Type of the article: Research ArticleAbstractEmployee turnover is an expensive problem for telecom firms going through a fast digital transition. This study investigates whether emotional occupational commitment mediates the association between multidimensional career development (career-goal advancement, professional competence development, promotion speed, and compensation growth) and employees’ desire to leave Egypt’s telecom industry. Employees of three major Egyptian operators (Vodafone Egypt, Orange Egypt, and WE) completed a structured online questionnaire between January and March 2025. Of the 600 surveys received, 588 were found to be legitimate and were included in the final study. Reliability testing (Cronbach’s alpha), descriptive statistics, hierarchical linear regression, path (mediation) analysis, and Pearson correlation were used. All structures have strong internal consistency (alpha range 0.776–0.894). Affective commitment and career growth characteristics were positively correlated, but turnover intention showed a negative correlation. Affective occupational commitment mediates the association between career growth and turnover intention (R2 = 0.588), as demonstrated by path analysis and hierarchical regression. The whole model explains 58.8% of the variation in turnover intention. According to the findings, telecom companies can significantly lower employee turnover by implementing organized career-development programs that increase emotional engagement by enhancing workers’ abilities, making promotion tracks clear, and guaranteeing equitable compensation. To evaluate causal direction and generalizability, future studies should use longitudinal designs and cross-industry comparisons.AcknowledgmentThe author declares that no financial support, institutional grant, or external assistance was received for conducting this research, and there are no use of artificial intelligence tools in preparing the manuscript. 

Personal resources among pre-service teachers: An examination of links with subjective vitality and occupational commitment

Considerable research has discussed the working conditions of chefs, covering topics such as including wage theft (Robinson & Brenner, 2021), bullying and harassment (Dagsland et al., 2024; Lin et al., 2023; Taheri et al., 2024), occupational commitment (Robinson, 2014), gender and chef identity: (Albors-Garrigos et al., 2020) and mental health and wellbeing (Robinson et al., 2022, 2023). However, contemporary data that clearly shows the working conditions of chefs in the New Zealand hospitality sector is rare. This paper presents recent data from two surveys that clearly highlight the problematic working conditions of chefs in a sector that is of significant economic importance to New Zealand.

Leadership, organizational culture, and their effects on employee attitudes are key focuses in organizational behavior studies. In this research, there were two main aims: first, to explore how organizational trust influences the relationship between leadership styles and organizational culture, and second, to clarify the mediating role of organizational culture in the link between leadership styles and affective occupational commitment among academics in Istanbul, Türkiye. Participants were selected from various states and private universities using convenience sampling. A cross-sectional survey involving quantitative methods were used to examine the relationships between key variables. The data was collected from 352 respondents. Effective leaders build trust and adapt organizational culture, which fosters employee commitment to their roles. Despite the relevant theoretical framework, there is a strong and positive link between trust in organization, leadership, and organizational culture, so the hypothesized moderating role of trust in organization was rejected. In contrast, the findings confirm the mediating role of organizational culture in the connection between leadership styles and affective occupational commitment. Moreover, another significant research finding was that leadership styles are effective when an organization has a supportive and innovative culture. Most academics expressed dissatisfaction with the effectiveness of leadership and their work environment, indicating challenges in promoting a positive culture. This study clarifies the dimensions of leadership styles, organizational trust, culture, and emotional commitment, thereby contributing to the literature concerning these areas.

ABSTRACT Facing increasing occupational stress from shipping digitalization and an adverse occupational environment, seafaring officers may experience dual psychological anxieties that influence their career decisions. However, limited research has empirically addressed how and why personal traits affect the decisions in this context. We propose that work ethic, as a core personal trait, is negatively associated with occupational commitment, under the boundary conditions of the dual anxieties. We use career development expectation and occupational environment perception to measure the internal (within-organization) and external (outside-organization) anxieties. We test the hypothesis on a sample of 619 seafaring officers. The results indicate that career development anxiety mediates the relationship between work ethic and career transition intention, with a threshold effect for the moderating role of the external anxiety. When the external anxiety is low (above the threshold), a higher level of work ethic leads to a stronger intention to change the shipboard job, with career development anxiety statistically acting as a suppressor. A more favorable external environment reduces the negative impact of work ethic. When the external anxiety is high (below or at the threshold), the direct effect of work ethic becomes insignificant, and it influences the transition intention primarily through career development anxiety.

ABSTRACT In recent years, Türkiye has hosted one of the world’s largest refugee populations, creating profound implications for its education system. This study explores how the presence of refugee students shapes primary school teachers’ burnout and occupational commitment. Data were gathered from 433 teachers employed in public primary schools in Osmaniye, Türkiye, using the Maslach Burnout Inventory and the Blau Occupational Commitment Scale. Correlation analyses showed that occupational commitment was negatively related to emotional exhaustion and depersonalisation, and positively related to personal accomplishment. MANOVA results indicated that refugee student presence significantly predicted higher burnout levels across all subdimensions, but did not significantly influence occupational commitment. These findings reveal that teachers sustain professional commitment despite heightened emotional demands. Nevertheless, persistent exposure to challenging classroom dynamics without adequate institutional support may undermine long-term well-being. The study highlights the necessity of comprehensive support mechanisms to promote teacher resilience and inclusive educational practices in refugee-dense settings.

Abstract To better understand language teacher turnover, this study closely replicates and extends McInerney et al.’s (2015) research, which found that teacher commitment predicted turnover intentions to schools (44.2%) and the profession (45.2%) among Hong Kong schoolteachers (N = 1,060). Given the relatively stable employment conditions in that context, the generalizability of these findings to more mobile populations, such as expatriate native English-speaking teachers (NESTs), remains uncertain. In this replication, (1) the population was changed to NESTs in East Asia, and (2) subgroup comparisons were extended to reflect distinctions relevant to the replication sample. Additionally, results were directly compared to the original. A total of 215 NESTs participated. Results showed similar directional patterns but stronger effects: commitment explained 51.8% of variance in turnover intentions to schools and 59.7% to the profession. Affective commitment was the strongest predictor, though NESTs reported lower commitment and higher turnover intentions than in the original study.

Profiling pre-service teachers’ motivational and behavioral characteristics: Relationships with psychological wellbeing and occupational commitment

Purpose This study investigates why employees with high occupational commitment are generally reluctant to leave their organization and, crucially, when this pattern might deviate. Design/methodology/approach The theoretical model is validated through a time-lagged survey (Study 1) and a scenario experiment (Study 2). Findings Occupational commitment was negatively related to organizational turnover intention through occupation-oriented job crafting under specific (Study 1) and general conditions (Study 2). Faultlines led to the attenuation (Study 2) or reversal (Study 1) of the mediation effect. Servant leadership neutralized the moderation impact of faultlines. Originality/value This research reveals the nuanced relationship between occupational commitment and turnover intention and, more importantly, pinpoints the conditions under which this relationship reverses.

BackgroundOrganizational virtuousness and just culture, which both foster justice, honesty, and trust, have a major impact on positive work environments in the healthcare industry. Strengthening nurses’ emotional engagement and vocational commitment requires these components. With an emphasis on the mediating function of just culture, this study attempts to investigate the relationship between organizational virtuousness and nurses’ vocational commitment.MethodsThis study used a descriptive correlational design that was informed by the STROBE checklist. A non-probability convenience sample from Alexandria Main University Hospital was chosen following accepted structural equation modeling (SEM) principles to guarantee sufficient statistical power and trustworthy parameter estimation. A sample of 400 nurses was considered adequate due to the model’s moderate complexity, the use of 61-item measurement methods, and the inclusion of several latent variables. Three validated tools—the Just Culture Survey, the Occupational Commitment Survey, and the Organizational Virtuousness Scale—were used to gather data.ResultsAccording to linear regression analysis, nurses’ occupational commitment was significantly predicted by both organizational virtuousness and just culture, which together accounted for 15.5% of the variation. Organizational virtuousness was a significant positive predictor (B = 0.220), meaning that occupational commitment rose by 0.220 units for every unit rise in perceived virtuousness. The greatest predictor was only culture (B = 0.352, β = 0.342, t = 7.207, p < 0.001, 95% CI [0.256, 0.448]), underscoring its crucial influence on commitment. These results highlight the value of open, equitable workplace cultures and moral organizational climates in raising nurses’ levels of professional engagement. These correlations were further validated by the structural equation model, which showed good model fit (GFI = 0.961, AGFI = 0.941, RMSEA = 0.069).ConclusionsNurses’ commitment to their work is strengthened by an organization’s moral character and fair culture. These elements improve trust, engagement, and emotional involvement by creating a courteous, moral, and encouraging work atmosphere. In healthcare contexts, fostering such cultural values improves employee retention, productivity, and overall organizational resilience.Clinical trial numberNot applicable.Supplementary InformationThe online version contains supplementary material available at 10.1186/s12912-025-03835-x.

We investigated the predictive value of measuring vocational interests towards complex data-driven and people-driven tasks in social and enterprising areas, using the Vertical Social Interests Scale-Data Complexity Levels (VSIS-DCL) and the Vertical Social Interests Scale-People Complexity Levels (VSIS-PCL). Through a qualitative and two quantitative studies involving three independent college student and employed samples (Total N = 829), we developed and validated the VSIS-DCL and further validated the VSIS-PCL. Findings indicated that interests in increasingly complex data-driven and people-driven tasks predict occupational commitment, vocational self-efficacy, satisfaction, and persistence intentions. The VSIS-DCL and VSIS-PCL scales demonstrated incremental validity over traditional interest measures, grit, and the job’s motivating potential, highlighting their utility in career counseling and academic advising. Additionally, we found that interests in complex tasks are more predictive of job satisfaction and occupational commitment in higher-complexity jobs. Our study contributes to the literature by providing robust tools for measuring vocational interests in complex social and enterprising occupations. Results have implications for the age of AI in the workplace, where human talent will be increasingly sought for complex planning, creation, and oversight roles.

In the increasingly busy days of today, families are fragmenting. Children are busy preparing for a prosperous life abroad, leaving their aging parents behind at home. Modern nuclear families present a dismal picture. There is nobody to look after the parents when they become old and unhealthy, or sick and bedridden. Such times are frustrating for the family to find an alternative. Some seek shelter in old age homes, while those that are comparatively affordable employ someone available throughout the day to help them with their daily chores, as well as dispensing medication. Hence, a category of para-professionals, popularly known as Home Nurses, evolved who work full-time for a monthly payment, staying with the family. Responding to the occasion, agencies have come up with the outsourcing of the services of such nurses. Clients find it easy and reliable to seek the services of nurses through agencies due to reasons of availability and accountability. They act as labour contractors, and the nurses find them offering consistent work, alleviating uncertainty. Kerala, a state with a large population working or living abroad spread across all countries of the world, is no exaggeration that the prospects for home nursing are expanding. They are a mixed lot. Some are formally trained with relevant educational qualifications. Some have come into it, gaining experience. They work exclusively as nurses and do not combine it with domestic work. An attempt is made here to explore their occupational commitment resulting from an interplay of three components: their job and its demands, their workplace and its peculiarities, and, finally, the characteristics of the person performing it, although often all three overlaps.

The transformation of ambivalent professional identity of nursing students following clinical placement in China: A qualitative study from the perspectives of the "post-00s" generation.

This study examines the effect of subjective well-being on occupational commitment. A survey form containing scales for demographic information, occupational commitment, and subjective well-being was used. The study was conducted using a quantitative research method, and purposive sampling was employed in the sample selection process. The sample consisted of 184 students enrolled in gastronomy and culinary arts programs. Data were collected via an online survey between September 28, 2024, and December 29, 2024, and analyzed using SPSS 27.0. The findings revealed that gastronomy and culinary arts students have moderate levels of both occupational commitment and subjective well-being. According to the hypothesis testing results, subjective well-being (SWB) has a significant and positive effect on both dimensions of occupational commitment—namely, normative commitment and affective commitment. The results highlight the importance of actions aimed at enhancing well-being in educational, internship, and workplace settings. Increasing well-being through supportive workplace policies, stress management strategies, and the promotion of a positive work culture can strengthen the occupational commitment of kitchen staff.

Ensuring the stability of teachers is a crucial task in developing early care education; thus, reducing the turnover rate of kindergarten teachers is the core priority. This research explores the correlation of four antecedents with teachers’ turnover intentions: occupational commitment, psychological resilience, job satisfaction, and burnout. This study utilized a stratified sampling methodology based on regional GDP levels and implemented a hybrid data collection approach combining online and offline questionnaire distribution to ensure comprehensive representation across socioeconomic contexts. Taking the collected data from 920 kindergarten teachers in the rural area of Hebei Province, China as the research object, the research presents the following findings: (i) nearly 60% of kindergarten teachers prefer to Move rather than Leave when having turnover intentions; (ii) the improvement of psychological resilience and working conditions could effectively mitigate the decision of kindergarten teachers to leave entirely; (iii) teachers with no turnover intentions are more concerned about intrinsic motivation, but there is a risk of “false retention”; (iv) job satisfaction has the most substantial impact on kindergarten teachers’ turnover intentions, but the performance is relatively poor; (v) risk and protective factors synergistically affect teachers’ turnover intentions.

This study examines the associations of teachers’ personal and job resources (occupational commitment, self-efficacy, collective efficacy, resilience & adaptability) to job engagement. To determine the relationships between constructs, we surveyed 170 Australian teachers during a period of disruption—COVID-19 pandemic. The Job Demands-Resource (JD-R) model provided a theoretical lens for examining teachers’ job-related characteristics (job demands, and job resources) and their influence on job engagement. Results of structural equation modelling show that high teacher self-efficacy is related to a high level of engagement; that teacher’s adaptability and resilience are positively associated with self-efficacy beliefs, as are collective teacher efficacy beliefs. These findings contribute to understanding the importance of personal and job resources in enhancing teachers’ commitment and job engagement. Conclusions include implications for preparing a teaching workforce for future disruptions. This study offers a reminder to policymakers and school leaders of the importance of work climates that nurture collective teacher efficacy, help to support teachers’ adaptability and resilience, which-in-turn, can influence teachers’ sense of self-efficacy when faced with challenging job demands.

The mediating role of occupational identification in the effect of occupational self-efficacy on burnout.

It is observed that accounting interns lose interest in the profession without entering the profession professionally due to some events they encounter during their internship. Therefore, determining the driving forces of occupational commitment (OC) of accounting interns is important for the development of the accounting profession. This study aimed to discover how the leader-member exchange (LMX) of accounting interns with the members of the profession they work with affects their OC through their occupational self-efficacy (OSE) beliefs. To this end, data were collected through a survey method from 284 twelfth-grade students of the accounting and finance departments of Vocational and Technical Anatolian High Schools in Türkiye. The collected data were analyzed with the SmartPLS 4 analysis program. The analysis found that LMX positively affects both OC and OSE Furthermore, the analysis results showed that OSE positively impacts OC. Additionally, this study concluded that OSE is a partial complementary mediator variable in the relationship between LMX and OC. The available literature has overlooked the mediating role of OSE in the relationship between LMX and OC. This study offers new contributions in both theory and practice by highlighting the importance of LMX and OSE for the development of accounting interns' OC.

This study investigates the relationship between self-efficacy and occupational commitment of prospective and professional translators in Türkiye. It was found in the study that both scales did not exhibit a normal distribution (General Self-Efficacy Scale: Kolmogorov-Smirnov Sig. 0.000; Occupational Commitment Scale Sig. 0.000; p &lt; 0.05). Because of the non-normal distribution of the scales, non-parametric tests were employed for the analysis: the Mann Whitney-U test for independent variables with two categories, the Kruskal Wallis H-Test for those with three or more categories, and the Spearman Rank correlation for correlations. Upon finding a significant difference in comparisons, the source of the difference was identified through the Mann-Whitney U-Test and Bonferroni correction. Frequencies, percentages, and means were calculated. The findings were explained in the analysis section.

ABSTRACT While existing studies have substantially confirmed a three-dimensional occupational commitment model comprising affective, normative, and continuance components, previous studies of the antecedents of occupational commitment have mostly viewed such commitment as a broad, undifferentiated construct. Applying the three-dimensional model, this study examined how classroom-teaching teacher self-efficacy (TSE), teacher – student TSE, school decision-making TSE, and job satisfaction are related to teachers’ affective, normative, and continuance commitment. Structural equation modelling of survey data from 1,424 teachers in mainland China indicated that normative commitment had a closer relationship with teacher self-efficacy than the other two types of commitment did. Teacher-student TSE had the strongest association with affective commitment, and school decision-making TSE had the strongest association with normative commitment. Further, it was found that job satisfaction had a much greater mediating effect on affective and normative commitment than on continuance commitment.