Career Commitment: A Positive Relationship with Employee's Performance (original) (raw)
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The relationship between career growth and organizational commitment
Journal of Vocational Behavior, 2010
This research examines the relationship between employees' career growth and organizational commitment. Career growth was conceptualized by four factors: career goal progress, professional ability development, promotion speed and remuneration growth, while organizational commitment was conceptualized using Meyer and Allen's (1997) three component model. Survey data, collected from 961 employees in 10 cities in the People's Republic of China, showed that the four dimensions of career growth were positively related to affective commitment, and that three of the facets were positively related to continuance and normative commitment. Only three of eighteen two-way interactions among the career growth factors affected organizational commitment, suggesting that the career growth factors influence commitment in an additive rather than a multiplicative manner. Results focus on how career growth can be used to manage organizational commitment.
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.
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.
2020
This study aims to determine the effect of job analysis and career development to organizational performance, determine the effect of job analysis and career development on organizational commitment, knowing the organizational commitment affect the performance of the organization and determine the effect of job analysis and career development to organizational performance through organizational commitment.The study was conducted at PT. Multikimia Inti Pelangi. Sampling using random samples involving 153 employees. Analysis of data using path analysis.Based on data analysis found that the variable job analysis and career development affect the performance of the organization. Variable job analysis and career development influence on organizational commitment. Organizational commitment variables affect the performance of the organization. The results also suggest that the role organizational commitment variable influencing variable job analysis and career development to organizational...
The relationship between career anchors and organizational commitment
Aim: The purpose of this study was to examine the relationship between career anchors and organizational commitment among Urmia University faculty members. Methods: The empirical analysis is based on a sample of 70 faculty members of Urmia University. The data for this study were gathered through two standard questionnaires of career anchors according to Schein model and of organizational commitment according to Meyer and Allen model. Result: Findings from this study indicate that there is a positive significant relationship between career anchor components and organizational commitment components and also technical, functional competence, general managerial competence, autonomy-independence, pure challenge, and life style are significant predictors of organizational commitment. Conclusions: It is obvious from the findings that there is a positive significant relationship between career anchors and organizational commitment. Thus, each organization should pay much more attention to career anchors and organizational commitment.
2017
The objective of the study is to investigate the mediating role of career commitment 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 the data. Findings of the study suggests that employees’ career development practices have positive relationship with career commitment and career success. Career commitment also have a positive relation with career success. Finally, career commitment mediates the positive role between career development practices and career 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 but the mediating role of career commitment particularly for the employees of insurance sector has not been checked before.
International Journal of Professional Business Review, 2023
The objective of this study was investigate the effect of organizational career management and demographic variables on organizational commitment in Jordanian universities. Theoretical framework: Organizational Career management and organizational commitment become vital concepts in the field of human resource management and organizational behavior. Nevertheless, in Arabian countries such as Jordan, these concepts have not received adequate consideration from specialists. Design/methodology/approach: The researcher designed a questionnaire based on the objectives and hypotheses of the study. The researcher disseminated 468 questionnaires. 445 the collected data and test the hypotheses. The data were analysed using frequencies, percentage, mean rating, one sample t-test and ANOVA. Findings: Study results showed a positive and significant correlation between organizational career management and organizational commitment, from the standpoint of administrative staff in Jordanian Universities'. Research, Practical & Social implications: Some managerial implications for Jordanian Universities' Managers and HR practitioners have emerged based on the findings of this study. Originality/value: Many organizations use programs to develop employee career path employees, but these programs are fragmented and do not exist in an integrated process linking the path of individuals and the organization. This study adapt comprehensive model and explore its relation with organizational commitment.
Organisational commitment and its relation to career anchors : research article
2007
The changing and unstable workplace and its profoundly negative impact on employee loyalty, morale, motivation and job security have led to a renewed interest in the motives and values that determine individuals' psychological attachment to their organisations and occupations. The objective of the present study was to determine the relationship between individuals' organisational commitment as measured by the three-dimensional Organisational Commitment Questionnaire, and their career anchors, as measured by the Career Orientations Inventory. A convenience sample of 157 part-time honours students from a higher education institution was used. Results of a canonical correlation analysis indicated that the career anchors explain only 0.03% of the commitment variance, while the commitment variables explain only 0.4% of the career anchors variance. A number of significant relationships between the two variables are reported. The results also showed significant differences between ...
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.