Career commitment refers to one’s emotional attachment to one’s career rather than to one’s current working organization. While career commitment has been studied for decades as an important construct in applied psychology research, robust conclusions about its antecedents have not been drawn by empirical research. To address this issue, this research presents the results of a meta-analytic review of the antecedents of career commitment based on data from 156 individual studies (N = 58,651) conducted between 1980 and 2019. A total of 52 latent antecedents were captured and categorized into five different groups, and the strength, direction and heterogeneity of the relations between career commitment and its antecedents were meta-analytically investigated. Our findings revealed that while individual attributes (e.g. age) alone were weak predictors of career commitment, psychological (e.g. job satisfaction) and organizational factors (e.g. organizational career growth) exhibited medium effect sizes. In addition, among job-related factors, autonomy demonstrated a relatively strong influence on career commitment. The implications are elucidated for researchers and practitioners in the light of these key findings.

职业承诺是指一个人对自己职业的情感依恋，而不是对他当前的工作组织的依恋。尽管职业承诺已经作为应用心理学研究的重要组成部分进行了数十年的研究，但经验研究尚未得出有关其前身的可靠结论。为了解决这个问题，本研究基于1980年至2019年进行的156项个人研究（N = 58,651）的数据，对职业承诺的前因进行了荟萃分析，得出了结论。总共捕获并分类了52个潜在前因。分为五个不同的组，并且对职业承诺与其前身之间的关系的强度，方向和异质性进行了荟萃分析。我们的发现表明，虽然个人属性（例如 仅年龄）是职业承诺的弱预测指标，心理（例如工作满意度）和组织因素（例如组织职业发展）的预测值中等。此外，在与工作相关的因素中，自主性对职业承诺表现出相对较强的影响。根据这些关键发现，对研究人员和从业人员阐明了其含义。