Career Commitment as a Complex Moderator of Organizational Commitment and Turnover Intention

This study investigated the moderating role ofcareer commitment on the relationships betweenemployees' perception of company practices andorganizational commitment, and between organizationalcommitment and turnover intention. Using a sample of 225researchers from eight business-related researchinstitutes in Korea, it was found that (1) careercommitment was perceived as distinct from the twodimensions of organizational commitment (affective andcontinuance) by Korean researchers; (2) careercommitment moderated the effect of employees' perceptionof supervisory support on affective commitment; and (3) career commitment also moderated the effect ofaffective commitment on turnover intention. Thepractical and conceptual implications of these resultsare discussed.