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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：140  下載：24 
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    • 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.

    ABSTRACT I TABLE OF CONTENTS III LIST OF TABLES V LIST OF FIGURES VII CHAPTER I. INTRODUCTION 1 Background of the Study 1 Statement of the Problem 3 Purposes of the Study 4 Questions of the Study 5 Significance of the Study 5 Delimitations 7 Definition of Terms 7 CHAPTER II. LITERATURE REVIEW 11 Career Path 11 Career Management Satisfaction 23 Career Commitment 27 Organizational Commitment 37 CHAPTER III. METHODOLOGY 43 Research Framework 43 Research Hypotheses 44 Research Method 44 Sampling 45 Data Collection 46 Instrumentation 48 Data Analysis 54 Research Procedure 55 CHAPTER IV. FINDINGS AND DISCUSSIONS 57 General Characteristics of the Sample 57 Differences between Demographic Groups on CC, OC and CMS 59 Differences between Career Path Patterns on Career Commitment 64 Correlation Analysis of Variables 68 Cause-effect Relationship between Variables 71 Canonical Correlation 74 Results for Hypotheses Test 77 CHAPTER V. CONCLUSIONS AND RECOMMENDATIONS 81 Conclusions 81 Recommendations 87 Limitations 91 REFERENCES 93 APPENDIX A. INSTRUMENT (ENGLISH) 99 APPENDIX B. INSTRUMENT (SPANISH) 103 APPENDIX C. INVITATION LETTER 107 LIST OF TABLES Table 2.1 Summary of Definitions: Career 11 Table 2.2 Summary of Definitions: Career Path 13 Table 2.3 Four Career Concepts: Key Features and Motives 15 Table 2.4 Career Path Domains 20 Table 2.5 Summary of Definitions: Career Commitment 28 Table 3.1 Summary of Sample of the Study 45 Table 3.2 Summary of Factor Analysis on CMS Scale 50 Table 3.3 Career Commitment Measure (CCM) 12 Item Scale 51 Table 3.4 Organizational Commitment Measure 18 Item Scale 52 Table 3.5 Reliability of Scale 54 Table 4.1 Demographic Characteristics of Sample 58 Table 4.2 One-way ANOVA Analysis on Career Commitment 61 Table 4.3 One-way ANOVA Analysis on Organizational Commitment 62 Table 4.4 One-way ANOVA Analysis on Career Management Satisfaction 63 Table 4.5 Descriptive Analysis on Career Path 65 Table 4.6 Intention to Work Fulltime in the Type of Job or Career Field 65 Table 4.7 One-way ANOVA Analysis on Career Path 67 Table 4.8 Correlation of Career Commitment, Organizational Commitment and Career Management Satisfaction 70 Table 4.9 Summary of Correlation Analysis 71 Table 4.10 Regression Analysis 72 Table 4.11 Summary of Canonical Correlation 74 Table 4.12 Summary of Hypotheses Testing Results 77 Table 4.13 Summary of Descriptive Analysis– Demographics and Career Path 79 LIST OF FIGURES Figure 2.1 Global career path as intersection of three domains 19 Figure 2.2 Baruch & Peiperl Model of Organizational Career Management Practices (OCM) 26 Figure 3.1 Research framework 43 Figure 3.2 Research procedure 56 Figure 4.1 Canonical Correlations CMS and CC 75 Figure 4.2 Canonical Correlations CC and OC 76

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