Mediating Role of Career Commitment in the Relationship of Promotional Opportunities, Rewards and Career Success (original) (raw)

Moderating Effect of Self-Efficacy and Impact of Career Development Practices on Career Success Under the Mediating Role of Career Commitment in the Insurance Sector of Pakistan

2017

This research paper is to explore the mediating role of career commitment and moderating effect of self-efficacy between career development practices and career success of employee in insurance sector of Pakistan. Survey method was adopted to collect the data form 374 employees working in insurance sector systematic sampling. PLS-SEM technique was used using Smart PLS 2.0 to analyze data. Findings of this study suggest that employees’ career development practices have positive relationship with career commitment and career success and how self-efficacy effects the career success. Self-efficacy is the beliefs of employees about career success in insurance sector. Finally, career commitment mediates the positive role between career development practices and self-efficacy moderates the career success of insurance sector employees. The effect of career development practices on career commitment and effect of career development practices on career success has been checked in past studies...

The Effect of Employee Career Programme and Career Development on Career Commitment

The purpose of this study is to examine the relationship between career development, career program and career commitment using the method self-report questionnaires that obtained through employees who work at City council in Sabah, Borneo. The results of stepwise regression analysis found two important results: first, relationship between career planning and career development was positively and significantly correlated with career commitment. Second, relationship between career management and career development was positively and significantly correlated with career commitment. This outcome proves that career development acts as an effective mediating variable in the relationship of career program and career commitment in the organizational sample. Besides, this study also provides discussion, implications and conclusion.

“Job & Career Influences on Career Commitment Among Employees Of Banking Sector: The Mediating Effect Of Job Satisfaction & Organizational Commitment”

2013

This study is aimed to evaluate the influences of job and career on career commitment and to measure the mediating effect of job satisfaction and organizational commitment. Data was collected from 240 employees, including managers and officers of public sector banks through questionnaire. Data was analyzed by using SPSS. It was found that current work situations (position tenure, job security, management level and met expectations), career experiences (career stage, mobility pattern, career satisfaction and changed industry), job satisfaction and organizational commitment have significant direct effect on career commitment. Moreover, study found that job satisfaction and organizational commitment mediated the influences of both the current work situations and career experiences on career commitment. This research was conducted on the employees of banking sector located in one division of Punjab. So this could restrict the research to one location only. But this study is significant ...

The Mediating Role of Career Development in its Antecedents and Outcomes: Empirical Evidence from Pakistan

Sarhad Journal of Management Sciences

The impression of strengthening human capital to promote innovation and creation by planning the careers of organizational members in light of HRM practices and policies and to develop distinct mentalities, competencies and skills with the sole objective of providing a series of novel services and products has been getting importance. The current paper dig into the importance of career planning along with the career management as input for the career development and career commitment, and career satisfaction as the output of this relationship. A sample of 395 teaching staff of the colleges of Malakand Division of Khyber Pakhtunkhwa, Pakistan was randomly selected for the current research. To test the hypotheses of the study, structural equation modeling as a statistical technique for analysis of the empirical data was employed. Empirical results supported all the hypotheses of the study. These results illustrated that career planning along with the career management are very important roots of the career development which further engenders career commitment and career satisfaction. These results also validated the mediating role of career development in the relationship of career management and career planning on the one hand as antecedents and career commitment and career satisfaction as outcomes on the other hand. The study has uniqueness in the sense that the study is the first one that tests these hypotheses in colleges in Khyber Pakhtunkhwa. And that is why the study has both academic and practical implications. At the end a few recommendations has been put forwarded for future research.

Career Growth, Career Commitment and Turnover Intention of Employees in Insurance Sector

2021

The main purpose of this study is to explore the career growth, career commitment, and turnover intention of employees in insurance sector. The specific objectives of this study are to examine the effect of career growth prospects on career commitment of employees in insurance sector and to investigate the effect of career commitment on turnover intention of employees in insurance sector. This study was conducted on the survey with 117 employees in insurance sector of Myanmar. The headquarters of general insurance companies in Myanmar were selected as the study area of this study. The survey was conducted with the supervisor, assistant managers and managers of insurance companies in Myanmar, not including the operational level employees as most of these junior staff's service year is not more than two years. It was found that professional ability development and salary growth have significant positive relationship with career commitment. In addition, the career identity of respondents have significant negative relationship with turnover intention of employees in targeted insurance companies. The study has concluded at the highest commitment level of employees regard on their career, the lower their intention to leave.

Role of Career Commitment in Employee Job Satisfaction of Commercial Banks Employees of Sukkur Region @ Sukkur, Sindh Pakistan. Author's Details

The research on employee job satisfaction is wide area of the management science but it need to work for its determinants, in this connection the study of career commitment and job satisfaction was carried out in the commercial banking sector of Sukkur region @ sukkur, Sindh, Pakistan, data was collected through the questionnaire and administered personally, for checking the relationship SPSS was used, at first instance the reliability analysis of the data collection instrument was checked and followed by exploratory factor analysis, linear regression, and Pearson (1-tailed) correlation was checked. The results suggested that over all model is not fit because the career commitment is not completely predicting the job satisfaction but the significant, and the strength of relation of career commitment with job satisfaction was not powerful but the significant.

Impact of Career Development on Orga- nizational Commitment

Career development is the most effective tool for organizations through which they develop their employee's career to make them more productive on workplace. The study examines the relationship between career development practices and three types of organizational commitment namely affective commitment, continuance commitment, and normative commitment in the telecom sector of Pakistan. Six hypotheses were developed and tested through tests including regression, correlation and descriptive statistics. Data have been collected from 100 employees of 5 companies of telecom sector of Pakistan. Primary and secondary data are used to collect information for this research. Questionnaire is used in this research to gather information from employees. Analysis shows that career development practices have positive impact on three types of organizational commitment. The leading limitation of this research is the number of sample N=100. IN spite this research is effectively conducted, the sample size is too small as population is large, due to the small sample size the outcome of research is not exactly accurate. With a bigger sample size, there will be more accurate and reliable results.

Role of Career Commitment in Employee Job Satisfaction of Commercial Banks Employees of Sukkur Region @ Sukkur, Sindh Pakistan

SSRN Electronic Journal, 2014

The research on employee job satisfaction is wide area of the management science but it need to work for its determinants, in this connection the study of career commitment and job satisfaction was carried out in the commercial banking sector of Sukkur region @ sukkur, Sindh, Pakistan, data was collected through the questionnaire and administered personally, for checking the relationship SPSS was used, at first instance the reliability analysis of the data collection instrument was checked and followed by exploratory factor analysis, linear regression, and Pearson (1-tailed) correlation was checked. The results suggested that over all model is not fit because the career commitment is not completely predicting the job satisfaction but the significant, and the strength of relation of career commitment with job satisfaction was not powerful but the significant.

Career Commitment: A Positive Relationship with Employee's Performance

2014

There is a strong relationship between career commitment and employee performance. The Correlation between them has significantly important for the outcome of any organization with great positive response and performance of employees committed by its organization. To achieve better commitment, the organizations will have to devise career opportunities for the good behaviour of employee professional performance. Commitment in a simple word, a promise of a person to a progression of related job either it is career oriented or job oriented, but we give priority to career commitment because our mission to engage with an organization begins from watching career strategies.

Career commitment and subjective career success: the moderating role of career-enhancing strategies

International Journal of Manpower, 2020

PurposeThe purpose of this study is to test the moderating role of career-enhancing strategies (CESs) in the relationship between career commitment (CC) and subjective career success (CS).Design/methodology/approachData were collected from 217 full-time employees working for three different sectors in Ankara, Turkey. The participants were asked to respond to a self-reported survey. The hypotheses were tested using a hierarchical regression analysis.FindingsThe results indicated that CC had a significant and positive effect on subjective CS. Furthermore, the positive relationship between CC and subjective CS was stronger for employees with a high level of self-nomination and for employees with a high level of networking. However, creating career opportunities did not moderate the effects of CC on subjective CS.Research limitations/implicationsBecause this study had a cross-sectional research design, causality cannot be established among the study variables.Practical implicationsThe f...