Using psychological contract theory as its foundation, the purpose of this paper is to examine the important, but under-explored, relationship between careerism and organizational attitudes among workers in India.,In total, 250 middle-level executives, working in six manufacturing plants of motorbike companies located in Northern India, were surveyed.,As hypothesized, careerism was found to be negatively related to affective commitment, organization satisfaction and perceived organizational performance. Contrary to expectations, however, careerism was positively related to continuance and normative commitment.,The study is based on a cross-sectional survey. Also, because the motorbike industry is male dominated, all the executives surveyed are men.,Despite concerns that employees with more transactional relationships with their employers are no longer loyal to their organizations, this study demonstrates that Indian employees with a higher careerism also have higher levels of normative and continuance organizational commitment.,Prior research has produced conflicting results as to whether employees with more careerist, transactional psychological contracts with their employers have more negative organizational attitudes. This study contributes to research on psychological contract theory and careerism in today’s turbulent career landscape while also answering calls to examine the generalizability of western theories of careers in non-western countries.

中文翻译：

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研究职业主义与组织承诺，满意度和绩效之间的关系

本文以心理契约理论为基础，旨在研究印度工人的职业主义与组织态度之间重要但尚未充分探索的关系。总共有250名中层主管在六个制造工厂工作对位于印度北部的摩托车公司进行了调查。如所假设的那样，发现职业主义与情感承诺，组织满意度和组织绩效感知负相关。与期望相反，但是，职业主义与持续性和规范性承诺正相关。该研究基于横断面调查。另外，由于摩托车行业是男性主导，因此接受调查的所有高管都是男性。尽管担心与雇主之间具有更多交易关系的员工不再忠于其组织，但本研究表明，具有较高职业素养的印度员工也具有更高水平的规范性和持续性组织承诺。与雇主有更多的职业性，交易性心理契约的雇员，对组织的态度更消极。这项研究为当今动荡的职业环境中的心理契约理论和职业主义研究做出了贡献，同时也回答了研究非西方国家西方职业理论的普遍性的要求。这项研究表明，具有较高职业意识的印度雇员也具有较高水平的规范性和持续性组织承诺。先前的研究对于与雇主具有更多职业性，交易性心理契约的雇员是否具有较否定的组织态度产生了矛盾的结果。这项研究为当今动荡的职业环境中的心理契约理论和职业主义研究做出了贡献，同时也回答了研究非西方国家西方职业理论的普遍性的要求。这项研究表明，具有较高职业意识的印度雇员也具有较高水平的规范性和持续性组织承诺。先前的研究对于与雇主具有更多职业性，交易性心理契约的雇员是否具有较否定的组织态度产生了矛盾的结果。这项研究为当今动荡的职业环境中的心理契约理论和职业主义研究做出了贡献，同时也回答了研究非西方国家西方职业理论的普遍性的要求。