Abstract

The present paper investigated the relations between career commitment and its antecedents and consequences with 825 employees from the spin-ofF company and newborn company in Korea. Major findings are as follows. First, consistent with previous work, organizational commitment, job commitment, career commitment validated as distinctive constructs, suggesting that career commitment may be a important concern in coping with the organizational change such as restructuring. Second, career commitment significantly predicted organizational turnover intention, performance effort, and learning motivation. Third, career commitment significantly predicted by organizational commitment, job involvement, job satisfaction. Fourth, the effects of the organizational and career commitment profiles on organizational turnover intention, performance effort, and learning motivation was tested, and spillover effect was founded in the dually committed. These effect suggest that better understanding and intervention of HR practices can be enhanced by simultaneous understanding of career and organizational commitment.