The research aimed to examine the Career Commitment of staff at Hoa Phat Group and to determine the significant relationships between four key factors: Role Overload, Job Role Ambiguity, Goal and Process Clarity, and Perceived Ability – Job Fit The findings revealed that two of these factors positively influence Career Commitment, while the other two have a negative impact This indicates that enhancing the positive factors can lead to improved Career Commitment among employees, whereas neglecting them may result in a decline.
The hypothesis that employees with a strong commitment to their careers exhibit greater organizational commitment was confirmed It was found that these highly committed employees had higher mean scores compared to their less committed peers, indicating a direct correlation between career commitment and organizational loyalty This suggests that an individual's commitment to an organization is influenced not only by their identification with the organization itself but also by their dedication to their chosen career path within it Consequently, a high level of career commitment is essential for fostering strong organizational commitment, highlighting the importance of career dedication in achieving a fulfilling professional journey for employees.
Research by Bedeian et al (1991) highlights that an individual's commitment to an organization is shaped not only by their identification with the organization itself but also by their commitment to their chosen career within it Therefore, organizational policies and practices that address and fulfill employees' career aspirations play a crucial role in enhancing overall organizational commitment.
This research will have some limitation:
The samples is very small (n = 257)
Only focus related contents at Hoa Phat group and also can‟t be generalized for trading and production of Furniture, Steel pipes,… at Vietnam
The surveys conducted in slightly short time
Survey respondents exhibited varying perceptions of professional commitment, and the presence of grammatical errors due to the English-Vietnamese translation process may lead to confusion for readers when providing their answers.
To enhance organizational commitment, policy makers should prioritize boosting employees' career commitment, as motivated employees are more likely to contribute and remain with organizations that support their career satisfaction Implementing policies and practices that address employees' career needs, such as career development programs aligned with the organization’s strategic goals, is essential Additionally, organizations must create opportunities for career progression, internal promotions, training, and job security to foster a strong connection between employees and their workplace, ultimately leading to increased loyalty and commitment.
Having a committed workforce is becoming a competitive advantage in the industry sector and globally
To enhance employee commitment, organizations should implement a reward system that fairly compensates dedicated staff Additionally, aligning employees' career aspirations with the organization's strategic goals will further motivate them to invest in the company's success.
Future research should focus on the influence of job characteristics such as variety, identity, significance, autonomy, and feedback on organizational
Alderfer, C P (1969) An empirical test of a new theory of human needs Organizational Behaviour and Human Performance : 142 – 175
Maslow A H (1943) Theory of Human Motivation Psychological Review, 370-396 Maslow, A.H (1970) Motivation and Personality, New York: Harper Collins Publishers
Andrea, M M., & Ted, S T (2011) Career commitment and organizational commitment in for profit and nonprofit sectors International Journal Emerg.Sci.,1(3),324-340
Allen, N J., & Meyer, J P.(1993) Organizational commitment: evidence of career stage effect Journal of Business Research 26,46-61
The study by Awolusi (2013) investigates the impact of motivation on employee job commitment within the Nigerian banking sector, highlighting the importance of motivational factors in enhancing commitment levels Additionally, Balfour and Wechsler (1996) explore the antecedents and outcomes of organizational commitment in public organizations, emphasizing its significance in employee retention Furthermore, Blau (1989) examines the generalizability of career commitment measures and their influence on employee turnover, underscoring the critical role of commitment in vocational behavior.
Blau, G (1985) The measurement and prediction of career commitment Journal of Occupational Psychology,58,277-288
Blau, G (2003).Testing a four dimensional structure of occupational commitment Journal of Occupational and Organizational Psychology
Carswell, L., & Allen, N J (2000) A meta analytic review of occupational commitment: Relations with person and work related variables Journal of Applied Psychology
Coloquitt, J., Lepine, A., & Wesson, M.J (2011) Organizational Behavior: Improving performance and commitment in the workplace McGraw-Hill/Irwin
Darden, W R., Hampton, R., & Howell, R (1989) Career vs organizational commitment Antecedent and consequences of retail sales people commitment Journal of Retailing,65(1):80-106
Gaertner, K & Nollen, S (1989) Career experiences, perceptions of employment practices and psychological commitment to the organization, Human Relations, 42(11)975-991
Goulet, L R & Singh, P (2002).Career Commitment A Re-examination and Extension Journal of Vocational Behaviour
Hall, D T (1971) A theoretical model of career sub identity development in organizational settings Organizational Behaviour and Human Performance, 6,50-76 Herscovitch, L., & Meyer, J P (2002) Commitment to organizational change Journal of Applied Psychology
Mathews, B P.,& Shepherd, J L (2002) Dimensionality of cooks and wall‟s (1980) British organizational commitment scale revisited Journal of occupational and organizational psychology
Meyer, J P., & Allen, N J (1990).The measure and antecedents of affective ,continuance and normative commitment to the organization Journal of occupational psychology,63
Meyer, J P., & Allen, N J (1997) Commitment in workplace Thousand Oaks, CA sage Publications
Meyer, J P., Stanley, D J Herscovitch, L & Topolnytsky, L (2002) Affective, Continuance and Normative commitment to the organization:A Meta-Analysis of Antecedents, Correlates and Consequences Journal of Vocational behaviour61(1) 20-
Kreitner and Kinicki's "Organizational Behavior" (2007) provides a comprehensive overview of key concepts in organizational dynamics Arnolds and Boshoff's (2002) study in "The International Journal of Human Resource Management" empirically assesses Alderfer's ERG theory, focusing on the relationship between compensation, esteem valence, and job performance This research highlights the critical factors influencing employee motivation and effectiveness in the workplace.
(1981) “A behavioral decision theory approach for measuring McClelland's trichotomy of needs” Journal of Applied Psychology, Vol 66 (2), 242-247
Management (2014), retrieval from http://management.about.com/
Management of Forbes (2014), http://www.forbes.com/management/
Hoa Phat Group Website: www.hoaphat.com.vn
Survey 52
My name is Do Thanh Lam, and I am currently pursuing an MBA through the Collaborative Program between Open University Malaysia and Ho Chi Minh City University of Technology I am in the process of conducting research for my thesis, which focuses on [insert specific topic of research here].
“Factors influencing Career Commitment of Employees at Hoa Phat group”
I kindly request your assistance in completing the following questionnaire Please rest assured that all information will be kept strictly confidential and used solely for my academic research Your valuable time and feedback are crucial to the success of my graduation thesis.
Thank you very much for your very kindly response to this questionnaire It is highly appreciated
If you need any information related to this questionnaire, would you please call me at my mobile number (+84) 918561324 or contact with me through my email at thanhlamdolotus301@gmail.com
Please indicate the degree of your Agreement or Disagreement with each statement by circling one of the five alternatives below each statement
(Response are obtained using a 5-point Likert-type subscale where 1 = Strongly agree, 3
Items denoted with (R) are reverse scored
1 I like this career too well to give it up 1 2 3 4 5
2 If I could go into a different profession which paid the same, I would probably take it (R) 1 2 3 4 5
3 If I could do it all over again, I would not choose to work in this profession (R) 1 2 3 4 5
4 I definitely want a career for myself in this profession 1 2 3 4 5
5 If I had all the money I needed without working, I would probably still continue to work in this profession 1 2 3 4 5
6 I am disappointed that I ever entered this profession (R) 1 2 3 4 5
7 This is the ideal profession for a life‟s work 1 2 3 4 5
Please indicate the degree of your False or True with each statement by circling one of the five alternatives below each statement
(Responses are obtained on a 5-point Likert-type scale where 1 = Definitely false and 5
1 I don‟t have time to finish my job 1 2 3 4 5
2 I‟m rushed in doing my job 1 2 3 4 5
3 I have a lot of free time on my hands 1 2 3 4 5
PART III: JOB ROLE AMBIGUITY
Please indicate the degree of your agreement or disagreement with each statement by circling one of the five alternatives below each statement
(Responses are obtained using a 5-point Likert-type scale where 1 = Strongly disagree, 2
= Disagree to some extent, 3 = Uncertain, 4 = Agree to some extant and 5 = Strongly agree (lower scores indicate higher level: ambiguity))
1 I am certain how to go about getting my job done (the methods to use) 1 2 3 4 5
2 I know what is the best way (approach) to go about getting my work done 1 2 3 4 5
3 I know how to get my work done (what procedures to use) 1 2 3 4 5
1 I know when I should be doing a particular aspect
2 I am certain about the sequencing of my work activities (when to do what) 1 2 3 4 5
3 My job is such that I know when I should be doing a given work activity 1 2 3 4 5
1 I know what my supervisor considers satisfactory work performance 1 2 3 4 5
2 It is clear to me what is considered acceptable performance by my supervisor 1 2 3 4 5
3 I know what level of performance is considered acceptable by my supervisor 1 2 3 4 5
PART IV: GOAL AND PROCESS CLARITY
Please indicate the degree of your Uncertain or Certain with each statement by circling one of the five alternatives below each statement
(Responses are obtained using a 5-point Likert-type scale where 1 = Very uncertain and
5 = Very certain Respondents are asked to indicate the degree of certainty about each of the following items)
2 The goals and objectives for my job 1 2 3 4 5
3 How my work relates to the overall objectives of my work unit 1 2 3 4 5
4 The expected results of my work 1 2 3 4 5
5 What aspects of my work will lead to a positive evaluation 1 2 3 4 5
1 How to divide my time among the tasks required of my job 1 2 3 4 5
2 How to schedule my work day 1 2 3 4 5
3 How to determine the appropriate procedures for each work task 1 2 3 4 5
4 The procedures 1 use to do my job are correct and proper 1 2 3 4 5
5 Considering all your work tasks, how certain are you that you know the best ways to do these tasks 1 2 3 4 5
PART V: PERCEIVED ABILITY-JOB FIT
To assess opinions, please rate your agreement with the following statements on a scale of 1 to 5, where 1 means Strongly Disagree, 2 means Disagree, 3 is Neutral, 4 indicates Agree, and 5 signifies Strongly Agree Circle the number that best represents your response.
(Responses are obtained on a 5-point Likert-type subscale where 1 = Strongly disagree and 5 = Strongly agree)
1 I feel that my work utilizes my full abilities 1 2 3 4 5
2 I feel competent and fully able to handle my job 1 2 3 4 5
3 My job gives me a chance to do the things I feel I do best 1 2 3 4 5
4 I feel that my job and I are well matched 1 2 3 4 5
5 I feel I have adequate preparation for the job I now hold 1 2 3 4 5
Under 24 years old From 24 to 36 years old
From 36 to 45 years old Above 45 years old
High school Colleges Degree Bachelor Degree
Under 1 years From 1 to 3 years
From 3 to 5 years Above 5 years
Direct employee Office staff Supervisor/Team leader
You have successfully done the questionnaire Thank you very much!