Stagnation or Transformation: Myth of Career Commitment

Abstract

Career commitment is a myth having two perspectives change or stagnation. This qualifies for myth as organizations’ practices are found in both aspects. This study reveals that leader-member exchange, job stress and career strategies determine the career commitment in these two perspectives. Questionnaires were distributed among 450 academicians for data collection and simple random sampling technique was used. Pearson correlation and multiple regression analysis were used for the analysis of the collected data and to test the hypothesis. Findings reveal that leader member exchange has a significant positive relationship with career commitment. Furthermore, the job stress has a significant but negative impact on career commitment. The findings of the study also state that career strategies (extended work involvement and creating opportunities) have also a significant positive impact on career commitment. Finally, this the research concludes that organizations should put effort in improving the employees ‘career commitment in order to boost the productivity of workforce