Testing a “Push-Pull” theory of work commitment among organizational professionals.
Writers have suggested that the current trend toward decreased job security requires employees to commit more strongly to newly “professionalized” occupations to compensate for social and resource support no longer received from their employers. And it has sometimes been implied that such a shift to...
| Publicado en: | Social Science Journal Vol. 43; no. 4; pp. 571 - 597 |
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| Autores principales: | , |
| Formato: | Artículo |
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Elsevier Science
2006
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| Acceso en línea: | Ver este registro en EBSCOhost |
| fields | @attributes: recordID: 1 pdfLink: plink: https://search.ebscohost.com/login.aspx?direct=true&db=ssf&AN=510524805&site=ehost-live header: @attributes: shortDbName: ssf uiTerm: 510524805 longDbName: Social Sciences Full Text (H.W. Wilson) uiTag: AN controlInfo: bkinfo: jinfo: jid: 03623319 SSJ jtl: Social Science Journal issn: 03623319 maglogo: N pubinfo: dt: 2006 vid: 43 iid: 4 pid: 467 pub: Elsevier Science artinfo: ui: 510524805 10.1016/j.soscij.2006.08.005 ppf: 571 ppct: 26 formats: tig: atl: Testing a “Push-Pull” theory of work commitment among organizational professionals. aug: au: McAulay, Brian J. Zeitz, Gerald su: Organizational commitment Job security Professional employees sug: subj: Organizational commitment Job security Professional employees ab: Writers have suggested that the current trend toward decreased job security requires employees to commit more strongly to newly “professionalized” occupations to compensate for social and resource support no longer received from their employers. And it has sometimes been implied that such a shift toward increased professional commitment will arise naturally as organizational commitment is whittled away by perceived job insecurity. We propose that job insecurity does not automatically push the employee toward professional commitment, but rather that such commitment stems from the pull of perceived occupational professionalization. We construct a nonrecursive model proposing relationships between job insecurity, perceived professionalization, and both organizational and professional commitment. This model is supported (using structural equation modeling) in a study of 622 employees in 3 occupations: corporate law, human resource management, and computer programming, all of which can be considered professions or semiprofessions. Finally, we suggest how occupations can be fashioned better to support employees when faced with job insecurity and job loss. © 2006 Elsevier Inc. All rights reserved. Reprinted by permission of the publisher. pubtype: Academic Journal doctype: Article src: R language: English refInfo: copyright: @attributes: flag: N holdings: @attributes: islocal: N |
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