Career commitment and turnover intentions in practising engineers. (2021)
Type of ContentTheses / Dissertations
Degree NameMaster of Science
Aim: This study investigated the different factors related to career commitment and turnover intentions in practicing engineers in Australia and New Zealand. To accomplish this, a model was proposed that incorporated aspects from both the social cognitive career theory (SCCT) and the social identity theory (SIT) as well as aspects from the wider literature.
Approach: A mixed-methods study design was used to gather data to evaluate the proposed model. Study one gathered exploratory qualitative data from 24 participants in both individual interviews and a series of focus groups. Thematic analysis of the qualitative data allowed for insights to be gained into factors deemed to be the most salient to those currently working in the engineering field. These factors were then evaluated in relation to the proposed model. Study two further explored these factors and their relationship with the proposed model by conducting statistical analysis on quantitative data gathered from 40 participants.
Conclusions: These insights allowed for preliminary evaluations into the relevance of the proposed model and of the data itself. Overall conclusions were that the proposed model incorporating both the SIT and SCCT encapsulates the key factors identified by participants in the exploratory phase and, hence, could be relevant and useful for those looking to increase levels of commitment and decrease turnover in engineering. It also highlighted the need to further understand the role that self-efficacy plays in understanding these relationships. Future research could provide further evidence for the applicability of the proposed model, the directionality of the identified relationships and provide clarity around the role of self-efficacy.
Originality/value: This research is the first study to propose a new model that incorporates aspects of both the SIT and the SCCT and test its applicability to practising engineers in Australia and New Zealand. It offers an illustration of how identity and belonging can effect levels of career commitment and turnover intentions in engineers.
RightsAll Rights Reserved
Showing items related by title, author, creator and subject.
The relationships between diversity endorsements and organisational commitment, turnover intention, and sense of belonging. Morajkar, Sushmita Sushil (University of Canterbury, 2020)The purpose of this thesis is two-fold. This first is to examine the relationship between perceived organisational diversity endorsements and three organisational outcomes – organisational commitment, turnover intention, ...
Investigating the Antecedents of Teacher Burnout and its Impact on Turnover Intentions in a Post-disaster Context Bockett, Amanda Marie (University of Canterbury. Psychology, 2013)This study sought to investigate employee burnout within a post-disaster context by exploring teachers’ burnout perceptions and workplace attitudes in the aftermath of the 2010-2011 Christchurch earthquakes. The study ...
Why is the PO fit-turnover intentions relationship so small? : personality facets as potential moderators Muirhead, Kaleena (University of Canterbury, 2008)This research focuses on the supposition that personality variables may act as moderators of the relationship between Person-Organisation Fit (PO fit) and attitudinal criterion variables. Most current organisational research ...