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Organizational commitment within a contemporary career context

Author

Listed:
  • Mihaela Enache
  • José M. Sallán
  • Pep Simo
  • Vicenç Fernandez

Abstract

Purpose - – The purpose of this paper is to analyze the relation between the underlying dimensions of protean (self-direction and values driven) and boundaryless (boundaryless mindset and organizational mobility preference (OMP)) career attitudes (Briscoeet al., 2006) and organizational commitment, within today's unstable and uncertain business scenario. Design/methodology/approach - – Data were collected from 167 professionals attending graduate and postgraduate distance learning courses. The hypotheses were tested using hierarchical regression analysis. Findings - – Research results suggest that protean career attitudes contribute significantly to individuals’ emotional attachment to their employing organization. Furthermore, OMP was found to be significant in predicting both affective and continuance commitment. Research limitations/implications - – First, cross-sectional correlational designs impede conclusive inferences regarding causal relationships among the variables. Second, the use of a sample of professionals attending distance learning business courses could limit the generalizability of the study findings, because the majority of the respondents were homogenous in terms of age and educational background. Practical implications - – Fostering individuals’ self-direction results in enhanced affective commitment to their employing organizations. Workshops oriented at clarifying and communicating organizational values, philosophy and principles can be all beneficial for strengthening employees’ commitment to the organization. Originality/value - – This is the first paper to test the relationship between boundaryless and protean career attitudes and organizational commitment on a European sample.

Suggested Citation

  • Mihaela Enache & José M. Sallán & Pep Simo & Vicenç Fernandez, 2013. "Organizational commitment within a contemporary career context," International Journal of Manpower, Emerald Group Publishing Limited, vol. 34(8), pages 880-898, November.
    • Handle: RePEc:eme:ijmpps:v:34:y:2013:i:8:p:880-898
    DOI: 10.1108/IJM-07-2013-0174
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    Citations

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    Cited by:

    1. Khaled adnan Bataineh, 2019. "Impact of Work-Life Balance, Happiness at Work, on Employee Performance," International Business Research, Canadian Center of Science and Education, vol. 12(2), pages 99-112, February.
    2. Azman ISMAIL & Mohd Ridwan ABD RAZAK, 2016. "Effect Of Job Satisfaction On Organizational Commitment," Management and Marketing Journal, University of Craiova, Faculty of Economics and Business Administration, vol. 0(1), pages 25-40, May.
    3. Thuy, Nguyen Thi Bich & Van, Phan Dang Ngoc Yen, 2020. "Employee Commitment To Organizational Change With The Role Of Job Satisfaction And Transformational Leadership," OSF Preprints vs689, Center for Open Science.
    4. Nguyen Thi Bich Thuy & Phan Dang Ngoc Yen Van, 2020. "Employee Commitment to Organizational Change with the Role of Job Satisfaction and Transformational Leadership," Technium Social Sciences Journal, Technium Science, vol. 2(1), pages 1-17, January.
    5. repec:thr:techub:1002:y:2020:i:1:p:1-17 is not listed on IDEAS
    6. Mohammad S. A. Zamanan & Marzouq Ayed Al-Qa’eed & Mohammad Abed Al-Kareem Al-Raqad, 2020. "Organizational Justice and Its Impact on Organizational Commitment in the General Administration of Customs in the State of Kuwait," Modern Applied Science, Canadian Center of Science and Education, vol. 14(6), pages 1-38, June.

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