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This study investigated the moderating role of career commitment on the relationships between employees' perception of company practices and organizational commitment, and between organizational commitment and turnover intention. Using a sample of 225 researchers from eight business-related research institutes in Korea, it was found that (1) career commitment was perceived as distinct from the two dimensions of organizational commitment (affective and continuance) by Korean researchers; (2) career commitment moderated the effect of employees' perception of supervisory support on affective commitment; and (3) career commitment also moderated the effect of affective commitment on turnover intention. The practical and conceptual implications of these results are discussed.
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Eunmi Chang (1999) studied this question.
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