• Login
    View Item 
    •   Home
    • Massey Documents by Type
    • Theses and Dissertations
    • View Item
    •   Home
    • Massey Documents by Type
    • Theses and Dissertations
    • View Item
    JavaScript is disabled for your browser. Some features of this site may not work without it.

    Antecedents and outcomes of personnel perceptions of the effectiveness of career management practices in the New Zealand Defence Force : a thesis presented in partial fulfilment of the requirements for the degree of Master of Arts in Psychology at Massey University

    Icon
    View/Open Full Text
    01_front.pdf (2.108Mb)
    02_whole.pdf (18.30Mb)
    Export to EndNote
    Abstract
    This research examined antecedents and outcomes of perceptions of the effectiveness of career management practices (PECMP) using a military sample. Past research has shown mixed results regarding the relationship between experiencing career management practices and organisational commitment and turnover intentions; however positive relationships have been found when perceptions of career management are measured. This present study hypothesised that PECMP would be positively related to commitment (affective and continuance) and job satisfaction and negatively related to turnover intentions. Based on the literature a number of variables were hypothesised as antecedents of PECMP. A sample of 436 Regular Force New Zealand Defence Force (NZDF) personnel responded to a NZDF attitude survey, which measured commitment, job satisfaction, turnover intentions, PECMP and 13 proposed antecedents of PECMP. Regression analysis showed that PECMP was positively related to affective commitment and job satisfaction but not to continuance commitment. Job satisfaction and affective and continuance commitment were negatively related to turnover intentions, with affective commitment the strongest contributor. PECMP was higher when career management was perceived as fair, sufficient feedback was given, personnel felt satisfied with their past career development, expectations were met, personnel felt they had input into their career development and personnel perceived the NZDF valued their career development. The study also found that one-to-two times per year was perceived as sufficient contact with a career manager and that the frequency of contact influenced attitudes towards the career manager. Personnel who defined their career as the military, opposed to their trade, were more affectively committed to the NZDF but not less likely to intend to leave. Personnel viewed career success differently (laterally and hierarchically), but this did not influence PECMP or career development satisfaction. This study provides empirical support for the benefits of effective career management in the reduction of voluntary turnover in the military via its influence on affective commitment and in turn, intentions to leave. The study also identifies features of best practice career management that should be used when designing and, most importantly, implementing career management.
    Date
    2007
    Author
    White, Stephanie Nicole
    Rights
    The Author
    Publisher
    Massey University
    URI
    http://hdl.handle.net/10179/11548
    Collections
    • Theses and Dissertations
    Metadata
    Show full item record

    Copyright © Massey University
    | Contact Us | Feedback | Copyright Take Down Request | Massey University Privacy Statement
    DSpace software copyright © Duraspace
    v5.7-2020.1-beta1
     

     

    Tweets by @Massey_Research
    Information PagesContent PolicyDepositing content to MROCopyright and Access InformationDeposit LicenseDeposit License SummaryTheses FAQFile FormatsDoctoral Thesis Deposit

    Browse

    All of MROCommunities & CollectionsBy Issue DateAuthorsTitlesSubjectsThis CollectionBy Issue DateAuthorsTitlesSubjects

    My Account

    LoginRegister

    Statistics

    View Usage Statistics

    Copyright © Massey University
    | Contact Us | Feedback | Copyright Take Down Request | Massey University Privacy Statement
    DSpace software copyright © Duraspace
    v5.7-2020.1-beta1