Abstract
This study investigates the nexus between career commitment, adaptability and motivation, and the mediation role of career adaptability on the relationships between career commitment and motivation. Data were collected randomly from marketers working in the telecommunication sector in the Kurdistan region of Iraq through online questionnaires. There were 121 out of 285 forms received and analyzed using the structural equation modeling approach. The findings indicate that both career commitment and adaptability have direct effects on career motivation. Furthermore, a mediation effect of career adaptability was identified in the relationship between career commitment and motivation. The findings of the study contribute to the career motivation literature by investigating the effects of individual factors, namely career commitment and career adaptability, on career motivation in the context of developing countries. The study also points out the compound effect of these factors on career motivation.
Highlights
Career motivation (CM) reflects a dynamic and changeable concept in demonstrating persons’ attitudes in endeavors to achieve self-development and progression (Fang, Zhang, Mei, Chai, & Fan, 2018)
Studies based on career theory support the idea that both career commitment (CCMT) and adaptability play a significant role in enhancing CM (Hennekam, 2015; Kim & Kim, 2018; Meyer & Parfyonova, 2010; Srikanth & Israel, 2012)
Implications This study attempts to examine the potential effects of CCMT and adaptability on CM among a sample of marketers in the communication field
Summary
Career motivation (CM) reflects a dynamic and changeable concept in demonstrating persons’ attitudes in endeavors to achieve self-development and progression (Fang, Zhang, Mei, Chai, & Fan, 2018). Works have recently built new models to understand the factors that influence CM and its changeable nature. Most of these empirical works relied on key organizational factors such as promotion policies and salary structure (Hennekam, 2015). Amin et al (2017) confirmed that the employees with high level of CCMT possess positive attitudes toward their jobs and achieve more career motivation. An important role of CCMT is to provide an individual incentive for faster and greater adaptability for career-related changes
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