JOURNAL OF VOCATIONAL BEHAVIOR 4, 288-305 (1992),

Antecedents and Outcomes of Career Commitment

SAMUEL ARYEE AND KEVIN TAN

Faculty of Business Administration, National University of Singapore

Based on London’s (1983) and London and Mone’s (1987) theory of career
motivation and the extrawork literature, a hypothesized model of the antecedents
and outcomes of career commitment was proposed and tested. Data obtained
using structured questionnaires from a sample of teachers and nurses in Singapore
(N = 510) were analyzed using LISREL. Results of the LISREL analysis indicate
that the model did not fit the data although work role salience, organizational
commitment, career satisfaction, and organizational opportunity for development
emerged as significant antecedents of career commitment. The only extrawork
variable, family supportive activity, was not significantly related to career com-
mitment directly. In terms of outcomes of career commitment, career commitment
was significantly and positively related to skill development and negatively to
career and job withdrawal intentions but was not significantly related to work
quality. Implications of the failure of the model to fit the data for London’s and
London and Mone’s theory are discussed and hypotheses for the model’s revision
are suggested. 0 IW2 Academic Press, Inc.

In view of the centrality of work and the social value attached to work,
most individuals would at some point in their lives make the decision to
participate in the world of work. One of the foci of research interest in
work and work-related experiences is the processes through which indi-
viduals become committed to work, as evidenced in the proliferation of
work commitment concepts (Morrow, 1983). Of the five work commitment
concepts identified by Morrow (1983), relatively well-developed measures
exist for the value, job, organizational, and union foci (Morrow and Wirth,
1989), but the career focus lags developmentally. Although aspects of
careers, for example career choice and career development, have been
extensively studied (Holland, 1966; Super, 1957), there is a paucity of
work on career commitment. Rising levels of education and the weakening
of sex-role boundaries (Greenhaus, 1987), as well as the recognition that

The authors are grateful to Cherlyn Granrose and two anonymous reviewers for comments
on an earlier version of the manuscript, and to Francis Pavri for assistance with the LISREL
analysis. Correspondence and reprint requests should be addressed to Samuel Aryee, Faculty
of Business Administration, National University of Singapore, 10, Kent Ridge Crescent,
Singapore 0511.

288
OOOl-8791/92 $5.00
Copyright 0 I!992 by Academic Press, Inc.
All tights of reproduction in any form reserved.
 ANTECEDENTS AND OUTCOMES OF CAREER COMMITMENT 289

when effectively managed, career experiences can contribute to one’s life

satisfaction, highlights the importance of career commitment. In addition,
Colarelli and Bishop (1990), noted that the longitudinal nature of careers
makes career commitment important for career development and career
progression.
In a series of studies Blau (1985, 1988, 1989), developed and demon-
strated the discriminant validity and generalizability of a career commit-
ment measure. He defined career commitment as one’s attitude toward
one’s vocation or field or in the words of Hall (1971), the motivation to
work in a career-role. The concept of career commitment is underpinned
by the notion of a career as a predictable series of related jobs arranged
in a hierarchical status in a particular occupation thus offering the career
aspirant an opportunity for career progression (Pelz & Andrews, 1966).
As a component of the subjective dimension of career, career commitment
is an affective concept which represents identification with a series of
related jobs in a specific field of work and is behaviorally expressed in
an ability to cope with disappointments in the pursuit of career goals.
Previous work on the career focus domain of work commitment used
the referent of profession and the concepts of professionalism and profes-
sional commitment. In the view of Morrow and Wirth (1989), these con-
cepts describe the essence of a concept recognized as loyalty to one’s
profession. Based on previous formulations of professionalism (Hall, 1968;
Kerr, Von Glinow, & Schriesheim, 1977; Bartol, 1979), Morrow and
Goetz (1988) examined professionalism as a form of work commitment.
They found professionalism to be nonredundant with other forms of work
commitment, namely, job involvement and organizational commitment.
Because of the definitional problems inherent in the concept of profes-
sionalism, Aranya, Pollock, and Armenic (1981), suggested professional
commitment. They defined professional commitment as the belief in and
acceptance of the goals and values of the profession, the willingness to
exert effort on its behalf, and a desire to retain membership in the profes-
sion .
Morrow and Wirth (1989) however, doubted the possibility of using
professional commitment as a generic career focus concept as it does not
cover the entire career focus domain. Furthermore, the referent of profes-
sion neglects occupations or vocations which have not been accorded the
honorific label of a profession. Blau’s measure of career commitment,
while obviating the definitional problems inherent in the use of profes-
sionalism, can be applied to a wide range of occupations and therefore,
may well represent a generic career focus concept. Attempts to advance
the career focus of work commitment may therefore fruitfully proceed
using Blau’s measure of career commitment (Arnold, 1990). The objective
of this study is to examine the antecedents and outcomes of career com-
mitment among a sample of nurses and teachers in Singapore.
290 ARYEEANDTAN

When career commitment is conceptualized as the strength of one’s

motivation to work in a chosen career-role (Hall, 1971), London’s (1983)
and London and Mone’s (1987) theory of career motivation could serve
as a framework for examining the antecedents and outcomes of career
commitment. Drawing upon two previously dominant traditions in career
research, London (1983) and London and Mone (1987) proposed an in-
tegrative model that views both individual and situational characteristics
as determinants of career decisions and behavior. They conceptualized
career motivation as a multidimensional construct internal to the individ-
ual, influenced by the situation, and reftected in the individual’s career
decisions and behavior. Variables within the model are clustered into
three dimensions-career identity, career insight, and career resilience.
Career identity refers to the extent to which people define themselves in
terms of their field of work; career insight is the extent to which one has
a realistic perception of one’s self, one’s goals and the organization and,
career resilience refers to one’s resistance to career disruption in a less
than optimal environment. Of the three dimensions, career identity and
career resilience are conceptually similar to the conceptualization of career
commitment employed here.
In addition to variables identified in London’s (1983) and London and
Mone’s (1987) theory of career motivation, extrawork variables have in
recent times received a great deal of attention as determinants of work-
related attitudes (Kanter, 1977; Chusmir, 1982; Orthner & Pittman, 1986).
Kanter (1977) for example, suggested that family situations can define
work orientation, motivation, abilities, emotional energies, and the de-
mands people bring to the workplace (p. 54). Based on London’s and
London and Mone’s theory of career motivation and the extrawork lit-
erature a model of the antecedents and outcomes of career commitment
is proposed and tested.
Figure 1 depicts the hypothesized relations among model components
tested in this study. Ten latent variables are used in this study. For one,
work-role salience is considered an exogeneous variable while the other
nine are defined as endogeneous variables. The literature that led to the
hypothesized relations is reviewed below.
A starting point is the hypothesized direct and indirect effects of work
role salience on career commitment. London (1983) hypothesized primacy
of work in one’s life as a determinant of one’s devotion to work in the
sense of sacrificing nonwork activities and responsibilities for work. Em-
pirical studies have demonstrated a significant and positive relation be-
tween work role salience and career commitment (Blau, 1985) as well as
the three dimensions of career motivation (Noe, Noe, & Bachhuber,
1990). Work-role salience also is hypothesized to influence career com-
mitment indirectly through one’s response to organizational opportunity
for development and the propensity to engage in family supportive activity.
ANTECEDENTS AND OUTCOMES OF CAREER COMMITMENT 291
292 ARYEEANDTAN

It is intuitively plausible that individuals high in work-role salience will

be more likely to take advantage of opportunity for development provided
by the organization than those who are low in work-role salience. Also,
it is proposed that individuals high in work-role salience will be more
likely to engage in family supportive activity in order to minimize dis-
tractions from the domestic sphere.
Organizational opportunity for development is hypothesized to comprise
two observed variables, organizational support and work challenge. As a
latent variable, organizational opportunity for development is hypothe-
sized to directly affect career commitment and indirectly through career
satisfaction and organizational commitment. Organizational support or
opportunity for development is conceptually similar to organizational ca-
reer management which has been shown to be significantly and positively
related to career effectiveness (Pazy, 1988). Career effectiveness has been
conceptualized to incorporate career identity (Hall, 1976; Gould, 1979;
Pazy, 1988) which is synonymous with the notion of career commitment
used here. London (1983) hypothesized job challenge as a determinant
of career motivation. Noe et al. (1990) reported a significant positive
relation between job characteristics and the three dimensions of career
motivation. In addition to facilitating one’s psychological growth to keep
up with the job, challenging jobs may stimulate career resilience through
the opportunity for autonomy in completing tasks inherent in one’s career-
role.
Organizational opportunity for development is hypothesized to indi-
rectly affect career commitment through career satisfaction and organi-
zational commitment. Organizational opportunity for development may
enhance one’s career growth or the acquisition of competencies relevant
to one’s career-role (Hall, 1971). As career growth may constitute one’s
career goal, the realization of this goal should lead to career satisfaction.
Organizational opportunity for development also has been shown to pos-
itively affect organizational commitment (Dean, Ferris, & Konstans, 1988;
Gaertner & Nollen, 1989; Aryee & Debrah, 1991). The rationale for this
relation is later explained in this section.
As evident in the model, family supportive activity is hypothesized to
comprise two observed variables, spouse support and household coping
mechanism. Family supportive activity is hypothesized to affect career
commitment both directly and indirectly through career satisfaction and
organizational commitment. Steffy and Jones (1988) reported a significant
positive relation between household coping mechanism (instrumental sup-
port) and career commitment. As a form of instrumental support, house-
hold coping mechanism helps in managing the demands of multiple roles
and facilitates one’s concentration or devotion to the career-role. Steffy
and Jones (1988) also reported a significant positive relation between
career commitment and dual-career planning support, a term which is
 ANTECEDENTS AND OUTCOMES OF CAREER COMMITMENT 293

conceptually similar to spouse support. As a form of emotional support,

spouse support may help to cushion the effects of career disappointments
and thereby enhance one’s career resilience and therefore commitment.
Considering the hypothesized indirect effect of family supportive activity
on career commitment through career satisfaction and organizational com-
mitment, Rosin (1990) reported that spouse support positively affects the
career satisfaction of husbands. Aryee and Debrah (1991) reported spouse
support to be a significant positive predictor of organizational commitment
in a sample of women in upwardly mobile occupations.
Career satisfaction is hypothesized to affect career commitment directly
and indirectly through organizational commitment. In a theoretical paper
on career subidentity, Hall (1971) proposed that one will become more
or less committed to one’s career role as one sees oneself becoming more
or less competent and successful in one’s career role. However, realization
of one’s career goals and therefore, career satisfaction, may be contingent
upon opportunities offered by one’s employing organization. Based on
exchange theory predictions (Mowday, Porter, & Steers, 1982) and em-
pirical studies (Aryee & Debrah, 1991) career satisfaction is hypothesized
to positively affect organizational commitment. Finally, organizational
commitment is predicted to directly affect career commitment (London,
1983). A significant positive correlation has been reported between or-
ganizational commitment and career commitment (Blau, 1985; Steffy &
Jones, 1988; Darden, Hampton, & Howell, 1989). This finding may be
explained in terms of an employing organization that provides a climate
which promotes the ideals and goals of a specific occupation. The pursuit
of a career role in this occupation in such an organization will heighten
one’s commitment to the organization and subsequently to one’s career
role (Hall, Schneider, & Nygren, 1970).
The second part of the model examines the outcomes of career com-
mitment. The outcomes examined here are career and job withdrawal
intentions, work quality, and skill development. London (1983) hypoth-
esized skill development and work quality as behavioral outcomes of
career motivation. Blau (1985) found a significant negative relation be-
tween career commitment and career withdrawal cognitions but not job
withdrawal cognitions.
In sum, this study sought to contribute to the career focus of work
commitment by drawing upon London’s and London and Mone’s theory
of career motivation and the extrawork literature to suggest a framework
for examining the antecedents and outcomes of career commitment.
METHOD
Participants
Data were collected using structured questionnaires from teachers and
nurses employed in Singapore. Permission to conduct the study was ob-
294 ARYEE AND TAN

tained from the Ministry of Education and six high schools were ap-
proached to participate in the survey. In the case of the nurses, letters
requesting permission to conduct the survey were sent to the Directors
of Nursing in six hospitals all of whom agreed to participate in the survey.
In each of the 12 organizations that participated in the survey, a liaison
was appointed and made responsible for the distribution and collection
of questionnaires. In order to effectively respond to respondents’ queries,
each liaison was thoroughly briefed on the objectives of the survey as
well as its technical details. A letter explaining the objectives of the survey,
the voluntary nature of respondent participation, and guarantee of
anonymity and confidentiality of responses was attached to each
questionnaire.
A total of 650 questionnaires were distributed to a random sample of
teachers and nurses. Completed questionnaires were returned sealed to
the liaison in separate envelopes and were later collected by the authors.
Of the 650 questionnaires, 510 were returned for a response rate of 78.5%.
The modal respondent was in the 37-50 age bracket (48%) and was
married (72%). The majority of the nurses (81%) had a secondary ed-
ucation while the bulk of the teachers had a first degree (56.7%). How-
ever, all respondents were graduates of the relevant local training institutes
so the teachers were certified teachers and the nurses were State Regis-
tered Nurses. The majority of respondents had at least 10 years experience
in both organization and career role.
Measures
Career commitment. Career commitment was measured using a 7-item
scale developed by Blau (1988). Responses were on 5-point Likert format
ranging from (1) “strongly disagree” to (5) “strongly agree” and were
summed and averaged to create a scale score. Blau (1985) reported his
career commitment scale to have an internal consistency of .87 and .85
on two occasions 7 months apart and a test-retest reliability of .67. Sample
items include “I definitely want a career for myself in the teaching/nursing
profession” and “If I could do it all over again, I would not choose to
work in the teaching/nursing profession” (reverse scored). The ar reli-
ability in this study is .83.
Work-role salience. Work-role salience was measured using a lo-item
version of a measure developed by Greenhaus (1971). Responses were
on a 5-point Likert format ranging from (1) “strongly disagree” to (5)
“strongly agree.” Because of possible conceptual overlap between some
of the work role salience items and those of career commitment, 4 of the
work role salience items were dropped from the scale. Noe et al. (1990)
reported an internal consistency reliability of .84 for the short version (6
items) of Greenhaus’ (1971) scale. Sample items in the 6-item scale used
here include “Work is one of the few areas in life in which you can gain
 ANTECEDENTS AND OUTCOMES OF CAREER COMMITMENT 295

real satisfaction” and “It is difficult to find satisfaction in life unless you
enjoy your job.” The scale’s (Y reliability in this study is .65.
Organizational commitment. Organizational commitment was measured
using Porter and Smith’s (1970) 9-item scale. Responses were on a 5-point
Likert format ranging from (1) “strongly disagree” to (5) “strongly agree.”
Mowday, Steers, and Porter (1979) have provided evidence for the con-
struct validity of this scale. Sample items include “I really care about the
fate of this organization” and “I am proud to tell others that I am part
of my organization.” The a reliability of the scale in this study is .89.
Career satisfaction. Career satisfaction was measured using a 5-item
scale developed by Greenhaus, Parasuraman, and Wormley (1990). They
reported an (Yreliability of .88 for the scale. Responses were on a 5-point
Likert format which ranged from (1) “very dissatisfied” to (5) “very
satisfied.” Sample items include “I am satisfied with the progress I have
made toward meeting my goals for income” and “I am satisfied with the
progress I have made toward meeting my goals for advancement.” The
scale’s (Y reliability in this study is .86.
Organizational support. Organizational support was measured by a 7-
item scale adapted from the organizational support for updating subscale
of Far-r, Dubin, Enscore, Kozlowski, and Cleveland’s (1983) Work De-
scription Questionnaire for Engineers (WDQE). Farr et al. (1983) did
not provide reliability evidence for the WDQE. Responses were on a 5-
point Likert format ranging from (1) “very inaccurate” to (5) “very ac-
curate.” Sample items include “My organization is concerned with the
professional growth of teachers/nurses” and “My organization rewards
the efforts of teachers/nurses to keep up with developments in teach-
ing/nursing.” The scale’s cx reliability in this study is .82.
Household coping mechanism. Household coping mechanism was mea-
sured using an g-item scale. The items were drawn from Steffy and Jones’
(1988) household coping mechanism scale. They reported an (Y reliability
of .70 for their scale. Responses were on a 5-point Likert format ranging
from (1) “very inaccurate” to (5) “very accurate.” Sample items include
“Enlists assistance such as baby sitters and cleaning help” and “Evaluates
which activities are most important and schedules time accordingly.” The
scale’s (Y reliability in this study is .94.
SkilZ development. Skill development was measured using a 4-item scale
designed specifically for this study. Responses were on a 5-point Likert
format ranging from (1) “never” to (5) “nearly all the time.” Sample
items include “Keeping up with developments in teaching/nursing” and
“Attending training and/or skills development programs relevant to my
career as a teacher/nurse.” The (Y reliability of the 4-item scale in this
study is .81.
Work challenge. Work challenge was measured using a 4-item scale
developed by Bacharach, Bamberger, and Conley (1990). Bacharach et
296 ARYEEANDTAN

al. (1990) reported an (Yreliability of .77 for their scale. Responses were
on a 5-point Likert format ranging from (1) “very inaccurate” to (5) “very
accurate.” Sample items include “Management sets challenging goals”
and “In this organization, we set very high standards for performance.”
The (Y reliability of the scale in this study is .72.
Spouse support. Spouse support was measured by a 4-item scale de-
veloped for this study. Suchet and Barling (1986) reported an (Y reliability
of .78 for a conceptually similar 4-item scale. Responses were on a 5-
point Likert format ranging from (1) “very inaccurate” to (5) “very ac-
curate.” Sample items include “My spouse puts up with some inconven-
iences (e.g., arriving home late) as a result of my career role” and “My
spouse encourages me to improve my skills in order to have a successful
career.” The scale’s (Y reliability in this study is .86.
Work quality. Work quality was measured using a 4-item version of a
respondents’ generated measure reported by Randall, Fecor, and Longe-
necker (1990). Responses were on a 5-point Likert format ranging from
(1) “very inaccurate” to (5) “very accurate.” Sample items include “I
usually pay attention to details at work” and “I do my work completely
and thoroughly.” Randall et al. (1990) reported an a! reliability of .82 for
their 5-item scale. In this study, the (Y reliability of the 4-item scale is
.81.
Career withdrawal intentions. Career withdrawal intentions were mea-
sured using a 3-item scale developed by Blau (1985, 1988). Blau (1985)
reported an internal consistency of .87 and .85 on two occasions 7 months
apart and a test-retest reliability of .57 for the scale. Responses were on
a 5-point Likert format ranging from (1) “very unlikely” to (5) “very
likely.” The items are “Thinking about leaving the teaching/nursing
profession, ” “Intention to look for a different profession,” and “Intention
to stay in the teaching/nursing profession for some time” (reverse-scored).
In this study, the scale’s (Y reliability is .91.
Job withdrawal intentions. Job withdrawal intentions were measured
using a 3-item scale developed by Blau (1985, 1988). For this scale, Blau
(1985) reported an internal reliability coefficient of .70 and .73 on two
occasions 7 months apart and a test-retest reliability of .60. Responses
were on a 5-point Likert format ranging from (1) “very unlikely” to (5)
“very likely.” The items comprising the scale are “Thinking of quitting
the job, ” “Intention to search for another job,” and “Intention to quit
the job.” The scale’s LYreliability in this study is .95.
Analysis
The means, standard deviations, and zero-order correlations of the
latent variables were computed and the hypothesized causal model of the
antecedents and outcomes of career commitment proposed in Fig. 1 was
 ANTECEDENTS AND OUTCOMES OF CAREER COMMITMENT 297

tested using LISREL VI (Joreskog & Sorbom, 1984). LISREL permits

analysis in two steps, an examination of the measurement model followed
by analysis of the fit of the structural model to the data. The measurement
model determines the relation of observed variables to their respective
latent constructs. The structural model provides estimates of the strength
and direction of hypothesized relation between latent constructs in the
model.

RESULTS
Table 1 presents the parameter estimates of the measurement model.
All the item loadings are high and above S, indicating the construct
validity of the scale items as measures of the variables used in the model.
The zero-order correlations, means and standard deviations of the vari-
ables are presented in Table 2. The mean scores for the variables were
above average and the low standard deviations indicate consensus in the
experience of these variables. The zero-order correlation coefficients be-
tween the antecedents and career commitment ranged from low to mod-
erately high. With the exception of work quality, the correlation coeffi-
cients between career commitment and the outcome variables were
significant and in the expected directions.
The results of the LISREL analysis are reported in Fig. 2. All the direct
paths to career commitment were significant and positive with the excep-
tion of the hypothesized direct path from family supportive activity. The
variables with direct significant paths to career commitment were work-
role salience (path coefficient = .422, p < .Ol), career satisfaction (path
coefficient = .378, p < .Ol), organizational opportunity for development
(path coefficient = .438, p < .Ol), and organizational commitment (path
coefficient = S75, p < .Ol).
Figure 2 shows significant positive path from career commitment to skill
development (path coefficient = .320, p < .Ol) and significant negative
paths from career commitment to career withdrawal intentions (path co-
efficient = - .687, p < .Ol) and job withdrawal intentions (path coeffi-
cient = - .374, p < .Ol). Career commitment is not significantly related
to work quality.
The four criteria commonly used to evaluate the fit of a structural model
to the data are the $/degrees of freedom, goodness of fit index, adjusted
goodness of fit index, and the root mean square. The values for each of
these criteria shown in Fig. 2 fall short of the range of acceptability which
therefore implies that the model does not represent an acceptable fit to
the data. The significant paths and the implications of the failure of the
model to fit the data for London’s and London and Mone’s theory will
be discussed in the next section.
298 ARYEE AND TAN

TABLE 1
Career Commitment Model Measurement Results

Construct Item Estimate+ RZ

Work role salience 1 ,512 480

2 .501 .362
3 663 .376
4 ,502
5 .613 .449
6 .712 ,491
Family support activity 1 .894 .800
2 ,657 ,341
Organizational development opportunity 1 .573 ,357
2 .612 ,423
Career satisfaction 1 ,876 .772
2 ,886 .790
3 .634 403
4 .726 .529
5 .610 ,373
Organizational commitment 1 .557 .312
2 .765 .591
3 .508 .259
4 SW .418
5 .824 688
6 ,756 .577
7 ,757 .579
8 ,786 .389
9 .624
Career commitment 1 ,770 ,599
2 ,732 ,540
3 .747 .563
4 .794 .638
5 .561 .316
6 .632 .634
7 .619 .528
Skill development 1 ,796 .634
2 .784 ,615
3 ,697 ,486
4 .786 .619
Work quality 1 .767 ,588
2 .887 ,787
3 .834 ,695
4 .864 .746
Career withdrawal intentions 1 ,895 .807
2 ,938 386
3 .810 .660
Job withdrawal intentions 1 .917 .808
2 .923 .810
3 .908 .826

+ All loadings significant at 1% level.

 %
2
8
TABLE 2
Means, Standard Deviations, and Zero-Order Correlations of Latent Variables 8
3
Antecedents Outcomes ?+
Variables M SD 1 2 3 4 5 6 7 8 9 10 3
0
1. Work role salience 3.34 0.50 - 5
2. Family supportive activity 5.14 0.81 .14* -
8
3. Organizational development opportunity 3.55 0.58 .19’ .18* -
4. Career satisfaction 3.26 0.70 .04 .14 .34** - B
5. Organizational commitment 3.38 0.65 .39** .24** .4s* .44** -
6. Career commitment 3.17 0.95 .34** .19* .20** .41** .42** - 41
7. Skill development 3.46 0.63 .3388 .1.5 .23** .2s* .34** .22* -
8. Work quality 4.19 0.62 .25** .ll .22** .07 .21* .03 .26*’ -
9. Career withdrawal intentions 2.45 1.10 -.26’* - .20** - .21** -.30** -.48** -.59** -.24** -.05 - f
10. Job withdrawal intentions 2.61 1.17 -.14* - .20** - .20** -.29** -.26** -.27*’ -.21* -.13 .39** - c1

* p < .05.
** p < .Ol. P
z
 0.422
(M.01)

Skill development

0.078 , Organizational
commirment

Career withdrawal

Job withdrawal
intentions

chi-square value = 1769.14, df = 762, p = .lWO

CoeftIcient of determhtion for the structurai equations = 0.338
Goodness-of-fit index = 0.847
Adjusted Goodnes-of-fit index = 0.827
Root mean square residual = 0.089
+ Path coefficients are standardized values
FIG. 2. Results of the hypothesized causal model.
 ANTECEDENTS AND OUTCOMES OF CAREER COMMITMENT 301

DISCUSSION
The objective of this study has been to advance the career focus of
work commitment by using LISREL to test a hypothesized model of the
antecedents and outcomes of career commitment based on London’s and
London and Mone’s theory among a sample of teachers and nurses in
Singapore. While most of the hypothesized relations in the model received
support, the model did not represent an acceptable fit to the data. Work-
role salience emerged as a significant predictor of career commitment.
This finding supports London’s theoretical formulations and is consistent
with the findings of Noe et al. (1990). Work-role salience also has been
noted to be related to a variety of career issues (Mark & Stead, 1990)
and for that reason, it is important to understand the determinants of
work role salience.
As hypothesized, organizational opportunity for development showed
both a significant direct path to career commitment and indirectly, through
organizational commitment. The significant path from organizational op-
portunity for development to career commitment is consistent with the
findings of Pazy (1988) and also with the theoretical work of London. As
work challenge is an observed variable for the latent construct of orga-
nizational opportunity for development, it may be argued that our finding
also is consistent with that of Noe et al. (1990). They reported a significant
positive relation between job characteristics and the three dimensions of
career motivation.
Career satisfaction showed a significant direct positive relation with
career commitment but was not indirectly related to career commitment
through organizational commitment. The significant direct positive rela-
tion between career satisfaction and career commitment is consistent with
Hall’s (1971) proposition that career success, conceptually similar to career
satisfaction, is related to career subidentity development. Thus, individuals
able to achieve their career goals are therefore career satisfied and more
likely to identify with their career role. The nonsignificant path from career
satisfaction to organizational commitment could be because the present
sample identify only with their career role and not necessarily the orga-
nizational context within which they perform their career role.
As hypothesized, organizational commitment showed a significant pos-
itive path to career commitment. This finding provides support for Lon-
don’s proposition and it is consistent with Blau’s (1985) finding of a
significant positive relation between organizational and career commit-
ments. As earlier explained, organizations that project or promote the
ideals of an occupation and instill these ideals in their employees may,
as a result, enhance both organizational and career commitments. This
could be interpreted as congruence between the goals of the organization
302 ARYEEANDTAN

and the culture of the occupation from which an individual has been
recruited.
The second part of the model examined the outcomes of career com-
mitment. As reported in Fig. 2, with the exception of work quality, the
hypothesized relations between career commitment and the outcomes
received support. Career commitment is significantly and positively related
to skill development. This finding supports London’s proposition and
Noe’s (1987) that theoretically relates career commitment to the moti-
vation to learn. Career commitment also showed a significant negative
relation to career and job withdrawal intentions. The implication is that
career dissatisfaction or lack of career success may prompt employees to
consider withdrawing from a career in an occupation (Rhodes & Doering,
1983) or to seek opportunities in another organization. The finding relating
career commitment to career withdrawal intentions is consistent with
Blau’s (1985) finding, but not with his finding pertaining to job withdrawal
intentions.
Contrary to London’s proposition, career commitment was not signif-
icantly related to work quality. It may well be that work quality is not
the result of commitment so much as the result of one’s abilities and
skills. Therefore, being committed does not necessarily mean improved
work quality while lack of commitment to a career need not necessarily
mean work quality will suffer. Perhaps work quality has an organizational
focus (Randall et al., 1990).
In spite of the preceding discussion, the model did not represent an
acceptable fit to the data. Noe et al. (1990) also sought to identify cor-
relates of career motivation but their independent variables only accounted
for a moderate proportion of the explained variance in their sample’s
career motivation. As the model tested here was mainly inspired by Lon-
don’s theory the failure of the model to fit the data has implications for
his theory. Since no one study can possibly include all the variables iden-
tified in London’s and London and Mone’s theory, there should be con-
tinuous efforts to isolate situational variables suggested by the theory as
a basis for building and empirically verifying a parsimonious model. In
effect, London’s theory ought to be seen as a useful starting point in
generating knowledge; strategies for enhancing both career commitment
and career motivation should await the empirical verification of the sug-
gested parsimonious model.
Based on the results reported in Fig. 2, some preliminary suggestions
could be offered for building a parsimonious model to test the utility of
London’s and London and Mone’s theory. Although career satisfaction
was hypothesized to affect career commitment both directly and indirectly
through organizational commitment, the latter hypothesis was not sup-
ported. A revised model of career commitment may only need to indicate
a direct path from career satisfaction to career commitment. Second,
 ANTECEDENTS AND OUTCOMES OF CAREER COMMITMENT 303

specific career development programs should be separately examined as

antecedents of career commitment. Colarelli and Bishop (1990) found
mentor as a significant antecedent of career commitment. Third, as the
present study and Noe et al’s (1990) have shown organizational contin-
gencies to have significant effect on career commitment or motivation,
future studies need to include such situational variables as job charac-
teristics and participation in decision-making. In view of the dynamic
nature of career commitment or motivation (London, 1983) future at-
tempts to develop and test a parsimonious model of career commitment
may need to use a longitudinal methodology.

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Received: January 22, 1991