Organizational Career Growth, Affective Occupational Commitment and Turnover Intentions

Autor/inn/en	Weng, Qingxiong; McElroy, James C.
Titel	Organizational Career Growth, Affective Occupational Commitment and Turnover Intentions
Quelle	In: Journal of Vocational Behavior, 80 (2012) 2, S.256-265 (10 Seiten)Infoseite zur Zeitschrift PDF als Volltext Verfügbarkeit
Sprache	englisch
Dokumenttyp	gedruckt; online; Zeitschriftenaufsatz
ISSN	0001-8791
DOI	10.1016/j.jvb.2012.01.014
Schlagwörter	Foreign Countries; Career Development; Employee Attitudes; Labor Turnover; Intention; Achievement; Compensation (Remuneration); Promotion (Occupational); Administrators; Factor Structure; Rewards; China + Suchen Sie Ihr Suchwort? Ausland; Berufsentwicklung; Arbeitnehmerinteresse; Performance; Leistung; Abfindung; Kompensation; Lohnausgleich; Aufstiegsberuf; Berufsförderung; Faktorenstruktur; Reward; Belohnung
Abstract	Survey data, collected from the People's Republic of China, were used to test Weng's (2010) four facet model of career growth and to examine its effect on occupational commitment and turnover intentions. Weng conceptualized career growth as consisting of four factors: career goal progress, professional ability development, promotion speed, and remuneration growth. Results from a sample of 396 managers failed to confirm the four factor model, showing instead the need to collapse promotion speed and remuneration growth into a single facet, rewards. The three remaining dimensions of career growth were negatively related to turnover intentions and affective occupational commitment was found to partially mediate these relationships. Results are discussed in terms of using career growth to manage turnover. (Contains 3 tables.) (As Provided).
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Erfasst von	ERIC (Education Resources Information Center), Washington, DC
Update	2017/4/10