Career Experiences, Perceptions of Employment Practices, and Psychological Commitment to the Organization

Karen N. Gaertner · Stanley D. Nollen

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Job Satisfaction and Organizational Behavior Employee Performance and Management Human Resource and Talent Management

Abstract

The relationships among career experiences, perceptions of company employment practices, and psychological commitment to the firm are explored in this paper. Psychological commitment is defined as non-instrumental attraction to and identification with the goals and values of the organization, excluding propensity to stay in the organization. Results show that employee perceptions of the organization's adherence to career-oriented employment practices, including internal mobility, employment security, and training and development, are more strongly related to psychological commitment than other characteristics of the work context, including participation, supervisory relations, and instrumental communication. Results are discussed in terms of internal labor market employment practices.

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References

1979The Social Psychology of Organizations.1979The measurement of organizational commitment 1978Men and Women of the Corporation.1986Perceived organizational support.1978Men and Women of the Corporation 1974Organizational commitment, job satisfaction, and turnover among psychiatric technicians.2017Perceived Organizational Support 1986Organizational commitment and psychological attachment: The effects of compliance, identification, and internalization on prosocial behavior.

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