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.     

Forgotten but not gone: An examination of fit between leader consideration and initiating structure needed and received

We examined the effects of fit between leader consideration and initiating structure needed and received on employees' work-related attitudes (i.e., trust in the supervisor, job satisfaction, and affective commitment to the organization). Consistent with predictions that derive from the person-environment fit research tradition, results from Study 1 suggested that deficient amounts of both leadership behaviors were associated with unfavorable attitudinal outcomes. However, while excess levels of consideration were associated with favorable attitudinal outcomes, excess levels of initiating structure were associated with unfavorable attitudes, and for both forms of leadership, higher levels of absolute fit were associated with more favorable outcomes. Results from Study 2 suggested that attitudes generated by the fit between leadership needed and received influence employees' organizational citizenship behavior as reported by their supervisors. The relationship between consideration needed and received and subordinates' organizational citizenship behavior relating to individuals (OCBI) and organizational citizenship behavior relating to the organization itself (OCBO) was partially mediated by employees' trust in the supervisor, while the relationship between initiating structure needed and received and OCBI was fully mediated by trust in the supervisor, and for OCBO was partially mediated. (PsycINFO Database Record (c) 2012 APA, all rights reserved).     

Moderators of the relationships between coworkers' organizational citizenship behavior and fellow employees' attitudes

The authors developed and tested the prediction that the relationship hetween coworkers' organizational citizenship behaviors (OCBs) and fellow employees' attitudes depends on the supervisors' abusiveness. Results of a longitudinal study using data collected from 173 supervised employees at 2 points in time (separated by 7 months) suggested that coworkers' OCB was positively related to fellow employees' job satisfaction and affective commitment when abusive supervision was low. However, when abusive supervision was high, coworkers' OCB was negatively related to job satisfaction and was unrelated to organizational commitment. The results of a 2nd study were consistent with the idea that the attributions employees make for their coworkers' OCB explains the moderating effect of abusive supervision on the relationship between coworkers' OCB and job satisfaction.     

Protean and boundaryless career attitudes and organizational commitment: The effects of perceived supervisor support

Despite the traditional sentiment that protean and boundaryless career attitudes indicate a decline in organizational commitment, little empirical evidence is available. The present study examined the relation of protean and boundaryless career attitudes to organizational commitment and whether the perceived supervisor support moderated these relationships. The results based on data from 380 employees demonstrate that organizational mobility preference is negatively related to all three dimensions of organizational commitment. Self-directed career management is positively related to affective and normative commitment and negatively related to continuance commitment, while values-driven career orientation is negatively related to normative commitment. Moreover, there is no significant evidence provided for a moderating effect of perceived supervisor support on the relationships between protean and boundaryless career attitudes and organizational commitment. Perceived supervisor support has only a main effect on affective and normative commitment.     

Career Commitment: A Reexamination and an Extension

Compared to the other forms of work commitment, there is a paucity of research on career commitment. In this article, the authors seek to address this relative gap in the literature by building on previous research on the correlates and antecedents of career commitment and adding “new” variables to the framework. More specifically, they investigate the effects of a few previously studied factors such as job involvement, organizational commitment, and job satisfaction, and they add two more individual factors (need for achievement and work ethic) as well as some situational variables (organizational uncertainty/fear of job loss and job fit) that, to the best of their knowledge, have not been investigated in previous research. Furthermore, they examine the effects of extra-work variables (family involvement and number of dependents) on career commitment. Finally, they control for a number of key demographic variables. The authors find considerable support for the hypotheses that job involvement, organizational commitment, and job satisfaction are positively related to career commitment and find some support for a similar effect for need for achievement and work ethic. Furthermore, as predicted, fear of losing one's job was negatively related to career commitment, whereas “job fit” was positively related. The extra-work variables did not have any significant effects on career commitment. The implications for theory and practice are discussed.     

家庭支持型主管行为对员工工作态度的影响:有调节的中介效应分析

采用问卷法调查了358名企业员工,探讨家庭支持型主管行为(FSSB)对工作满意感和离职意愿等工作态度的作用机制。结果表明:(1)FSSB对工作满意感有显著正向影响,对离职意愿有显著负向影响。(2)工作-家庭增益在FSSB与工作满意感之间起着中介作用,而工作-家庭冲突的中介作用不显著;工作-家庭增益与冲突在FSSB与离职意愿之间的中介作用均不显著。(3)边界控制感调节了FSSB—工作-家庭增益—工作满意感这一中介过程。本研究提示可通过干预FSSB来提升员工的工作态度。     

Supervisor Support for Employee Performance in Australia: Mediating Role of Work‐Life Balance,Job, and Life Attitude

Drawing on the job‐demands resources model, we investigated the relationship between supervisor support and employee performance and the mediating effects of work‐life balance (WLB), job and life satisfaction, and organizational commitment in a sample of 305 financial‐sector employees in Sydney, Australia. Results reveal that supervisor support is positively related to employee performance, WLB, job and life satisfaction, and organizational commitment. In turn, WLB, job and life satisfaction, and organizational commitment are positively linked to employee performance. The findings indicate a significant mediation between supervisor support and employee performance only through WLB and organizational commitment. Implications for theory and practice are discussed.     

The relations of generative concern and generative action to personality traits,satisfaction/happiness with life,and ego development

This research examined the relations that generative concern and generative action have to personality traits, satisfaction/happiness with life, and ego development. Generative concern is a general personality tendency or interest in caring for younger and anticipated individuals, while generative action addresses actual physical behaviors that promote the well-being of future generations. Two samples (79 and 152 adults) were employed. Generative concern scores were significantly related to scores for extraversion, openness, emotional stability (non-neuroticism), and agreeableness as well as to two agentic traits (achievement, dominance) and two communal traits (affiliation, nurturance). Generative action was significantly related to extraversion and openness. Generative concern but not generative action was found, as predicted, to be positively related to one's life satisfaction/happiness. Further, one's level of ego development determined, in part, the relation that generative concern had to satisfaction/happiness with life. Given that a subject scored high in ego development, his or her level of satisfaction/happiness varied as a function of generative concern such that those who scored low on generative concern were significantly less satisfied/happy than those that scored high on generative concern. The results are discussed within the context of the recently proposed theory of generativity.     

家庭支持型主管行为与双职工夫妻的婚姻满意感:一个积极溢出-交叉模型

为了揭示家庭支持型主管行为(FSSB)对双职工夫妻双方婚姻满意感的影响及作用机制,本研究结合资源-获取-发展观和基于关系支持的积极发展模型,从夫妻互动(相互支持)的角度构建了一个积极溢出-交叉模型。运用结构方程模型对370对双职工夫妻配对数据进行分析,结果表明:(1)FSSB与我国双职工夫妻双方的婚姻满意感均正相关;(2)FSSB可通过增加员工的工作-家庭增益促进员工夫妻间相互支持的互惠效应,进而提升员工夫妻双方的婚姻满意感;(3)夫妻双方所获得的FSSB均可通过促进丈夫的婚姻满意感进而提升妻子的婚姻满意感。本研究提示,增加FSSB能有效促进双职工夫妻间的相互支持、提升夫妻双方的婚姻满意感。     

Supervisor Support and Organizational Commitment: The Role of Work–Family Conflict,Job Satisfaction,and Work–Life Balance

Building on conservation of resources theory and social exchange theory, the author examined the relationship between supervisor support and organizational commitment through work–family conflict, work–life balance, and the job satisfaction of employees working in the financial sector in Australia. The study comprised 305 employees recruited through an online survey. Results indicate that supervisor support is negatively related to work–family conflict. In turn, work–life balance and job satisfaction are negatively linked to work–family conflict. The results further show that both work–life balance and job satisfaction are positively related to organizational commitment. Theoretical and practical implications, as well as limitations, are discussed.     

Multiple commitments in the Chinese context: Testing compatibility, cultural, and moderating hypotheses

This paper evaluates the contribution of the multiple constituencies of commitment framework in explaining work attitudes and behaviors in a sample of Chinese manufacturing workers. Findings suggest that the organization, the supervisor, and co-workers were seen by respondents as separate commitment foci. Although the various commitments were moderately positively correlated, they were related differently to the dimensions of organizational citizenship behavior and withdrawal cognitions, in a way which provides support for the “compatibility” hypothesis. There was only limited support for our “cultural” hypothesis. An analysis of interactions between commitments suggested that commitment to supervisor was a stronger positive predictor of protecting company resources and interpersonal harmony when commitment to work group was lower, providing partial support for our moderating hypotheses.     

Career adaptability, turnover and loyalty during organizational downsizing

During organizational restructuring and downsizing, employees often worry about being redundant, actually are redundant, and/or feel unsatisfied with their jobs. Employees, in turn, often react with poor loyalty to and high voluntary exit from the organization. The current study addresses this process from a careers' perspective, showing that career adaptability in the form of employees' career exploration and planning can account for at least some of these relationships. Redundancy fostered employees' career adaptive behaviors while job insecurity inhibited their career planning. Career planning, in turn, positively predicted employees' loyalty to the organization five months later while career exploration negatively predicted employees' loyalty, and positively predicted employees' exit reactions in the form of turnover intentions, job-search behaviors, and actual turnover. Implications and directions for future research are discussed.     

The role of the supervisor in career and organizational commitment

Supervisors are increasingly required to support employees in their learning and career development. This study investigated relationships between supervisor support activities and their subordinates' career and organizational commitment. Findings suggested that employees who saw their supervisors as giving them trust and the authority to do the job were more committed to their organization, as were those who perceived their supervisors to engage in feedback and goal-setting. This suggested the potential organizational benefits of performance feedback from managers and the importance of supervisors developing the confidence and skills to delegate effectively and have trust in their subordinates. No relationships were found between supervisor support and career identity, career resilience or career planning. The relationship between perceptions of overall supervisor support and organizational commitment was moderated by employee gender. The findings suggested a positive linear relationship between support and commitment for women, but the association between support and commitment was less straightforward in the male sample.     

Perceived organizational support: a review of the literature

The authors reviewed more than 70 studies concerning employees' general belief that their work organization values their contribution and cares about their well-being (perceived organizational support; POS). A meta-analysis indicated that 3 major categories of beneficial treatment received by employees (i.e., fairness, supervisor support, and organizational rewards and favorable job conditions) were associated with POS. POS, in turn, was related to outcomes favorable to employees (e.g., job satisfaction, positive mood) and the organization (e.g., affective commitment, performance, and lessened withdrawal behavior). These relationships depended on processes assumed by organizational support theory: employees' belief that the organization's actions were discretionary, feeling of obligation to aid the organization, fulfillment of socioemotional needs, and performance-reward expectancies.     

Personality, career decision self-efficacy and commitment to the career choices process among Chinese graduate students

This study examined the mediating effect of career decision self-efficacy on the relationship between the Five-Factor Model of personality and the career commitment process (i.e., vocational commitment and the tendency to foreclose) in a sample of 785 Chinese graduate students. The multiple regression analyses showed that neuroticism and conscientiousness related significantly to progress in vocational commitment both directly and indirectly through career decision self-efficacy. High agreeableness related to less premature foreclosure. In addition, career decision self-efficacy associated with greater progress in vocational commitment but also a strong tendency to foreclose. The implications for career development theory and practice are discussed.     

What Works for the Gander Does Not Work as Well for the Goose: The Effects of Leader Behavior

This study examines the effects of leader behaviors and leader gender on employees' perceptions of support from the organization and employee commitment to the organization. Ninety-one employees completed a survey measuring leader behaviors, perceived organizational support, and organizational commitment. Results confirmed the hypothesis that a high interpersonal orientation and high task orientation had the most positive effect on employee attitudes. However, the high interpersonal orientation and high task orientation were not equally effective for both female and male leaders. Employees perceived more support from the organization when their supervisors, either female or male, used a high consideration–high initiating structure style than when they used a low consideration–low initiating structure style. On the other hand, only those employees who work for a male supervisor who is high in consideration and high in initiating structure were more committed to the organization.     

An integrative model linking feedback environment and organizational citizenship behavior

Past empirical evidence has suggested that a positive supervisor feedback environment may enhance employees' organizational citizenship behavior (OCB). In this study, we aim to extend previous research by proposing and testing an integrative model that examines the mediating processes underlying the relationship between supervisor feedback environment and employee OCB. Data were collected from 259 subordinate-supervisor dyads across a variety of organizations in Taiwan. We used structural equation modeling to test our hypotheses. The results demonstrated that supervisor feedback environment influenced employees' OCB indirectly through (1) both positive affective-cognition and positive attitude (i.e., person-organization fit and organizational commitment), and (2) both negative affective-cognition and negative attitude (i.e., role stressors and job burnout). Theoretical and practical implications are discussed.     

A meta-analytic review of occupational commitment: relations with person- and work-related variables

Relations between occupational commitment (OC) and several person- and work-related variables were examined meta-analytically (76 samples; across analyses, Ns ranged 746-15,774). Major findings are as follows. First, OC was positively related to job-focused constructs such as job involvement and satisfaction, suggesting that attitudes toward the job itself may be a central concern in committing to one's occupation. Second, consistent with previous work, OC and organizational commitment were positively related. This relation was found to be moderated by the compatibility of the profession and the employing organization. Third, OC was positively related to job performance and had an indirect effect on organizational turnover intention through occupational turnover intention. This latter effect suggests that understanding of organizational turnover can be enhanced by incorporating occupation-related variables into turnover models.     

高承诺组织与员工建言:双过程模型检验

以来自36个组织的223名员工为被试,通过上级、同事和员工自评三方配对的问卷数据,研究探讨了高承诺组织与员工建言行为之间的关系。采用多层结构方程模型等方法进行数据分析,结果发现:(1)高承诺组织对员工建言行为(包括上行建言和平行建言)有显著的促进作用;(2)员工知觉到组织内的职业机会在高承诺组织和上行建言之间起部分中介作用;工作满意度在高承诺组织和平行建言之间起部分中介作用;(3)工作绩效在知觉到职业机会和上行建言之间起正向调节作用;人际关系在工作满意度和平行建言之间起正向调节作用;(4)不光如此,工作绩效还调节着"高承诺组织-知觉职业机会-上行建言"这一中介路径;人际关系还调节着"高承诺组织-工作满意感-平行建言"这一中介路径。文章最后对所得结果、理论和实践意义及未来研究做了讨论。     

Effects of Supervisor “Big Five” Personality on Subordinate Attitudes

Leadership theory has long sought to find traits associated with effective leadership. This study uses the five-factor model of personality to investigate the relationship between the personality of supervisors and aggregated attitudes of subordinates. Results from 131 supervisors and 467 subordinates support the notion that supervisor personality is related to subordinate attitudes. Overall, high levels of supervisor Agreeableness, Emotional Stability and Extraversion, plus low levels of Conscientiousness are related to subordinate ratings of satisfaction with supervisor, overall satisfaction, affective commitment and turnover intentions. However, the relationships are somewhat weak and differ across specific criteria. Implications for these findings are discussed.