Organizational career growth, affective occupational commitment and turnover intentions

By Qingxiong Weng, James C. McElroy. 2012

331 citations recorded by the source corpus.

Subfields: Education, Organizational Behavior and Human Resource Management

View Paper: https://www.semanticscholar.org/paper/fd8f1dd679360477cc2762ab6aac5dfc3a1106dd

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In Education

In Organizational Behavior and Human Resource Management

Citations in the corpus

Organizational career growth and subsequent voice behavior: The role of affective commitment and gender (2014, background): “More recently, Weng and McElroy (2012) collapsed these four dimensions to three, because promotion speed and remuneration growth were highly correlated, particularly for employees in managerial positions.”
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 commitment and job performance: Examining the moderating roles of occupational commitment and transformational leadership (2019, background): “Given that individual’s affective com‐ mitment toward a specific occupation is relatively stable (Weng & McElroy, 2012), we suggest that when recruiting new employees, it is important to assess how the proposed positions fit within the candidates’ overall occupational plan.”
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 (2014, background): “…and less bounded within specific organizations (Arthur, 1994), research has revealed that employee perception of subjective career success (e.g., career satisfaction) serves as an important predictor for their turnover intention (e.g., Pachulicz, Schmitt, & Kuljanin, 2008; Weng & McElroy, 2012).”
Quality of Work Life and Turnover Intention: A Partial Least Square (PLS) Approach (2013, background): “Employees today are no longer loyal to a single organization as career changes and job mobility have become common (Rousseau 1998) and in order to be successful employees must be able to balance the relationship between their desire for career growth and their own attitudes (Weng and McElroy 2012).”