研究生: |
Andrea Mariana Moscoso Riveros |
---|---|
論文名稱: |
The Impact of Career Path, Career Management Satisfaction and Career Commitment on Organizational Commitment |
指導教授: |
蔡錫濤
Tsai, Shir-Tau |
學位類別: |
碩士 Master |
系所名稱: |
國際人力資源發展研究所 Graduate Institute of International Human Resource Developmemt |
論文出版年: | 2011 |
畢業學年度: | 99 |
語文別: | 中文 |
論文頁數: | 108 |
中文關鍵詞: | 職涯路徑 、職涯管理滿意度 、職涯承諾 、組織承諾 |
英文關鍵詞: | Career Path, Career management satisfaction, Career Commitment, Organizational Commitment |
論文種類: | 學術論文 |
相關次數: | 點閱:176 下載:24 |
分享至: |
查詢本校圖書館目錄 查詢臺灣博碩士論文知識加值系統 勘誤回報 |
In this study, the major purpose was to explore the impact of some situational variables: demographic data, career path and career management satisfaction; on organizational commitment. The study also aimed to investigate the impact of career commitment on this relationship. Demographic data was studied to find the differences between demographic groups on the three dimensions of career commitment: identity, planning and resilience. Career path was explored to determine whether the mobility patters: movements along organizations, projects and positions; and the intention to work full time in the chosen career field; generate some differences on career commitment. This study also investigated the impact of employees‟ satisfaction towards career management satisfaction on career commitment. Finally, the study explored the impact of career commitment on the relationship between the situational variables, as independent variables, and organizational commitment, as the dependent variable.
The target of this study was the employees of private nationals or internationals companies in Bolivia. A quantitative approach was adopted. The statistical methods utilized were reliability analysis, factor analysis, descriptive analysis, independent t-test, one–way ANOVA, correlation analysis, regression analysis and canonical correlation analysis.
The results are concluded as follows: 1. Age, marital status, job position and educational degree present differences on career planning and career identity. The type of industry also affects career identity and career resilience. 2. Employees who get promoted present higher level of career commitment; and those who changed along projects might increase their organizational commitment. 3. Career management satisfaction towards practices on groups CMS-Strategies 1 and 2 predict career commitment, but CMS-Strategy 3 has a significant relation with both career and organizational commitment. 4. Career identity and career resilience predict 12.1% of organizational commitment. 5. Statistical analysis proved that some aspects of career path and employees‟ satisfaction towards organizational career management practices are significantly related to career commitment and therefore might increase organizational commitment.
Allen, N. & Meyer, J.P. (1990). The measurement and antecedents of affective, continuance and normative commitment to the organization. Journal of Occupational Psychology, 63(1), 1-18. Retrieved on May 6, 2010, from http://web.ebscohost.com/ehost.
Ballout, H.I. (2009). Career commitment and career success: moderating role of self-efficacy. Career Development International, 14(7), 655–670. Retrieved on May 10, 2010, from http://www.emeraldinsight.com/journals.htm?articleid=1826856.
Bashir, S., & Ramay, M. (2008). Determinants of organizational commitment: A study of information technology professionals in Pakistan. Journal of Behavioral and Applied Management, 9(2), 226-238. Retrieved on December 10, 2010, from http://www.ibam.com/pubs/jbam/articles/vol9/no2/JBAM_9_2_7.pdf .
Bambacas, M., & Bordia, P. (2009). Predicting different commitment components: the relative effects of how career development HRM practices are perceived. Journal of Management and Organization, 15(2), 224-240.
Baruch, Y., & Peiperl, M. (2000). Career management practices: An empirical survey and implications. Human Resource Management, 39(4), 347-366.
Baruch, Y. (2004). Transforming careers: from linear to multidirectional career paths: organizational and individual perspectives. Career Development International, 9(1), 58-73.
Bedeian, A., Keremy, E., & Pizzolato, A. (1991). Career commitment an expected utility of present job as predictors of turnover intentions and turnover behavior. Journal of Vocational Behavior, 39, 331-334.
Blau, G. (1985). The measurement and prediction of career commitment. Journal of Occupational Psychology, 58, 277-88.
Blau, G. (1989). Testing the generalizability of a career commitment measure and its impacts on employee turnover. Journal of Vocational Behavior, 35(1), 88-103.
Blau, G. (2003). Testing a four-dimensional structure of occupational commitment. Journal of Occupational and Organizational Psychology, 76. 469-88.
Blau, G., & Holladay, B. (2006). Testing the discriminant validity of a four-dimension occupational commitment measure. Journal of Occupational and Organizational Psychology, 79, 691-704.
Brooke, P., Russell, D., & Price, J. (1988). Discriminant validation of measures of job satisfaction, job involvement, and organizational commitment. Journal of Applied Psychology, 73(2), 139-145. doi:10.1037/0021-9010.73.2.139.
Brousseau, K.R., Driver, M. J., Eneroth, K., & Larsson, R. (1996). Career pandemonium: realigning organizations and individuals. Academy of Management Executive, 10(4). Retrieved on May 10, 2010, from http://www.decisiondynamics.us/global/ career_pandemonium.asp.
Cappellen, T., & Janssens, M. (2005). Career paths of global managers: Towards future research. Journal of World Business, 40, 348-360. Retrieved on October 22, 2010, from http://www.econ.kuleuven.be/ fetew/pdf_publicaties/6452.pdf.
Carden, L. (2007, May). Pathways to success for moderately defined careers: a study of relationships among prestige/autonomy, job satisfaction, career commitment, career path, training and learning, and performance as perceived by project managers. (Doctoral Dissertation). Retrieved on August 1, 2010, from http://etd.tamu.edu/bitstream/handle/ 1969.1/5817/ CARDEN-DISSERTATION.pdf?sequence=1.
Carson, K., & Carson, P. (1995). Development and construct validation of a career entrenchment measure. Journal of Occupational & Organizational Psychology, 68(4), 301-320.
Carson, K., & Bedeinan, A. (1994). Career Commitment: Construction of a measure and examination of its psychometric properties. Journal of Vocational Behavior, 44, 237-262.
Chang, E. (1999). Career commitment as a complex moderator of organizational commitment and turnover intention. Human Relations, 52(10), 1257-1278.
Cohen, A. (1999). Relationships among five forms of commitment: an empirical assessment. Journal of Organizational Behavior, 20: 285–308. doi: 10.1002/(SICI)1099-1379(199905)20:3<285::AID-JOB887>3.0.CO;2-R.
Colarelli, S. M., & Bishop, R. C. (1990). Career commitment: functions, correlates, and management. Group & Organization Studies, 15(2), 158.
Dessler, G. (2009). Fundamentals of human resources management: content, competencies, and applications (1st ed.). New Jersey, Pearson Prentice Hall.
De Vos, A., Dewettinck, K. & Buyens, D. (2009). The professional career on the right track: A study on the interaction between career self-management and career management satisfaction in explaining employee outcomes. European Journal of Work and Organizational Psychology, 18(1), 55-80. doi:10.1080/13594320801966257.
El-Sabaa, S. (2001). The skills and career path of an effective project manager. International Journal of Project Management, 19, 1-7.
Fiorito, J., Bozeman, D.P., Young, A., Meurs, J. A. (2007). Organizational commitment, human resources practices and organizational characteristics. Journal of Managerial Issues, 19 (2), 186-207.
Goulet, L.R., & Singh, P. (2002). Career commitment: A reexamination and an extension. Journal of Vocational Behavior, 61(1), 73-91. doi:10.1006/jvbe.2001.1844.
Granrose, C.S., & Portwood, J.D. (1987). Matching Individual Career Plans and Career management satisfaction. Academy of Management Journal, 30(4), 699-720.
Grzeda, M. M. (1999). Re-conceptualizing career change: a career development perspective. Career Development International, 4(6), 305-311. Retrieved on January 17, 2011, from http://www.emeraldinsight.com/journals.htm?articleid=883200&show=abstract.
Hall, D. (1971). A theoretical model of career sub-identity development in organizational settings. Organizational Behavior and Human Performance, 6, 50-76.
Heckert, T.M., Droste, H.E., Adams, P.J., Griffin, C. M., Roberts, L.L., Mueller, M.A., & Wallis, H.A. (2002). Gender differences in anticipated salary: role of salary estimates for others, job characteristics, career paths, and job inputs. Sex Roles, 47(3/4), 139-151.
Jackson, L.A., Gardner, P.D., & Sullivan, L.A. (1992). Explaining gender differences in self-pay expectations: social comparison standards and perceptions of fair pay. Journal of Applied Psychology, 77(5), 651-663.
Kidd, J. & Green, F. (2006). The careers of research scientists: Predictors of three dimensions of career commitment and intention to leave science. Personnel Review, 35(3), 229-251.
Lee, K., Carswell, J., & Allen, N. (2000). A meta-analytic review of occupational commitment: Relations with person and work-related variables. Journal of Applied Psychology, 85, 799–811. doi: 10.1037//0021-9010.85.5.799.
Lee, K., Allen, N., Meyer, J., & Rhee, K. (2001). The three-component model of organizational commitment: an application to south korea. Applied Psychology: An International Review, 50(4), 596-614. doi: 10.1111/1464-0597.00075.
London, M. (1983). Toward a theory of career motivation. Academy of Management Review, 8 (4), 620-30.
Major, B., & Konar, E. (1984). An investigation of sex differences in pay expectations and their possible causes. Academy of Management Journal, 27(4), 777-791.
Meyer, J., Allen, N., & Smith, C. (1993). Commitment to organizations and occupations: Extension and test of a three-component conceptualization. Journal of Applied Psychology, 78, 538–551.
Meyer, J.P., & Smith, C.A. (2000). HRM practices and organizational commitment: test of a mediation model. Canadian Journal of Administrative Sciences, 17(4), 319-331.
Mrayyan, M. T., & Al-Faouri, I. (2008). Predictors of career commitment and job performance of Jordanian nurses. Journal of Nursing Management, 16, 246–256.
Myrtle, R. C., Chen, D. R., Liu, C. & Fahey, D. (2008). Influences on the career commitment of health-care managers. Health Services Management Research, 21, 262–275 doi:10.1258/hsmr.2008.008008.
New Economy (2001), Ranking of the 100 biggest companies in Bolivia, Retrieved on May 3, 2010, from http://www.nuevaeconomia.com.bo/.
Non-profit Organizations and Cooperatives (n.d). National institute of statistics. Retrieved on January 24, 2011, from http://www.ine.gob.bo
Orpen, C. (1994). The Effects of Organizational and Individual Career Management on Career Success. International Journal of Manpower, 15 (1), 27–37. Retrieved on October 11, 2010, from http://www.emeraldinsight.com/journals.htm?articleid=848072&show =abstract.
Pazy. A. (1987). Sex Differences in Responsiveness to Career management satisfaction. Human Resource Management, 26(2), 243-256.
Pfeffer, J. (1982). A political perspective on careers: interests, networks, and environments. In Arthur, M.B., Hall, D.T., & Lawrence, B.S. (Eds.), Handbook of career theory (pp.380-396). New York: Cambridge University Press.
Popoola, S., & Oluwole, D. (2007). Career commitment among records management personnel in a State Civil Service in Nigeria. Records Management Journal, 17(2), 107-116. Retrieved on May 10, 2010, from http://www.emeraldinsight.com/journals.htm? articleid=1610981&show=html&.
Poon, J. M. (2004). Career commitment and career success: moderating role of emotion perception. Career Development International, 9(4/5), 374-390.
Sicherman, N., & Galor, O. (1990). A Theory of Career Mobility. Journal of Political Economy, 98(1), 169-192.
Sturges, J., Guest, D., Conway, N., & Davey, K. (2002). A longitudinal study of the relationship between career management and organizational commitment among graduates in the first ten years at work. Journal of Organizational Behavior, 23(6), 731-748.
Suutari, V. (2003). Global managers: Career orientation, career tracks, life-style implications and career commitment. Journal of Managerial Psychology, 18(3), 185-206. Retrieved on December 16, 2010, from http://www.emeraldinsight.com/journals.htm?articleid= 881542&show=abstract&.
Swinton, V. (2004). An investigation of the leadership practice of encouragement and its correlation with career commitment and career withdrawal cognitions in the Air Force Medical Service (Doctoral Dissertation). Available from ProQuest Dissertations and Theses database. (UMI Number: 3132869).
Tansky, J.W., & Cohen, D.J. (2001). The relationship between organizational support, employee development, and organizational commitment: an empirical study. Human Resource Development Quarterly, 12(3), 285-300.
Vandenberg, R.J., & Scarpello, V. (1994). A longitudinal assessment of the determinant relationship between employee commitments to the occupation and the organization, Journal of Organizational Behavior, 15(6), 535-47.
Werner, J., & DeSimore, R. (2009). Human resources development (5th ed.). South- Western, Cengage Learning.