This study examined how and why hospitality employees’ occupational self-efficacy and family support influence their career commitment over time. Longitudinal data was collected from 310 hospitality employees at three different points of time, with a three-month lag between them, exploring the differences in the employees’ career commitment growth trajectories between early and mid-to-late career. Results from growth modeling revealed that career commitment declines over time for early-career employees but increases for their mid-to-late career counterparts. The findings also indicated that organizational commitment mediates the relationships of career commitment with occupational self-efficacy and family support at both between- and within-person levels. Furthermore, time-varying effect analysis captured significant changes in the magnitude of antecedents over time across the different career stages. Implications drawn from the findings are discussed for both hospitality researchers and practitioners.

中文翻译：

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酒店业员工的职业承诺在职业阶段如何变化？职业自我效能感和家庭支持的多层次调查

这项研究探讨了酒店业员工的职业自我效能感和家庭支持如何以及为什么会随着时间的推移影响他们的职业承诺。对310名酒店业员工在三个不同时间点收集纵向数据，时间间隔三个月，探讨员工职业生涯早期和中晚期职业承诺成长轨迹的差异。成长模型的结果显示，职业生涯早期员工的职业承诺会随着时间的推移而下降，但中后期员工的职业承诺会增加。研究结果还表明，组织承诺在人际和人内层面上调节职业承诺与职业自我效能感和家庭支持的关系。此外，时变效应分析捕捉到了不同职业阶段的前因随时间的显着变化。酒店业研究人员和从业者都讨论了研究结果的含义。