Career commitment among pharmacists: Its effect on career withdrawal intention, organizational commitment and job withdrawal intention
Abstract
The purpose of this study was to: (1) Determine the degree of career commitment among pharmacists; (2) Determine the degree of career withdrawal intention among pharmacists; (3) Determine the degree of organizational commitment among pharmacists; (4) Determine the degree of job withdrawal intention among pharmacists; (5) Identify personal/background variables, and experience-related factors that influence career commitment, career withdrawal intention, organizational commitment and job withdrawal intention; and (6) Investigate the causal relationships among the variables of career commitment, career withdrawal intention, organizational commitment, and job withdrawal intention. A mail survey was developed that contained questions pertaining to: individual background information, pharmacy practice history, professional involvement and the four major study variables. The four major study variables were measured by the organizational commitment questionnaire, turnover intention scale, and Blau's career commitment and career withdrawal scale. Surveys were sent to 2400 licensed pharmacists nationwide and data were analyzed on 1510 completed returns (66 percent response rate). The final path model found that career withdrawal intention was negatively affected by career commitment, working more than one job in 1989, chain manager position, independent ownership, and organizational commitment. Job withdrawal intention was negatively affected by organizational commitment, years in active practice, chain manager position, working more than one job in 1989, career commitment, and chain staff position. Hours worked per week positively affected both career withdrawal intention and job withdrawal intention. Career commitment, independent ownership, and income had a positive affect on organizational commitment. Hospital staff position, chain staff position, and chain manager position had a negative affect on organizational commitment. Involvement in professional organizations, reading professional journals, gender, times consulted by other health care professionals, and independent ownership had a positive affect on career commitment. Hospital staff position, and number of children had a negative affect on career commitment. Forty-two percent, 49 percent, 34 percent and 11 percent of the variance was explained by variables in the model with job withdrawal intention, career withdrawal intention, organizational commitment, and career commitment, respectively, as the dependent variable. Further study of these work-related attitudes should include other social psychological and structural variables.
Degree
Ph.D.
Advisors
Mason, Purdue University.
Subject Area
Pharmaceuticals|Sociology|Social psychology
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