Many employee commitment studies have been undertaken recently in Mainland China that suggested necessary modifications should be made to the western traditional three-component commitment model to suit the Chinese context. This paper attempts to validate the generalizability of Wang’s five-component commitment model as well as its relationship with career development among 300 ICT professionals in Hong Kong. Results suggest that the five-component commitment model which included affective commitment, active continuance commitment, passive continuance commitment, normative commitment, and value commitment is better than the traditional three-component model for explaining employee commitment of ICT professionals in Hong Kong. The independent variable of perceived value of career development is found having an impact on all five components, particularly value commitment which is not regarded as an independent component in the traditional model. Demographics data such as age, gender, and tenure which are the antecedents of employee commitment do not display any correlations with employee commitment in this study.
Chui, Joseph; Tong, Canon; and Mula, Joseph M., "Assessing the Extent to which Career Development Impacts Employee Commitment: a Case Study of the ICT industry in Hong Kong" (2007). ACIS 2007 Proceedings. 79.