Relationships Between Career Motivation, Affective Commitment and Job Satisfaction
By Umit Alniacik, Esra Alniacik, Kultigin Akcin, Serhat Erat. 2012
95 citations recorded by the source corpus.
Career motivation theory (London, 1983), applies motivation theory to understanding career plans, behaviors and decisions of employees, such as searching for and accepting a job, deciding to stay with an organization, revising career plans, seeking new job experiences, and setting and trying to accomplish career goals. Career motivation is defined in terms of tree major components: career resilience, career insight and career identity. Each component has multiple elements. Understanding how each element is ion and improve the effectiveness of human resources. To date, there have been several conceptual studies theorizing the content and construct of career motivation. However, there has been limited empirical work to examine the relationship between the elements of career motivation and key employee behavior such as employment and turnover intentions, job satisfaction, organizational commitment and work performance. Accordingly, this study examines the relationships between the components of career e controlling their demographic characteristics such as age, gender, income and organizational tenure. For this aim, we conducted a field research on 250 employees working in various industries. Research results showed that career motivation has a positive correlation with organizational commitment and job ivation. Theoretical and managerial implications of the findings are discussed.
Subfields: Organizational Behavior and Human Resource Management, Social Psychology
View Paper: https://www.semanticscholar.org/paper/709e29119659db0789fc1d7940cd50c93b61c595
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Citations in the corpus
- Effects of Work Motivation and Leadership toward Work Satisfaction and Employee Performance: Evidence from Indonesia (2020, methodology): “The results of this study are in line with the findings of Alnıaçık et al. (2012), which state that career motivation has a positive correlation toward job satisfaction and organizational commitment. This research also supports Araslı et al. (2014), who depicted that there is a significant positive ”