Career profiles and organizational commitment: analyzing necessary and sufficient conditions
There has been little research examining the effects of individual career attitudes upon employees’ organizational commitment. Drawing on Briscoe and his colleagues (Briscoe & Hall, 2006; Briscoe, Hall, & DeMuth, 2006)’s research on protean and boundaryless careers, and on a QCA fuzzy set me...
| Autores: | , , , |
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| Tipo de recurso: | artículo |
| Fecha de publicación: | 2010 |
| País: | España |
| Institución: | Universitat Politècnica de Catalunya (UPC) |
| Repositorio: | UPCommons. Portal del coneixement obert de la UPC |
| Idioma: | inglés |
| OAI Identifier: | oai:upcommons.upc.edu:2117/9035 |
| Acceso en línea: | https://hdl.handle.net/2117/9035 |
| Access Level: | acceso abierto |
| Palabra clave: | Organizational commitment Conducta organitzacional Àrees temàtiques de la UPC::Economia i organització d'empreses::Gestió i direcció::Recursos humans |
| Sumario: | There has been little research examining the effects of individual career attitudes upon employees’ organizational commitment. Drawing on Briscoe and his colleagues (Briscoe & Hall, 2006; Briscoe, Hall, & DeMuth, 2006)’s research on protean and boundaryless careers, and on a QCA fuzzy set methodology (Ragin, 2000), the present study analyzes various career profiles as sufficient conditions for experiencing organizational commitment and examines necessary variables, in terms of career attitudes, that predict cer tain levels of affective and continuance commitment. Research results reveal that distinct combinations of the protean and boundaryless career delineations determine the same outcome (high or low affective and /or continuance commitment), thus implying equifinality |
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