Psychological Career Resources and Organisational Commitment: Exploring Sociodemographic Differences

This article explores the differences among socio-demographic groups in terms of their psychological career resources and dedication level towards a business. It discusses the theoretical framework, research methodology, and findings of the study.

Summary of Article 1
Introduction
The focus of the study is to explain the differences among socio-demographic groups
(gender, age, ethnic, marital and job level) with respect to their psychological career
resources and dedication level towards a business.
Problem/ Area of inquiry
Though there were earlier studies on organization commitment, the construct of
psychological resources has not been explored much in previous literature. This research
uses Coetzee’s psychological career resources model as its basis for this.
Literature Review/Theory
The theoretical framework comprises Coetzee’s model for psychological career
resources and Allen and Meyer’s three component organizational obligation models.
According to Coetzee career consciousness refers to “people’s conscious, career-related
cognitions (i.e. perceptions, awareness and self-evaluations) of their career preferences,
values, skills, attitudes and behaviours” (Ferreira and Coetzee, 2010, p.27) which can be
perceived and looked upon such that they can attain their goals and success in their career.
Allen and Meyer refer dedication to authority in a workplace as a mental state that attaches an
employee to the workplace. An individual’s mindset usually reflects different themes like
‘affective commitment’ (emotional attachment), ‘continuance commitment’ (economic
necessity and perceived cost) and ‘normative commitment’ (sense of moral obligation). These
components show one’s preferences to remain with the current organization on grounds of
these three aspects.
Research Methodology
The method used is that of primary survey on basis of 358 participants of employed
adults in a convenience sample. It comprised 84% Africans and 76% female participants. The
measuring instruments used are Psychological Career Resources Inventory (PCRI) (64 items
with 5 sub scales) and the Organisational Commitment Scale (OCS) (18 items with three sub
scales). For data analysis descriptive and inferential statistics were used. Since normality tests
were not valid, non parametric tests have been conducted to capture the variations between
socio-demographic parameters.

Research Findings
Research findings showed significant differences across socio-demographic groups
with respect to psychological career resources variables. Females and African participants
experiment more with new jobs. The younger age groups preferred jobs that offered them a
variety of opportunities. They showed that significant differences existed with respect to
normative commitment between age groups and job levels. Separated or divorced individuals
preferred managerial type of jobs. Participants in managerial positions showed greater levels
of normative commitment.
Conclusion
The article provides good insights about the psychological aspects of an individual
with respect to their commitment and ability to succeed in their career. The research shows
how these aspects vary across demographics. The research method used here is valid and
reliable. Hence the conclusions can be trusted. The results will find use among the human
resource managers during the process of screening candidates for different positions.

Reference
Ferreira, N. and Coetzee, M., (2010). Psychological career resources and organisational
commitment: Exploring sociodemographic differences. South African Journal of Labour
Relations, 34(2), pp.25-41.