Role-play of employees' protean career and career success in affective organizational commitment

Muhammad Latif Khan, Rohani Salleh, Amjad Shamim, Mohamad Abdullah Hemdi
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Abstract

Purpose This paper aims to investigate the role-play of Protean Career Attitude (PCA) and Career Success (CS) in Affective Organizational Commitment (AOC). Design/methodology/approach A cross-sectional study on 376 employees from 55 hotels in Malaysia were conducted. The co-variance-based structural equation modeling was employed to analyze the data to test the direct and indirect relationships of PCA and CS with AOC. Findings The findings reveal that self-directed career attitude (SDCA) has a positive direct influence on AOC as well as indirect influence through the mediation of OCS and SCS. However, the value-driven career attitude (VDCA) neither influences AOC nor the OCS. Originality/value This is a first paper to body of knowledge in Asian context which identify mediating role of career success (SCA and OCS) to PCA and AOC. The findings of this research are the workplace learning in hospitality management. The authors argue that hotels should not assume spontaneously PCA with diminishing AOC, but rather hotels' attention is required to identify the most important preferences of these butterfly career attitudes such as OCS and SCS. Most importantly the research negates many negative labels of PCA and adds new perception to the contemporary career literature. Higher education institutions, government, and primary, secondary, and post-secondary education departments can play a significant role in developing PCA dispositions like SDCA and VDCA toward career success. Therefore, further study should examine PCA and their relevance to career outcome like job searching and employability of students in Malaysia. The paper is the first, to one's knowledge, to assess organizational commitment with specific measures of PCA. While the results are simple, they refute many stereotypes of the new career and, in that sense, add an important perspective to the career literature.
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情感组织承诺中员工职业变化与职业成功的角色扮演
目的探讨职业态度变化(PCA)和职业成功(CS)在情感性组织承诺(AOC)中的作用。设计/方法/方法对马来西亚55家酒店的376名员工进行了横断面研究。采用协方差结构方程模型对数据进行分析,检验PCA、CS与AOC之间的直接和间接关系。研究结果表明,自我导向职业态度(SDCA)对AOC具有正向的直接影响,并通过OCS和SCS的中介作用产生间接影响。然而,价值驱动型职业态度(VDCA)对AOC和OCS都没有影响。这是第一篇在亚洲背景下确定职业成功(SCA和OCS)对PCA和AOC的中介作用的知识体系的论文。本研究的结果是酒店管理中的工作场所学习。作者认为,酒店不应该自发地假设AOC递减的PCA,而是需要酒店的注意力来识别这些蝴蝶职业态度(如OCS和SCS)中最重要的偏好。最重要的是,该研究否定了PCA的许多负面标签,为当代职业文献增加了新的认识。高等教育机构、政府、小学、中学和高等教育部门可以在发展SDCA和VDCA等PCA倾向方面发挥重要作用。因此,进一步的研究应该检查PCA及其与马来西亚学生求职和就业能力等职业结果的相关性。据我所知,这篇论文是第一次用PCA的具体措施来评估组织承诺。虽然结果很简单,但它们驳斥了许多对新职业的刻板印象,从这个意义上说,为职业文献增加了一个重要的视角。
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来源期刊
CiteScore
7.20
自引率
13.20%
发文量
69
期刊介绍: The Asia Pacific Journal of Business Administration (APJBA) publishes original research on: Business Strategy and Policy, Accounting and Board Governance, Marketing and People Management, and Operations and Supply Chain Management. The journal welcomes practical and skill-based submissions in these areas. There is particular interest in submissions regarding: Sustainable Business Practices, Quality Management Practices, Innovation and Creativity in Management, as well as Managing a Learning Organisation. The Asia Pacific region is full of collaborations between government, NGOs and private enterprise. Submissions are welcome which contribute to our understanding of partnerships and the cross-cultural issues. Research methods vary, and the journal is interested in the full diverse of qualitative (case and action research, etc) as well as quantitative survey studies and their recommendations. The APJBA seeks to become a forum for both established scholars and early career researchers in all aspects of management and business in the Asia-Pacific region. Emphasis is on rigour and relevance, on theory and practice, in a globalised scholarly environment.
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