The relationship between career growth, organizational commitment and turnover intention: a comparison between industrial clusters and non-clusters

Weng, Qing-xiong and Xi, You-min (2013) The relationship between career growth, organizational commitment and turnover intention: a comparison between industrial clusters and non-clusters. Forecasting, 32 1: 23-30.

Attached Files (Some files may be inaccessible until you login with your UQ eSpace credentials)
Name Description MIMEType Size Downloads
Author Weng, Qing-xiong
Xi, You-min
Title The relationship between career growth, organizational commitment and turnover intention: a comparison between industrial clusters and non-clusters
Translated title The relationship between career growth, organizational commitment and turnover intention: a comparison between industrial clusters and non-clusters
Language of Title chi
eng
Journal name Forecasting
Translated journal name Forecasting
Language of Journal Name chi
eng
ISSN 1003-5192
Publication date 2013-02-01
Sub-type Article (original research)
Open Access Status
Volume 32
Issue 1
Start page 23
End page 30
Total pages 8
Place of publication Beijing, China
Publisher Anhui Sheng Kexue Jishu Xiehui
Collection year 2014
Language eng
chi
Formatted abstract
The paper studied the relationship between employees' career growth, organizational commitment and turnover intention, and compared the relationship between the three variables in industrial clusters and non-clusters. 1200 employees in industrial clusters and non-clusters of 9 cities were investigated. The results found that: four dimensions of career growth had significant positive impact on emotional commitment; three dimensions of career growth expect professional ability development had significant positive impact on both of continuance commitment and normative continuance; both career growth and organizational commitment had significant negative impact on turnover intention; the role of career growth and organizational commitment in clusters varied significantly from in non-clusters. The results indicate that, in industrial clusters, the employees are easier to acquire new job opportunities outside their current organization, and are more concerned with their career growth; as a result, they are more possible to produce turnover intention and behavior when their career growth is limited.
Keyword Career growth
Organizational commitment
Turnover intention
Industrial clusters
Career goal
Q-Index Code C1
Q-Index Status Provisional Code
Institutional Status Non-UQ
Additional Notes Title and abstract only in English.

Document type: Journal Article
Sub-type: Article (original research)
Collections: Non HERDC
UQ Business School Publications
 
Versions
Version Filter Type
Citation counts: Google Scholar Search Google Scholar
Created: Wed, 26 Mar 2014, 21:54:29 EST by Derek Weng on behalf of UQ Business School