Ease of movement and sector affiliation as moderators of the organizational and career commitment

Purpose - The paper's aim is to examine how the relationships between career commitment, organizational commitment and intentions to leave, an indicator of worker well-being, were moderated by ease of movement and sector affiliation.Design methodology approach - The sample consisted of 340 know...

Full description

Saved in:
Bibliographic Details
Published in:International journal of manpower 2012-10, Vol.33 (7), p.822-839
Main Authors: Koslowsky, Meni, Weisberg, Jacob, Yaniv, Eyal, Zaitman-Speiser, Idit
Format: Article
Language:English
Subjects:
Behavior
Careers
Employee turnover
Employers
Employment
Hypotheses
Investigations
Knowledge
Studies
Work environment
Workers
Citations: Items that cite this one
Online Access:Get full text
Tags: Add Tag
No Tags, Be the first to tag this record!
Description
Summary:Purpose - The paper's aim is to examine how the relationships between career commitment, organizational commitment and intentions to leave, an indicator of worker well-being, were moderated by ease of movement and sector affiliation.Design methodology approach - The sample consisted of 340 knowledge workers (107 low-tech, 233 high-tech), that anonymously filled in a structured questionnaire, that included measures of organizational commitment, career commitment, perceived ease of movement, sector affiliation and intention to leave.Findings - Analysis of the questionnaires showed that organizational commitment, unlike career commitment, is related to intentions to leave regardless of other personal or structural considerations. By contrast, ease of movement and sector affiliation moderated the relationship between career commitment and intentions to leave.Practical implications - Understanding the differences between career commitment and organizational commitment, employers, especially in the high-tech sector, should advance employees' organizational commitment.Originality value - The intention to leave one's present place of work is a widespread phenomenon, particularly among knowledge workers. Although organizational commitment as an antecedent variable appears in many turnover intention models, career commitment has been investigated much less frequently. The current study attempts to fill this gap.
ISSN:0143-7720
1758-6577
DOI:10.1108/01437721211268348