Exploring career commitment and turnover intention of high-tech personnel: a socio-cognitive perspective
基于社会认知理论，研究高科技人员个人因素（如激情、自我效能）和社会因素（如社会支持、领导风格）如何通过职业承诺影响离职意向，对HR管理者和研究者有参考价值。
Drawing upon social cognitive theory, this study presents psychosocial functioning in which personal factors and social influences jointly influence career commitment as a mediator and then turnover intention as an outcome among high-tech personnel. Based on a two-wave survey of working professionals in high-tech industry, this study’s empirical results find that passion, social support, and perceived self-centered leadership indirectly relate to turnover intention through the full mediation of career commitment. At the same time, the effects of job self-efficacy and social support on career commitment are moderated respectively by passion. Finally, managerial implications and research limitations are discussed.