無中文摘要

Globalization, technological advancement, and market competitiveness have driven the changes in the nature of employment and employment relationships. In such circumstances, the employees tend to take ownership for their own career development by seeking the opportunities in different organizations instead of one single employer, which may result in less commitment to the organization. The present study examined the relationship of boundaryless career attitude (boundaryless career mindset (BCM) and organizational mobility preference (OMP)) to organizational commitment (affective commitment, normative commitment and continuance commitment) and investigated the moderating effect of the perceived organizational career management (OCM). The statistical tool of SPSS 22.0 and AMOS 23.0 were used to analyze correlations, the hierarchical regression and confirmatory factor analysis. The result based on 245 white-collar employees in Vietnam demonstrated that BCM did not showed a significant relationship with normative commitment as well as affective commitment while it showed a significantly positive correlation with continuance commitment. On the other hand, OMP displayed significantly negative relationship with all three dimensions of organizational commitment. In addition, the study also revealed that OCM turns the positive relationship between boundaryless career mindset and continuance commitment into negative one and weakens the relationship between organizational mobility preference and normative commitment. However, OCM made no significant impact on the relationship between OMP and affective commitment as well as relationship between OMP and continuance commitment.

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