Bridging careers and commitment. The moderating effect of career opportunities on the relationship between career commitment and organizational commitment.
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2024-12-15
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en
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This study investigates the relationship between career commitment and organizational commitment, examining the moderating role of perceived career opportunities. Drawing on commitment system theory (CST) with social exchange theory (SET) as a driver, the research addresses a gap in understanding how multiple commitment targets interact in organizational settings. A quantitative approach was used, utilizing survey data from The Healthy Brain Study with a sample size of 455 employees in their thirties. Results revealed a positive relationship between career commitment and organizational commitment, supporting the initial hypothesis. Importantly, perceived career opportunities were found to moderate this relationship, with a stronger positive association observed when career opportunities were perceived to be high. These findings contribute to the theoretical understanding of commitment dynamics in the workplace by demonstrating the interrelated nature between multiple, interacting targets of commitment. By examining the interplay between these two types of commitment, this research bridges a gap between the career and commitment literatures and promotes a more integrated understanding of these traditionally separate areas of research. CST is combined with SET in order to explain how career opportunities drive commitment systems. The results lay a foundation for future studies on multi-target commitment systems in diverse work environments. Future research should further examine the moderating role of other contextual factors in commitment systems.
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Faculteit der Managementwetenschappen