Milenyum kuşağındaki çalışanların kariyer değiştirme niyetleri

Although career change has received little research attention compared to job turnover, it is an important part of career development process. The current study examined career change intentions of Millennial professionals, who are at the early stages of their career development. Using Theory of Planned Behavior (Ajzen, 1991) as the theoretical framework, the present research extended the Theory of Planned Behavior (TPB) framework to career-related issues to examine the effects of career satisfaction, career calling, job satisfaction and job stress on career change intention. Data were collected from 227 full-time employees. Results showed that controlling for the demographic and individual difference variables, presence of career calling, job satisfaction, subjective norms and perceived behavioral control predicted career change intention. Path analysis further revealed that career satisfaction, presence of and search for career calling and job ambiguity had indirect effects on career change intention through job satisfaction. We further conducted latent profile analysis and distinguished two career profiles, based on career satisfaction, career calling, job satisfaction, job stress and TPB variables. Higher levels of attitudes, beliefs, subjective norms and normative beliefs together with lower levels of satisfaction and higher levels of job stress and search for a calling created response patterns in latent profile analysis to distinguish a 'dissatisfied and searching' profile of people who had higher career change intention. In the 'satisfied' profile, lower levels of attitudes, beliefs, subjective norms and normative beliefs went along with higher levels of satisfaction, presence of career calling and lower levels of job stress and search for a calling. ANCOVA results showed that these two profiles differed in their career change intention, with 'dissatisfied and searching' profile having higher career change intention. These findings indicated that both within and outside individual factors play role in career change intention. Given the fact that Millennials will make up majority of work force in the coming decades., understanding their career change intentions has important policy implications with respect to organizational and career counseling and guidance practices.