The relationship between career growth and organizational commitment

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The Longitudinal Relationship Between Protean Career Orientation and Job Satisfaction, Organizational Commitment, and Intention-to-Quit (2016, background): “The changing nature of both work and people’s attitude to it has driven a need for a better understanding of the connection between employees and their place of employment (Weng & McElroy, 2012; Weng, McElroy, Morrow, & Liu, 2010).”
Organizational career growth, affective occupational commitment and turnover intentions (2012, background): “…that career growth is a measure of the degree to which an individual perceives that their current organization creates an environment in which the employee is able to meet his/her career-related needs and reinforces those accomplishments through promotions and compensation (Weng et al., 2010).”
Organizational career growth and subsequent voice behavior: The role of affective commitment and gender (2014, methodology): “On the basis of previous research that career growth and affective commitment are related to one another at the same point in time (Weng et al., 2010), we test the relationship between career growth and subsequent affective commitment.”