عنوان انگلیسی مقاله:

The relationship between career growth and organizational commitment

ترجمه عنوان مقاله: رابطه بین رشد حرفه ای و تعهد سازمانی

رشته: منابع انسانی، رفتار سازمانی

سال انتشار: 2010

تعداد صفحات مقاله انگلیسی: 10 صفحه

منبع: الزویر و ساینس دایرکت

نوع فایل: pdf

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چکیده انگلیسی مقاله

Absract The relationship between career growth and organizational commitment

This research examines the relationship between employees’ career growth and organizational commitment. Career growth was conceptualized by four factors: career goal progress, professional ability development, promotion speed and remuneration growth, while organizational commitment was conceptualized using Meyer and Allen’s (1997) three component model. Survey data, collected from 961 employees in 10 cities in the People’s Republic of China, showed that the four dimensions of career growth were positively related to affective commitment, and that three of the facets were positively related to continuance and normative commitment.Only three of eighteen two way interactions among the career growth factors affected organizational commitment, suggesting that the career growth factors influence commitment in an additive rather than a multiplicative manner. Results focus on how career growth can be used to manage organizational commitment.

Keywords: Career growth, Organizational commitment, Career goal progress, Professional ability development, Promotion speed, Remuneration growth

مقدمه انگلیسی مقاله

Introduction The relationship between career growth and organizational commitment

The new economy has changed the way organizations are structured and managed (Arthur, Inkson, & Pringle, 1999). It has also modified employee–organization relationships (Coyle-Shapiro, Shore, Taylor, & Tetrick, 2004) and raised questions about how career development activities now fit into the exchange relations between employees and organizations. Gone are the days when one’s career was tied to a single organization, as career change and job mobility have become common phenomena (Rousseau, 1998). These changes have influenced both individuals and organizations. Research has shown that career growth is one of the most important factors cited by students in their job choice decision (Hu, Weng, & Yang, 2008).

Today, however, individuals seeking to gain personal career growth can do so across different organizations, if such opportunities are lacking within their current employer, making organizational commitment less salient to these individuals. Loss of such talent, on the other hand, is detrimental to organizations, so organizations strive to prevent such talent loss by developing a committed workforce.


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