Exploring career commitment and turnover intention of high-tech personnel: a socio-cognitive perspective

Chieh Peng Lin*

*Corresponding author for this work

Research output: Contribution to journalArticlepeer-review

8 Scopus citations

Abstract

Drawing upon social cognitive theory, this study presents psychosocial functioning in which personal factors and social influences jointly influence career commitment as a mediator and then turnover intention as an outcome among high-tech personnel. Based on a two-wave survey of working professionals in high-tech industry, this study’s empirical results find that passion, social support, and perceived self-centered leadership indirectly relate to turnover intention through the full mediation of career commitment. At the same time, the effects of job self-efficacy and social support on career commitment are moderated respectively by passion. Finally, managerial implications and research limitations are discussed.

Original languageEnglish
Pages (from-to)760-784
Number of pages25
JournalInternational Journal of Human Resource Management
Volume31
Issue number6
DOIs
StatePublished - 25 Mar 2020

Keywords

  • career commitment
  • passion
  • Self-centered leadership
  • turnover intention

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