kerja, kepu

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Cai, Huiru, Anna Carmella G. Ocampo, Simon Lloyd D. Restubog, Kohyar Kiazad, Catherine Midel Deen, and Min Li. "Career Commitment in STEM." Journal of Career Assessment 26, no. 2 (2017): 359–76. http://dx.doi.org/10.1177/1069072717695586.

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In this article, we draw insights from the employee–organization framework to test a model linking offered inducements and expected contributions to career commitment through organizational commitment. Data were collected from 396 full-time chemists and laboratory specialists who work in a large health-care organization in China. Results revealed that organizational commitment mediated the relationships between employee–organization framework (i.e., offered inducements and expected contributions) and career commitment. Moderated mediation analyses further revealed that the conditional indirect

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5

Gardner, Diane L. "Career commitment in nursing." Journal of Professional Nursing 8, no. 3 (1992): 155–60. http://dx.doi.org/10.1016/8755-7223(92)90025-t.

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Pahi, Munwar Hussain. "Career Success, Career Commitment and Organizational Support: Empirical Evidence from the Banking Sector." Revista Gestão Inovação e Tecnologias 11, no. 3 (2021): 395–408. http://dx.doi.org/10.47059/revistageintec.v11i3.1946.

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Lakshmi, Putu Aninditha Veera, and Sumaryono Sumaryono. "Kesuksesan Karier Ditinjau dari Persepsi Pengembangan Karier dan Komitmen Karier pada Pekerja Milenial." Gadjah Mada Journal of Psychology (GamaJoP) 4, no. 1 (2019): 57. http://dx.doi.org/10.22146/gamajop.45782.

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The hospitality industry is one of the fastest growing service industries with the majority of employees are millennial workers. Millennial workers concerned to successful of their career so that they are willing to leave one organization to another to realize career success. Based on that, it is important for organization to help realize employee career success through career development. Moreover, career success can also be realized by the commitment of employees to their careers. This research is a quantitative with multiple regression analysis, which aims to determine career success review

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Oliveira, Lucília Cardoso, Miguel Pereira Lopes, and Sónia Gonçalves. "Career profiles: Career entrenchment or adaptation to change?" Análise Psicológica 38, no. 2 (2020): 211–27. http://dx.doi.org/10.14417/ap.1765.

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The rapid development of societies and the transformation of labour markets and organizationsrequires more dynamic careers nowadays. Thus, based on the career profiles described by Carson,Carson, Phillips and Roe (1996) and the association of career entrenchment and career satisfaction,we identified in this study, which career profiles currently exist. The cross-reference of data, withorganizational commitment, career commitment and turnover intention, allowed to characterize eachprofile and the factors that weigh on the decision to stay or change career, keeping or not a positiveattitude. We

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9

Somers, Mark, and Dee Birnbaum. "Exploring the Relationship between Commitment Profiles and Work Attitudes, Employee Withdrawal, and Job Performance." Public Personnel Management 29, no. 3 (2000): 353–66. http://dx.doi.org/10.1177/009102600002900305.

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Four commitment profiles, based on levels of commitment to the organization and the career, were used to explore the relationship between distinct patterns of commitment and work-related outcomes with a sample of professional hospital employees. As two distinct forms of organizational commitment have been identified affective and continuance commitment separate profiles were constructed for each type of organizational commitment in conjunction with career commitment. Results for profiles based on affective commitment were consistent with prior research findings, in that employees committed to

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10

Weer, Christy H., and Jeffrey H. Greenhaus. "Managers’ Assessments of Employees’ Organizational Career Growth Opportunities: The Role of Extra-Role Performance, Work Engagement, and Perceived Organizational Commitment." Journal of Career Development 47, no. 3 (2017): 280–95. http://dx.doi.org/10.1177/0894845317714892.

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This study examined the role of perceived organizational commitment on managers’ assessments of employees’ career growth opportunities. Based on a paired sample of 161 legal secretaries and their managers, results indicated that managers used the attitudes and behaviors displayed by employees (strong extra-role performance and enhanced work engagement) as cues from which to base their perceptions of employees’ affective commitment to the organization. In turn, employees perceived as highly committed to the organization experienced enhanced content and structural career growth opportunities. Mo

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11

Kim, Minseo, and Terry A. Beehr. "Directing our own careers, but getting help from empowering leaders." Career Development International 22, no. 3 (2017): 300–317. http://dx.doi.org/10.1108/cdi-11-2016-0202.

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Purpose The purpose of this paper is to examine the potential effects of empowering leadership on followers’ subjective career success through psychological empowerment, protean career orientation, and career commitment. Design/methodology/approach Full-time employees working in the USA were recruited through Amazon’s Mechanical Turk. Participants answered surveys at three separate points over a six-week period (n=261). Structural equation modeling and bootstrapping were used to verify the indirect effect of empowering leadership on career satisfaction controlling for common method variance an

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Pathardikar, Avinash D., Sangeeta Sahu, and Neeraj Kumar Jaiswal. "Assessing organizational ethics and career satisfaction through career commitment." South Asian Journal of Global Business Research 5, no. 1 (2016): 104–24. http://dx.doi.org/10.1108/sajgbr-02-2015-0017.

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Purpose – The purpose of this paper is to investigate the relationship between an employee’s beliefs about organizational ethics, career commitment (CC), affective commitment (AC) and career satisfaction (CS). The model expands the earlier work commitment models with CS as the outcome variable. Design/methodology/approach – Subjects were drawn from a 2014 survey of frontline and middle level executives from the insurance sector in India using a structured questionnaire from six Indian insurance companies, 252 were analyzed with structural equation modeling. Findings – The results indicate that

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Gaither, Caroline A., and Holly L. Mason. "Pharmacists and Career Commitment, Career Withdrawal Intention, and Career Change." Journal of Pharmaceutical Marketing & Management 8, no. 1 (1994): 187–205. http://dx.doi.org/10.3109/j058v08n01_11.

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Gaither, Caroline. "Pharmacists and Career Commitment, Career Withdrawal Intention, and Career Change." Journal of Pharmaceutical Marketing & Management 8, no. 1 (1994): 187–205. http://dx.doi.org/10.1300/j058v08n01_11.

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15

Najib, Hast Haval M., and Abdulqadir Aljanabi. "The Mediation Role of Career Adaptability between Career Commitment and Career Motivation: An Empirical Investigation." Information Management and Business Review 12, no. 1(I) (2020): 27–40. http://dx.doi.org/10.22610/imbr.v12i1(i).3033.

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This study investigates the nexus between career commitment, adaptability and motivation, and the mediation role of career adaptability on the relationships between career commitment and motivation. Data were collected randomly from marketers working in the telecommunication sector in the Kurdistan region of Iraq through online questionnaires. There were 121 out of 285 forms received and analyzed using the structural equation modeling approach. The findings indicate that both career commitment and adaptability have direct effects on career motivation. Furthermore, a mediation effect of career

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Arora, Ridhi, and Santosh Rangnekar. "Linking the Big Five personality factors and career commitment dimensions." Journal of Management Development 35, no. 9 (2016): 1134–48. http://dx.doi.org/10.1108/jmd-10-2015-0142.

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Purpose The purpose of this paper is to investigate the relationship of the Big Five personality factors (extraversion, conscientiousness, agreeableness, emotional stability, and intellect/openness to experience) with career commitment measured in terms of three factors as career identity, career resilience, and career planning. Design/methodology/approach The study included 363 managers from public and private sector organizations in North India. Findings The authors found that in the Indian context, openness to experience/intellect is the Big Five personality dimension that acts as the signi

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Healy, Geraldine. "Structuring Commitments in Interrupted Careers: Career Breaks, Commitment and the Life Cycle in Teaching." Gender, Work & Organization 6, no. 4 (1999): 185–201. http://dx.doi.org/10.1111/1468-0432.00082.

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18

Jans, N. A. "Organizational commitment, career factors and career/life stage." Journal of Organizational Behavior 10, no. 3 (1989): 247–66. http://dx.doi.org/10.1002/job.4030100305.

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Baihaqi, Iqbal Baihaqi, and Rudi Suryo Kristanto. "PENGARUH NILAI KERJA, KECERDASAN EMOSIONAL DAN WORK LIFE BALANCE TERHADAP KOMITMEN KARIR (STUDI KASUS PADA GENERASI Y KOTA SEMARANG)." ECONBANK: Journal of Economics and Banking 2, no. 2 (2020): 109–20. http://dx.doi.org/10.35829/econbank.v2i2.104.

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The phenomenon that occurs in the field states that almost half the workers surveyed to reach 49% of people say workers have changed their careers or fields of work drastically, it is certainly interesting to do research. This study aims to determine the effect of work value, emotional intelligence, and work life balance on career commitment. The population in this study is the Y generation in the city of Semarang. Non-probability sampling techniques are used to determine the research sample and data collection is done through the distribution of questionnaires to 150 respondents. In this stud

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Jones, Malena. "Career Commitment of Nurse Faculty." Research and Theory for Nursing Practice 31, no. 4 (2017): 364–78. http://dx.doi.org/10.1891/1541-6577.31.4.364.

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Background: A nurse faculty shortage exists, and it is predicted to continue in the United States (American Association of Colleges of Nursing [AACN], 2016). Several factors that have been identified as contributing to this shortage include aging faculty, lack of doctoral-prepared faculty, and the economic cost of pursuing an academic career (AACN, 2016). However, there is a need to explore subtle factors. This study was conducted to examine the interaction of career commitment to education, faculty satisfaction, and teacher efficacy on developing qualified and retaining committed faculty. Pur

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21

Womack, Anna, Melanie E. Leuty, Emily Bullock-Yowell, and Jon T. Mandracchia. "Understanding Commitment." Journal of Career Development 45, no. 2 (2016): 166–82. http://dx.doi.org/10.1177/0894845316676904.

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Various factors have shown to relate to different forms of career commitment (i.e., affective, continuance, and normative commitment). Commitment has been associated with intent to remain within a profession or organization, suggesting that commitment is an important component of career retention. Correspondingly, commitment to one’s academic major may also provide information about university retention. The current study examined fit (e.g., objective and subjective), attitudes (e.g., organizational commitment, satisfaction, involvement, and intention to quit), and demographic (e.g., semesters

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22

Afsar, Bilal, Asad Shahjehan, Sadia Cheema, and Farheen Javed. "The Effect of Perceiving a Calling on Pakistani Nurses’ Organizational Commitment, Organizational Citizenship Behavior, and Job Stress." Journal of Transcultural Nursing 29, no. 6 (2018): 540–47. http://dx.doi.org/10.1177/1043659618761531.

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Introduction. People differ considerably in the way in which they express and experience their nursing careers. The positive effects associated with having a calling may differ substantially based on individuals’ abilities to live out their callings. In a working world where many individuals have little to no choice in their type of employment and thus are unable to live out a calling even if they have one, the current study examined how perceiving a calling and living a calling interacted to predict organizational commitment, organizational citizenship behavior, and job stress with career com

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23

Holms, Valerie L., and Lillian M. Esses. "Factors Influencing Canadian High School Girls' Career Motivation." Psychology of Women Quarterly 12, no. 3 (1988): 313–28. http://dx.doi.org/10.1111/j.1471-6402.1988.tb00946.x.

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The need to prepare adolescent girls for the reality of labor market participation prompted this study investigating the factors influencing female career motivation. Questionnaires were completed by 317 female students from grades 8, 10, and 12. Four criterion variables were used to assess overall career motivation: career commitment, occupational aspirations, educational aspirations, and vocational certainty. The relationship between the criterion measures and a set of predictor variables (socioeconomic status, school marks, grade level, masculine/feminine trait dimensions, attitudes toward

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Carson, Kerry David, and Paula Phillips Carson. "Career Commitment, Competencies, and Citizenship." Journal of Career Assessment 6, no. 2 (1998): 195–208. http://dx.doi.org/10.1177/106907279800600206.

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Chisholm, Marie A., and Lamar Pritchard. "Career Commitment of Pharmacy Students." Journal of Pharmacy Teaching 7, no. 1 (1999): 3–16. http://dx.doi.org/10.1300/j060v07n01_02.

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McQuarrie, Fiona A. E. "Work careers and serious leisure: The effects of non‐work commitment on career commitment." Leisure/Loisir 24, no. 1-2 (1999): 115–38. http://dx.doi.org/10.1080/14927713.1999.9651261.

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Ingarianti, Tri Muji, Fajrianthi Fajrianthi, and Urip Purwono. "ADAPTASI ALAT UKUR KOMITMEN KARIER." Jurnal Psikologi 18, no. 2 (2019): 199. http://dx.doi.org/10.14710/jp.18.2.199-217.

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Career commitment is a motivation, attitude, and behavior shown by individuals in a profession to live and survive in the chosen career role. Career commitment has three dimensions, namely career identity (career identity), career planning, and career resilience. Career Commitment Measure (CCM) is an instrument measuring career commitment which has been used widely across countries. To use the instrument in different culture, the adaptation process is necessary so that the adapted instrument becomes valid and reliable. However, there is still little detailed information related to research tha

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Najam, Usama, Umar Burki, and Wajiha Khalid. "Does Work-Life Balance Moderate the Relationship between Career Commitment and Career Success? Evidence from an Emerging Asian Economy." Administrative Sciences 10, no. 4 (2020): 82. http://dx.doi.org/10.3390/admsci10040082.

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This study examines the relationship between career commitment and employee career success (objective and subjective success) in middle-level employees working in the service sector. Further, the study investigates the moderating effect of work-life balance on the relationship between career commitment and career success. By analyzing data from 360 middle level working employees, our empirical results show that career commitment has a positive and significant effect on the objective and subjective career success of employees. Work-life balance positively moderates the relationship between care

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Ismail, Azman, Nurrul Hayati Adnan, Wan Aishah Wan Mohd Nowalid, Nurhafizah Mohd Sukor, and Asmuni Ab Ghani. "Association between Career Program, Support for Career Development and Commitment with Career Choice." International Letters of Social and Humanistic Sciences 41 (September 2014): 102–12. http://dx.doi.org/10.18052/www.scipress.com/ilshs.41.102.

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This study assesses the association between career program, support for career development and commitment with career choice. Self-report questionnaires were used to collect data from university staff. The SmartPLS path model analysis was employed to test the research hypotheses and outcomes of this test confirmed that linking career program to support for career development has been an important antecedent of commitment with career choice in the studied organization. Discussion on the findings, implications and conclusion of the study are elaborated.

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Omar, Safiah, and Farzana Parveen Tajudeen. "The Influence of Career Adaptability and Career Commitment to Minimize Intention to Leave Among ICT Professionals." International Journal of Human Capital and Information Technology Professionals 11, no. 2 (2020): 23–38. http://dx.doi.org/10.4018/ijhcitp.2020040102.

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This research measures career adaptability among Malaysian ICT professionals using career adapt-abilities scale (CAAS). Career adaptability were analyzed for direct relationships with career commitment and intention to leave. Career commitment was also tested as mediator between career adaptability and intention to leave. Samples consist of 393 ICT professionals and data was analyzed using structural equation modeling (SEM). The results showed that career adaptability has positive influence on career commitment and negative influence on intention to leave. Career commitment was negatively rela

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Park, InJo, and Juil Rie. "The influences of career future time perspective on job attitudes and career behaviors." Korean Journal of Industrial and Organizational Psychology 28, no. 3 (2015): 385–410. http://dx.doi.org/10.24230/kjiop.v28i3.385-410.

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This study investigated the impacts of career future time perspective on occupational self-efficacy, organizational commitment, career commitment, turnover intention, and career development. Data was collected from full-time employees (N = 400) working at various private companies through online survey. The results from path model showed that career future time perspective influenced occupational self-efficacy, organizational commitment, career commitment, turnover intention, and career development. Additionally, the results from multi-group analysis indicated that the path from career future

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32

Ayodele, Timothy Oluwafemi, Benjamin Gbolahan Ekemode, Sunday Oladokun, and Kahilu Kajimo-Shakantu. "The nexus between demographic correlates, career and organizational commitment: the case of real estate employees in Nigeria." Journal of Facilities Management 18, no. 5 (2020): 521–45. http://dx.doi.org/10.1108/jfm-07-2020-0047.

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Purpose This study aims to investigate the influence of socioeconomic characteristics as well as organisational profile as predictors of the organisational and career commitments of real estate employees in the employment of private estate surveying and valuation firms. Design/methodology/approach A total of 333 closed-ended questionnaires were administered on estate surveyors and valuers practicing in private real estate firms in Lagos State, Nigeria, out of which 124 (37.2%) were retrieved and found suitable for analysis. The data were analysed using frequencies, percentage, mean rating, one

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Sharma, Sakshi. "Extrinsic Rewards, Occupational Commitment, Career Entrenchment and Career Satisfaction of Dentists." Asia Pacific Journal of Health Management 14, no. 1 (2019): 45. http://dx.doi.org/10.24083/apjhm.v14i1.221.

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Information concerning occupational commitment and career satisfaction of dentists in India is incomplete. Satisfaction of dentists with their profession and commitment towards the profession are important determinants of the future of the dental profession. Therefore, the present study examined the relationship between extrinsic rewards and career entrenchment and occupational commitment of dentists. The study also measured the effect of career entrenchment and occupational commitment on career satisfaction of dentists. Data were collected from 85 dentists of two private dental hospitals of U

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Suutari, Vesa. "Global managers: career orientation, career tracks, life‐style implications and career commitment." Journal of Managerial Psychology 18, no. 3 (2003): 185–207. http://dx.doi.org/10.1108/02683940310465225.

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35

Mahendra, Vitus Putut Surya. "PENGARUH KOMITMEN KARIR DAN MOTIVASI KARIR TERHADAP KESUKSESAN KARIR SUBJEKTIF KARYAWAN PADA PT BANK BTN BEKASI." Jurnal Manajemen 14, no. 2 (2017): 170–80. http://dx.doi.org/10.25170/jm.v14i2.787.

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This research was conducted in order to determine whether the effect of commitmen career and career motivation towards Subjective career success of employees Bank Tabungan Negara Tbk. Sampling method used is convenience sampling. This study took a sample of 60 employees of the State Savings Bank Tbk. Methods of data analysis used in this research is multiple regression analysis. The results of data processing using SPSS 22. The research found that career commitment and career motivation have significant effect on subjective career success.

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36

Ried, L. Douglas, Richard E. Johnson, and Nan Robertson. "Factors Associated with Pharmacists' Career Commitment." Journal of Pharmaceutical Marketing & Management 5, no. 1 (1990): 45–67. http://dx.doi.org/10.3109/j058v05n01_04.

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PREISS, J. J., and E. C. LONG. "Student Attitudes Toward Early Career Commitment." Medical Education 4, no. 1 (2009): 9–12. http://dx.doi.org/10.1111/j.1365-2923.1970.tb01800.x.

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Kupferberg, Feiwel. "Humanistic entrepreneurship and entrepreneurial career commitment." Entrepreneurship & Regional Development 10, no. 3 (1998): 171–88. http://dx.doi.org/10.1080/08985629800000010.

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Ried, L. "Factors Associated with Pharmacists' Career Commitment." Journal of Pharmaceutical Marketing & Management 5, no. 1 (1990): 45–67. http://dx.doi.org/10.1300/j058v05n01_04.

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Briscoe, Jon P., and Lisa M. Finkelstein. "The “new career” and organizational commitment." Career Development International 14, no. 3 (2009): 242–60. http://dx.doi.org/10.1108/13620430910966424.

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Aryee, Samuel, and Kevin Tan. "Antecedents and outcomes of career commitment." Journal of Vocational Behavior 40, no. 3 (1992): 288–305. http://dx.doi.org/10.1016/0001-8791(92)90052-2.

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Budjanovcanin, Alexandra, Ricardo Rodrigues, and David Guest. "A career with a heart: exploring occupational regret." Journal of Managerial Psychology 34, no. 3 (2019): 156–69. http://dx.doi.org/10.1108/jmp-02-2018-0105.

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Purpose The purpose of this paper is to explore the concept of career regret. It examines processes that give rise to it including social comparison, social influences on career choice and career satisfaction and explores its association with occupational commitment and intention to quit the profession. Design/methodology/approach Hypotheses were tested among 559 British cardiac physiologists, using an online survey and structural equation modelling. Findings Research propositions were supported; social influences and social comparison are both associated with career regret. Direct and indirec

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강종수 and 류기형. "The Determinants of Social Worker's Career Commitment and the Effect of Career Commitment on Job Attiude." Korean Journal of Social Welfare 59, no. 3 (2007): 201–28. http://dx.doi.org/10.20970/kasw.2007.59.3.009.

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Tladinyane, Rebecca. "The psychological career resources and organizational commitment foci of South African workforce." Problems and Perspectives in Management 14, no. 1 (2016): 168–75. http://dx.doi.org/10.21511/ppm.14(1-1).2016.04.

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One of most critical issues facing organizations today is how to retain employees they want to keep. The study examines the relationship dynamics between employees’ psychological career resources (measured by the Psychological Career Resources Inventory) and their organizational commitment foci (measured by the Organization-Related Commitment Scale). A quantitative survey is conducted involving a non-probability purposive sample of predominantly black females employed at managerial and staff levels (N = 318) in the field of industrial and organizational psychology. The findings provide valuabl

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Ok, Afife Basak, and Christian Vandenberghe. "Organizational and career-oriented commitment and employee development behaviors." Journal of Managerial Psychology 31, no. 5 (2016): 930–45. http://dx.doi.org/10.1108/jmp-04-2015-0157.

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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 f

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Poon, June M. L. "Career commitment and career success: moderating role of emotion perception." Career Development International 9, no. 4 (2004): 374–90. http://dx.doi.org/10.1108/13620430410544337.

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Ballout, Hassan I. "Career commitment and career success: moderating role of self‐efficacy." Career Development International 14, no. 7 (2009): 655–70. http://dx.doi.org/10.1108/13620430911005708.

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48

Xu, Guangyi, Zhen Li, and Hongli Wang. "Supervisory Career Support and Workplace Wellbeing in Chinese Healthcare Workers: The Mediating Role of Career Commitment and the Moderating Role of Future Work Self-Salience." Sustainability 13, no. 10 (2021): 5572. http://dx.doi.org/10.3390/su13105572.

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In the context of the sustainability goals of organizations, there is a dilemma regarding enhancing healthcare workers’ career commitment and wellbeing, especially during the COVID-19 crisis. This study focuses on the underlying mechanism in the relationship between supervisory career support and employee wellbeing. Drawing upon the career motivation perspective, we investigate the mediating role of career commitment and moderating effect of future work self-salience (FWSS) in this relationship. Two-wave data were collected from a sample of 213 full-time healthcare workers from three public ho

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Mudaim, Mudaim. "ROLE PERCEPTION OF CAREER DEVELOPMENT AND SUPPORT ORGANIZATION TO ORGANIZATION COMMITMENT (RESEARCH NURSE ON HEALTH SERVICES AGENCY REGIONAL HOSPITAL "MARDI WALUYO" BLITAR EAST JAVA)." GUIDENA: Jurnal Ilmu Pendidikan, Psikologi, Bimbingan dan Konseling 4, no. 1 (2014): 1. http://dx.doi.org/10.24127/gdn.v4i1.363.

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This research was aimed at examining the role of perception of career development and organizational support on the organizational commitment. This study involved seventy nurses of Badan Pelayanan Kesehatan Rumah Sakit Daerah “Mardi Waluyo” Blitar as the subjects of the research. The research data were collected using three scales, that are, scale of perception of career development, organizational support, and organizational commitment. The hypothesis was that the organizational commitment could be predicted from the perception of career development and organizational support. The data were a

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Park, In-Jo, and Heajung Jung. "Relationships Among Future Time Perspective, Career and Organizational Commitment, Occupational Self-efficacy, and Turnover Intention." Social Behavior and Personality: an international journal 43, no. 9 (2015): 1547–61. http://dx.doi.org/10.2224/sbp.2015.43.9.1547.

Full text

Abstract:

We examined how future time perspective (FTP) is related to the career-related variables of occupational self-efficacy, career commitment, and organizational commitment, and how it indirectly influences turnover intention. Full-time employees (N = 555) in a wide range of industries participated in this research. We used structural equation modeling and the biased-corrected bootstrapping method of testing for mediation to analyze the data. Results showed that FTP had a direct effect on occupational self-efficacy and career commitment and an indirect effect on turnover intention through the medi

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