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首页> 外文期刊>Career Development International: The Journal for Executives, Consultants and Academics >Career commitment, proactive personality, and work outcomes: a cross-lagged study
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Career commitment, proactive personality, and work outcomes: a cross-lagged study

机译：职业承诺，积极进取的人格和工作成果：一项交叉研究

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Purpose - The aim of this paper is to examine the relationships of career commitment to turnover intention, internal networking, job embeddedness, and turnover, and whether proactive personality moderates these relationships. Design/methodology/approach - Data were collected at two points in time, spaced by a six-month interval, from a sample of employees working in diverse organizations (n = 312 at Time 1 and n = 186 at Time 2). Hypotheses were tested using moderated multiple (linear and logistic) regression analyses. Findings - Career commitment was positively related to Time 1 turnover intention, with this relationship being stronger at high levels of proactivity. Proactive personality also interacted with career commitment in predicting Time 2 internal networking and job embeddedness, such that these relationships were significantly positive only at low levels of proactivity. Finally, career commitment was positively related to Time 2 turnover, but this relationship was not moderated by proactive personality. Practical implications - Findings suggest organizations should enhance the within-organization opportunities of people with high career commitment and proactivity. In contrast, they should work at maintaining the employability of people with high career commitment and low proactivity, as these individuals may become stuck in their organization. Originality/value - This study contributes to the understanding of the relationships of career commitment and proactive personality to organization-relevant outcomes. It also breaks new ground by showing that career commitment may influence attitudes and behavior distinctively as a function of individuals' levels of dispositional proactivity.
机译：目的-本文的目的是研究职业承诺与离职意图，内部网络，工作嵌入度和离职的关系，以及积极主动的人格是否会缓和这些关系。设计/方法/方法-在两个时间点上以六个月的间隔收集数据，这些数据是从在不同组织中工作的员工样本中获得的（时间1时为312，时间2时为186）。使用适度的多元（线性和逻辑）回归分析检验假设。调查结果-职业承诺与时间1的离职意愿呈正相关，这种关系在较高的积极性水平下更强。在预测时间2内部网络和工作嵌入度时，积极主动的人格也与职业承诺互动，因此，这些关系仅在积极程度较低时才显着正向。最后，职业承诺与时间2流失呈正相关，但这种关系并没有因积极的人格而得到缓解。实际意义-研究结果表明组织应增加具有较高职业承诺和积极性的人们的组织内机会。相反，他们应该努力保持具有高职业承诺和低主动性的人的就业能力，因为这些人可能会陷入他们的组织中。原创性/价值-这项研究有助于理解职业承诺和积极主动的人格与组织相关成果之间的关系。通过证明职业承诺可能会根据个人的处置积极性水平显着影响态度和行为，也开辟了新天地。

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