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The effect of work area and career progress on three forms of commitment, organisational commitment, career commitment, and job/work involvement was empirically evaluated. Career progress was considered as the evaluation of an individual's job level against generally held, time-based expectations of promotion. Distinct patterns of correlation were found for each form of commitment, and compared with the literature for the commitment forms studied and the range of promotion variable types, i.e. perception-based promotion proxy variables, event-based promotion variables and career history-based promotion variables.

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Conference Paper

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