著者

宋 増偉

出版者

The Japanese Association of Administrative Science

雑誌

経営行動科学 (ISSN:09145206)

巻号頁・発行日

vol.21, no.1, pp.11-25, 2008

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The present study examined the relationships among career development opportunities within organizations, employees' perception of the opportunities, and their turnover intention. It was hypothesized that organizational career supportive policies (e.g., organizational support and supervisory support) and career development practices (e.g., internal promotion policies and empowerment instruments) would provide incentives for employees and positively affect the perception of the career development opportunities, which in turn would affect their turnover intention negatively. Additionally, we included in the causal model an individual's social exchange ideology as a moderating variable. Specifically, we investigated whether the ideology would affect the effects of organizational career supportive policies or development practices on career development perceptions, and the effects of career development perceptions on turnover intention. A series of hierarchical regression analyses were employed to test the causal relationships.Data were collected from a local job agency and a Japanese investment firm in the southern part of China. The results indicated that the effects of organizational career development practices on turnover intention tended to be mediated throughindividuals' perception of the career development opportunities. Moreover, it was found that individuals with strong emphasis on social reciprocity and equivalence tended to respond positively to the organizational career supportive policies. The implications of the results and future research directions are discussed.