Organizational career growth, affective occupational commitment and turnover intentions

Weng, Qingxiong; McElroy, James C.

doi:10.1016/j.jvb.2012.01.014

Cited by 237 publications

(321 citation statements)

References 31 publications

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“…Reducing effort-reward imbalance is thought to be difficult, however, given that nursing is a highly demanding profession. The degree to which nurses are rewarded for their efforts can improve the sense of meaning in and emotional attachment to nursing [38]. As such, it would be important for nurse managers to appreciate their nursing staff and provide adequate rewards, and for nurses to understand that they can obtain rewards that correspond with the amount of effort they put into the job.…”

Section: Discussionmentioning

confidence: 99%

Factors Related to Affective Occupational Commitment among Japanese Nurses

Satoh¹,

Watanabe²,

Asakura³

2017

OJN

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We identified the factors related to affective occupational commitment among nurses in Japan by conducting a cross-sectional survey in 12 hospitals in the Tohoku and Kanto districts of Japan in 2013. Of the 4046 nurses in these hospitals, 1330 completed the self-report questionnaire (valid response rate: 32.9%). High job satisfaction, high professional autonomy, having a scholarship loan, and being married were strongly related to affective occupational commitment. Conversely, having a high effort-reward imbalance and fewer overtime work hours indicated a low level of such commitment. The findings suggest that professional autonomy and job satisfaction are key factors for developing affective occupational commitment. Programs that promote professional autonomy and make people feel more appreciated for their work should be created to improve such commitment, and it would be important to provide adequate organizational resources to increase job satisfaction and reduce effort-reward imbalance. The fact that longer working hours are related to affective occupational commitment suggests that excessive emotional commitment to one's occupation can lead to overtime work. Therefore, nurse managers should consider the staff's working situations more thoroughly.

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Section: Discussionmentioning

confidence: 99%

Factors Related to Affective Occupational Commitment among Japanese Nurses

Satoh¹,

Watanabe²,

Asakura³

2017

OJN

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“…Therefore, attracting and retaining talented employees represents a serious challenge faced by organizations (Farrell & Grant, 2005). Previous research showed that among Chinese managers, subjective evaluation of career goal progress, professional development, promotion speed and remuneration growth are negatively associated with their turnover intention (Weng & McElroy, 2012). The current research will further examine how and when objective career indicators (salary and job level) among Chinese managers predict their career satisfaction and turnover intention.…”

Section: Salary Job Level Career Satisfaction and Turnover Intentiomentioning

confidence: 91%

When do salary and job level predict career satisfaction and turnover intention among Chinese managers? The role of perceived organizational career management and career anchor

Guan

Wen

Chen

et al. 2013

European Journal of Work and Organizational Psychology

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The current research examined a moderated mediation model for the relationships among indicators of objective career success (salary and job level), subjective career success (career satisfaction) and turnover intention, as well as the boundary conditions of this process. Based on a survey study among a sample of Chinese managers (N = 324), we found that both salary and job level were negatively related to turnover intention, with these relations fully mediated by career satisfaction.The results further showed that the relation between job level and career satisfaction was weaker among managers who perceived a higher level of organizational career management, but stronger among managers with a higher managerial career anchor. In support of our hypothesized model, the indirect effect of job level on turnover intention through career satisfaction existed only among managers who perceived a lower level of organizational career management or managers with a higher managerial career anchor. These findings carry implications for research on career success and turnover intention.

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“…For life satisfaction, Diener et.al. 's (1985) life satisfaction scale (5 items); for intention to remain Armstrong-Stassen and Ursel's (2009) 3-items scale and for perceived alternative job opportunities, Weng and McElroy's (2012) 4-items scale were used. Pay level satisfaction is measured by pay level sub-dimension of Heneman and Schwab's (1985) pay satisfaction scale (4 items).…”

Section: Methodsologymentioning

confidence: 99%

Ücret Düzeyinden Tatmin, İşte Kalma Niyeti ve Yaşam Tatmini İlişkisinde Algılanan Alternatif İş Fırsatlarının Düzenleyici Rolü - The Moderating Effect of Perceived Alternative Job Opportunities on Pay Level Satisfaction, Intention to Remain and Life Satisfaction Relationship

Çoban¹,

Seçkin²

2017

isarder

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ÖzetBu çalışmada, ücret düzeyinden tatmin ve yaşam tatmini ilişkisinde işte kalma niyetinin aracılık; alternatif iş fırsatlarının da düzenleyici rolünün incelenmesi amaçlanmıştır. Saha araştırması unlu gıda imalatı yapan pastane ve fırın işletmelerindeki mavi yakalı çalışanlar üzerinde yürütülmüştür. Yapılan literatür taramasında söz konusu değişkenler arasındaki ilişkiyi ele alan herhangi bir çalışmaya rastlanmamış; mavi yakalı çalışanlar üzerine yapılan saha araştırmalarının da son derece sınırlı olduğu görülmüştür. Elde edilecek bulguların ilgili yazına katkı sağlayabileceği varsayımıyla saha araştırmasının yürütülmesine karar verilmiştir. Yapılan analizler sonucunda; ücret düzeyinden tatmin ve yaşam tatmini arasında pozitif yönlü bir ilişki bulunduğu ve işte kalma niyetinin de bu ilişkide aracılık etkisine sahip olduğu tespit edilmiştir. Algılanan alternatif iş fırsatlarının ise düzenleyici etkisinin istatistiki olarak anlamlı olmadığı görülmüştür.

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Organizational career growth, affective occupational commitment and turnover intentions

Cited by 237 publications

References 31 publications

Factors Related to Affective Occupational Commitment among Japanese Nurses

Factors Related to Affective Occupational Commitment among Japanese Nurses

When do salary and job level predict career satisfaction and turnover intention among Chinese managers? The role of perceived organizational career management and career anchor

Ücret Düzeyinden Tatmin, İşte Kalma Niyeti ve Yaşam Tatmini İlişkisinde Algılanan Alternatif İş Fırsatlarının Düzenleyici Rolü - The Moderating Effect of Perceived Alternative Job Opportunities on Pay Level Satisfaction, Intention to Remain and Life Satisfaction Relationship

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