International Journal of Business and Management Invention (IJBMI) is an international journal intended for professionals and researchers in all fields of Business and Management. IJBMI publishes research articles and reviews within the whole field Business and Management, new teaching methods, assessment, validation and the impact of new technologies and it will continue to provide information on the latest trends and developments in this ever-expanding subject. The publications of papers are selected through double peer reviewed to ensure originality, relevance, and readability. The articles published in our journal can be accessed online
Increasing employee organizational commitment by correlating goal settingAlexander Decker
This document summarizes a research study that explores how to increase employee organizational commitment through goal setting, employee engagement, and workplace optimism. The study proposes a model linking these three factors, with goal setting positively correlating to employee engagement, engagement correlating to optimism, and optimism correlating to organizational commitment. The study reviews relevant literature, proposes three hypotheses linking the factors, describes the methodology used to test the hypotheses, discusses the results, and outlines implications and directions for future research.
Effect of Job Stress, Benefits and Salary on Employee Job Satisfaction Based ...Dr. Amarjeet Singh
The study aimed to explore the mediating role of work environment with employee job satisfaction, job stress and benefits and salary, to investigate the moderating effects of leadership between work environment and employee job satisfaction. The quantitative and inductive approach was used to collect data for 515 employees. The data was collected through a field survey with a closed-ended questionnaire methodology. The Smart-Partial Least Square (PLS-3.0) was used to analyze structural equation modeling (SEM) for studied variables. Furthermore, findings proved that there is a positive relationship between benefits and salary with employee job satisfaction. The work environment mediates the relationship between Benefits & salary and employee job satisfaction. Here, leadership moderates between work environment and employees' job satisfaction. The job stress has a relationship between employee job satisfaction, whereas, the work environment has a positive effect on job stress. This study assists the executive bodies of the telecommunication sector, how to reduce job stress and raise the level of job satisfaction among employees.
This document summarizes a study that examined the relationship between employees' perceived quality of work life (QWL) and life satisfaction domains using the spillover theory. The study surveyed 227 employees from chemical industries in Cuddalore, India. QWL was measured using need satisfaction variables and was found to positively correlate with job satisfaction, life satisfaction, general well-being, and organizational commitment. Regression analysis showed that fulfilling needs like health & safety, family needs, and knowledge needs led to higher job satisfaction, while esteem needs predicted life satisfaction. Perceived high QWL was found to lead to higher job satisfaction, life satisfaction, well-being and organizational commitment, supporting the hypotheses.
This document provides an introduction and literature review for a comparative study of employer provided training and organizational performance in the UK and Bangladesh. It discusses relevant theories like human capital theory and Hofstede's cultural dimensions model. For the UK context, it summarizes studies finding mixed results on the relationship between human resource management practices like training and organizational performance. Cultural dimensions show some differences between the UK and Bangladesh that could impact work attitudes and performance.
International Journal of Business and Management Invention (IJBMI) inventionjournals
International Journal of Business and Management Invention (IJBMI) is an international journal intended for professionals and researchers in all fields of Business and Management. IJBMI publishes research articles and reviews within the whole field Business and Management, new teaching methods, assessment, validation and the impact of new technologies and it will continue to provide information on the latest trends and developments in this ever-expanding subject. The publications of papers are selected through double peer reviewed to ensure originality, relevance, and readability. The articles published in our journal can be accessed online
A study on impact of job characteristics on key attitudesAlexander Decker
This document discusses a study on the impact of job characteristics on the attitudes of faculty members at professional educational institutes. The study examined how factors like promotional opportunities, task variety, pay satisfaction, and professional development related to faculty commitment levels and job satisfaction. A survey of 251 faculty members found that promotional opportunities, task variety, pay, and participation in decision making were positively associated with higher job satisfaction and affective commitment, while participation related to increased normative commitment. The document provides context on factors that influence organizational commitment and job satisfaction, and their relationship to job characteristics.
A study on selected small and medium sized iron &steel firms in indiaAlexander Decker
This document discusses a study on the impact of human resource management (HRM) practices on employee job satisfaction in small and medium sized iron and steel firms in India. The study collected responses from 45 employees across 17 firms. It found that HRM practices like performance appraisal, participation in decision making, training and development, and compensation had a significant positive association with job satisfaction. Performance appraisals and participation in decision making were found to have the highest positive impact on job satisfaction, while practices like job rotation and recruitment/selection had little impact. The document provides background on HRM practices and definitions of job satisfaction from other studies to support its analysis.
Increasing employee organizational commitment by correlating goal settingAlexander Decker
This document summarizes a research study that explores how to increase employee organizational commitment through goal setting, employee engagement, and workplace optimism. The study proposes a model linking these three factors, with goal setting positively correlating to employee engagement, engagement correlating to optimism, and optimism correlating to organizational commitment. The study reviews relevant literature, proposes three hypotheses linking the factors, describes the methodology used to test the hypotheses, discusses the results, and outlines implications and directions for future research.
Effect of Job Stress, Benefits and Salary on Employee Job Satisfaction Based ...Dr. Amarjeet Singh
The study aimed to explore the mediating role of work environment with employee job satisfaction, job stress and benefits and salary, to investigate the moderating effects of leadership between work environment and employee job satisfaction. The quantitative and inductive approach was used to collect data for 515 employees. The data was collected through a field survey with a closed-ended questionnaire methodology. The Smart-Partial Least Square (PLS-3.0) was used to analyze structural equation modeling (SEM) for studied variables. Furthermore, findings proved that there is a positive relationship between benefits and salary with employee job satisfaction. The work environment mediates the relationship between Benefits & salary and employee job satisfaction. Here, leadership moderates between work environment and employees' job satisfaction. The job stress has a relationship between employee job satisfaction, whereas, the work environment has a positive effect on job stress. This study assists the executive bodies of the telecommunication sector, how to reduce job stress and raise the level of job satisfaction among employees.
This document summarizes a study that examined the relationship between employees' perceived quality of work life (QWL) and life satisfaction domains using the spillover theory. The study surveyed 227 employees from chemical industries in Cuddalore, India. QWL was measured using need satisfaction variables and was found to positively correlate with job satisfaction, life satisfaction, general well-being, and organizational commitment. Regression analysis showed that fulfilling needs like health & safety, family needs, and knowledge needs led to higher job satisfaction, while esteem needs predicted life satisfaction. Perceived high QWL was found to lead to higher job satisfaction, life satisfaction, well-being and organizational commitment, supporting the hypotheses.
This document provides an introduction and literature review for a comparative study of employer provided training and organizational performance in the UK and Bangladesh. It discusses relevant theories like human capital theory and Hofstede's cultural dimensions model. For the UK context, it summarizes studies finding mixed results on the relationship between human resource management practices like training and organizational performance. Cultural dimensions show some differences between the UK and Bangladesh that could impact work attitudes and performance.
International Journal of Business and Management Invention (IJBMI) inventionjournals
International Journal of Business and Management Invention (IJBMI) is an international journal intended for professionals and researchers in all fields of Business and Management. IJBMI publishes research articles and reviews within the whole field Business and Management, new teaching methods, assessment, validation and the impact of new technologies and it will continue to provide information on the latest trends and developments in this ever-expanding subject. The publications of papers are selected through double peer reviewed to ensure originality, relevance, and readability. The articles published in our journal can be accessed online
A study on impact of job characteristics on key attitudesAlexander Decker
This document discusses a study on the impact of job characteristics on the attitudes of faculty members at professional educational institutes. The study examined how factors like promotional opportunities, task variety, pay satisfaction, and professional development related to faculty commitment levels and job satisfaction. A survey of 251 faculty members found that promotional opportunities, task variety, pay, and participation in decision making were positively associated with higher job satisfaction and affective commitment, while participation related to increased normative commitment. The document provides context on factors that influence organizational commitment and job satisfaction, and their relationship to job characteristics.
A study on selected small and medium sized iron &steel firms in indiaAlexander Decker
This document discusses a study on the impact of human resource management (HRM) practices on employee job satisfaction in small and medium sized iron and steel firms in India. The study collected responses from 45 employees across 17 firms. It found that HRM practices like performance appraisal, participation in decision making, training and development, and compensation had a significant positive association with job satisfaction. Performance appraisals and participation in decision making were found to have the highest positive impact on job satisfaction, while practices like job rotation and recruitment/selection had little impact. The document provides background on HRM practices and definitions of job satisfaction from other studies to support its analysis.
11.a study on selected small and medium sized iron &steel firms in indiaAlexander Decker
This document summarizes a study on the impact of human resource management (HRM) practices on employee job satisfaction in small and medium sized iron and steel firms in India. The study collected responses from 45 employees across 17 firms. It found that HRM practices like performance appraisal, participation in decision making, training and development, and compensation had a significant positive association with job satisfaction. Performance appraisals and participation in decision making were found to have the highest positive impact on job satisfaction. The study aimed to evaluate the relationship between HRM practices and job satisfaction in this industry context.
The Effect of Work Relations on Commitment to Change-A study on small compani...ijtsrd
This document summarizes a research study that examined the effect of work relationships on employee commitment to organizational change. Specifically, it looked at the relationships between employees and their managers as well as coworkers. The study found that high quality relationships with managers were positively related to employees' affective and normative commitment to change. Additionally, high quality relationships with coworkers and perceiving coworkers as having a positive attitude towards the change were also positively related to commitment. The study concluded that relationships in the workplace, both with managers and coworkers, play an important role in gaining employee commitment to organizational change initiatives.
The Role of Discipline in Improving Performanceijtsrd
This study aims to determine the effect of discipline on employee performance. This research used is explanatory research and by using a quantitative approach. The number of samples in this study was 35 people. The questionnaire is used as a method of data collection and uses structural equations which are resolved with the help of the Smart PLS program. The effect of discipline on employee performance states that discipline has a positive and significant effect on employee performance. The value of 12.781 and significant at a = 0.05, the t statistical value is above the critical value of 1.96, thus Ho is accepted. Discipline that gets good attention will have an impact on employee performance. Afiah Mukhtar | Asmawiyah Asmawiyah "The Role of Discipline in Improving Performance" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-5 | Issue-1 , December 2020, URL: https://www.ijtsrd.com/papers/ijtsrd38182.pdf Paper URL : https://www.ijtsrd.com/management/general-management/38182/the-role-of-discipline-in-improving-performance/afiah-mukhtar
The article discusses the importance of employee engagement for organizational
and business performance through the prism of ergonomics. The issues that are
discussed in this paper comprise the modest contribution that ergonomics as a
discipline has made. The relevance of workplace health and ergonomics work relate
with that of participation, safety culture and further implications for participatory
ergonomics approaches. Based on recently published conceptual framework that
recognises the dynamic and multi-dimensional nature of safety culture, the paper
highlights the due significance demanded by ergonomics and that which is equally
ignored by top management. The paper concludes by considering the much needed
empirical survey on this issue in almost all industries and prompt action being taken
to implement it. Also, the paper gives a glimpse of various approaches for an
empirical study, within an organisation which is noted as important to the success of
ergonomics projects
Doctors' Work Life Quality and Effect on Job Satisfaction: An Exploratory Stu...AI Publications
Every day, the health-care system becomes more complicated. It is mostly due to changes in lifestyle, greater demand for patient care, and the effect of technology on the health-care delivery process. Sophisticated devices necessitate specialized knowledge, which necessitates a better and more current medical education system, which, in turn, necessitates a better organizational structure. All of this has an impact on the entire medical profession, as novel difficulties must be met with increasing skill and potential development, as well as increased dedication to the profession, as performance management becomes a major aspect in avoiding professional hazards in various forms. As a result, the entire health policy needs to be updated in order to provide health care professionals, particularly doctors, with enough quality work life and improved job satisfaction in order to improve their performance at work. We try to answer these questions in our research.
AN ANALYSIS OF WORKPLACE ENTERTAINMENT AMONG COLLEGE TEACHERS ON WORK ENGAGEMENTIAEME Publication
The purpose of this study is to explore the effects of workplace entertainment on work engagement among college teachers. An empirical study conducted among the 200 college teachers in Tiruchirappalli District, Tamil Nadu. Purposive sampling method under non probability sampling technique was adopted for selecting samples for this study. Questionnaire survey was conducted for data collection. The major findings were workplace entertainment have both positive and negative effect on the work engagement of college teachers. Socialising with co-workers and Personal freedom at work have positive effect on factors like cognitive, emotional and social work engagement while celebration at work has positive effect on emotional work engagement and negative effect on cognitive and social work engagement of teachers. Authorities of colleges are major beneficiary of findings of this study. They will get a clear picture about the current pulse of workers regarding the effects of workplace entertainment on work engagement experienced by the college teachers.
This document provides an introduction and background to a study on the relationship between flexible work arrangements, specifically telecommuting, and employee job involvement. It discusses previous research that identified individual and organizational determinants of job involvement. While some studies have looked at how factors like gender and tenure influence job involvement, little research has examined the impact of work arrangements. The objective of this study is to determine whether telecommuting affects employee job involvement levels and whether tenure, age or gender influence job involvement. It aims to address gaps in understanding how work arrangements may impact an important work attitude.
Perceived Organizational Support and Affective Commitment: A Demographic Anal...IOSRJBM
This descriptive research is conducted to study perceived organizational support and affective commitment with respect to demographic variables (gender, marital status, education etc.) and to study the relation between these variables. To realize this purpose the data on these variables was collected from 120 employees working in banking sectors with the help of standardized questionnaires. Statistical techniques of mean, standard deviation, correlation and regression and ANOVA were applied on data to test the hypothesis. Collected data was analyzed with the help of SPSS. The results highlight that perceived organizational support is positively related to affective commitment and POS accounts for 22% contribution to AC. The limitations of the study are discussed and future research areas are also highlighted
Strong work ethics have the capacity to influence workforce commitment thereby ensuring
organizational competitiveness and high organizational performance. Unfortunately, many core work values
and guidelines are in most cases ignored and they go unmonitored in many organizations. As a result, this
affects the morale, performance and level of commitment of individual employees in organizations
An environment is a place of needs that cannot be separated from human life. Sub-District
Organizations as government agencies that provide services to the community are required to improve
performance that leads to environmental preservation in the workplace. So that the behavior of employees who
care about the environment (green), their involvement in creating a green environment (green work
engagement), and performance as an impact of green behavior is very interesting to study more deeply in
quantitative research
(102) a study on improving work life balance ah authorsHariharanAmutha1
This study examines factors that influence work-life balance among employees in private commercial banks in India. The researchers conducted a study with 208 bank employees. They found that work overload, organizational support, and emotional intelligence were positively related to work-life balance, while job engagement and technological advancement were negatively related. Surprisingly, spiritual intelligence was not found to be related to work-life balance. The study used several existing measurement instruments and statistical analyses like confirmatory factor analysis to analyze the data. It identifies limitations like the sample only covering some banks and provides directions for future research with larger samples and considering demographic factors.
Entrepreneurial self efficacy refining the measure-jeffery mcgeeMalthufullah Mu'asyir
This study aims to refine the measurement of entrepreneurial self-efficacy (ESE) by developing a multidimensional instrument and testing it on nascent entrepreneurs. While ESE is considered an important factor for new venture intentions, current measures are inconsistent in their definition and dimensionality. The study develops an ESE instrument based on a four-phase venture creation process framework. It then tests the reliability and validity of the instrument on a diverse sample that includes nascent entrepreneurs. The results could help standardize ESE measurement and provide implications for entrepreneurship theory and education.
Job satisfaction of employees of public and private organizations in BangladeshPremier Publishers
This study examined the level of job satisfaction among the employees ofprivate and public organizations in Bangladesh. Data have been collected randomly from 40employees of Gaibandha District in Bangladesh through a structured questionnairein January to February, 2010. Among the respondents 50% is government employee while 50% is non-government employee. Brayfield and Rothe (1951) method was used to determine the job satisfaction of the employees. Likert scale was used for measuring the attitude of the employees on their job. This research revealed that there was no significant difference between the job satisfaction of government and non-government employees. The study suggests that an effective policy on recruitment, job security, service rules, promotional opportunities, regular payments, retirements’ benefits should be made by the government to improve the job satisfaction and attitude of employees in both government and non-government employees.
This document summarizes a study that analyzed the mediating role of job satisfaction in the relationship between distributive justice, ethical leadership, and organizational commitment among nurses at PKU Muhammadiyah Hospital in Yogyakarta, Indonesia. The study found that: 1) distributive justice and ethical leadership positively influenced job satisfaction; 2) job satisfaction positively influenced organizational commitment; 3) distributive justice positively influenced organizational commitment directly and indirectly through job satisfaction; and 4) ethical leadership positively influenced organizational commitment directly but not indirectly through job satisfaction. The study concluded that job satisfaction partially mediates the relationship between distributive justice and organizational commitment.
An empirical knowledge gap has been observed regarding the relationship between organizational commitment and employee job performance of Administrative Officers in University of Jaffna, Sri Lanka. Therefore, in order to fill this empirical knowledge gap, this study was carried out with the objectives of explores the relationship between organizational commitment and job performance and explores the impact of organizational commitment on job performance of Administrative Officers in University of Jaffna, Sri Lanka. The data of this study have been collected from 40 Administrative Officers in University of Jaffna, Sri Lanka through the structured questionnaire. The data were analysed with univariate and bivariate analyses using SPSS 19.0. Findings of the study stated that there is a medium positive relationship between organizational commitment and job performance. And also findings of the study stated that organizational commitment has significant impact on employee performance. This study suggested that organizational commitment of the employees can improve employees’ job performance.
To what extent does employees’ perception of organizational justice influence...Alexander Decker
This document summarizes a research study that investigated the relationship between employees' perceptions of organizational justice (distributive justice, procedural justice, and interactional justice) and their organizational citizenship behavior (OCB). The study was conducted with 152 employees in Ghana and found that:
1) Employees' overall perceptions of organizational justice significantly influenced and accounted for 6.5% of the variance in their OCB.
2) Procedural justice and interactional justice both positively related to OCB at a significant level, accounting for 3.7% and 2.1% of variance respectively.
3) Distributive justice did not significantly relate to OCB and only accounted for 1.4% of the variance
The meaning and measurement of employee engagement A review of the literature...Omar Ababneh
This document provides a review of the literature on defining and measuring employee engagement. It discusses several debates in the literature, including whether burnout is the antithesis of engagement, if engagement is a state or trait, and how engagement differs from similar constructs like job satisfaction and organizational commitment. The review examines how engagement has been defined by various researchers and identifies inconsistencies in these definitions. It also analyzes the different approaches that have been used to measure engagement and the limitations of these approaches. The goal of the document is to bring clarity to the conceptualization and measurement of employee engagement.
Este documento discute la importancia del servicio a los demás según las enseñanzas de Jesús. Jesús enseñó que los más importantes son aquellos que viven al servicio de los demás en lugar de buscar el prestigio personal. Miles de personas anónimas que sirven desinteresadamente a través de acciones simples encierran algo más grande en sus vidas. Al igual que Jesús, quien vino no a ser servido sino a servir y dar su vida por los demás, nuestras vidas tendrán significado en la medida en que sirvamos a
This document discusses smart cities and Alcatel-Lucent's role in enabling them. It notes that by 2050, 66% of the world's population will live in cities, and that cities will generate 64% of GDP growth over the next 10 years. It then outlines Alcatel-Lucent's solutions for smart city connectivity, infrastructure, and applications including its Motive device management platform, CloudBand NFV solution, IP/MPLS networking, small cells/FTTx, and partnerships with companies like Schneider. The document argues that Alcatel-Lucent can help cities with its expertise in these areas as well as innovation, services, and engagement.
Este documento presenta un cuento para despertar la sensibilidad hacia los pobres. Cuenta la historia de una niña mimada a la que su abuelo le regala una pulsera negra de un país pobre. Al día siguiente, cuando la niña intenta comprar el almuerzo y asistir a la escuela, la rechazan por ser pobre según la etiqueta de la pulsera. La niña se da cuenta que no todos los niños tienen las mismas oportunidades. A partir de entonces, deja de quejarse y decide ayudar a los ni
11.a study on selected small and medium sized iron &steel firms in indiaAlexander Decker
This document summarizes a study on the impact of human resource management (HRM) practices on employee job satisfaction in small and medium sized iron and steel firms in India. The study collected responses from 45 employees across 17 firms. It found that HRM practices like performance appraisal, participation in decision making, training and development, and compensation had a significant positive association with job satisfaction. Performance appraisals and participation in decision making were found to have the highest positive impact on job satisfaction. The study aimed to evaluate the relationship between HRM practices and job satisfaction in this industry context.
The Effect of Work Relations on Commitment to Change-A study on small compani...ijtsrd
This document summarizes a research study that examined the effect of work relationships on employee commitment to organizational change. Specifically, it looked at the relationships between employees and their managers as well as coworkers. The study found that high quality relationships with managers were positively related to employees' affective and normative commitment to change. Additionally, high quality relationships with coworkers and perceiving coworkers as having a positive attitude towards the change were also positively related to commitment. The study concluded that relationships in the workplace, both with managers and coworkers, play an important role in gaining employee commitment to organizational change initiatives.
The Role of Discipline in Improving Performanceijtsrd
This study aims to determine the effect of discipline on employee performance. This research used is explanatory research and by using a quantitative approach. The number of samples in this study was 35 people. The questionnaire is used as a method of data collection and uses structural equations which are resolved with the help of the Smart PLS program. The effect of discipline on employee performance states that discipline has a positive and significant effect on employee performance. The value of 12.781 and significant at a = 0.05, the t statistical value is above the critical value of 1.96, thus Ho is accepted. Discipline that gets good attention will have an impact on employee performance. Afiah Mukhtar | Asmawiyah Asmawiyah "The Role of Discipline in Improving Performance" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-5 | Issue-1 , December 2020, URL: https://www.ijtsrd.com/papers/ijtsrd38182.pdf Paper URL : https://www.ijtsrd.com/management/general-management/38182/the-role-of-discipline-in-improving-performance/afiah-mukhtar
The article discusses the importance of employee engagement for organizational
and business performance through the prism of ergonomics. The issues that are
discussed in this paper comprise the modest contribution that ergonomics as a
discipline has made. The relevance of workplace health and ergonomics work relate
with that of participation, safety culture and further implications for participatory
ergonomics approaches. Based on recently published conceptual framework that
recognises the dynamic and multi-dimensional nature of safety culture, the paper
highlights the due significance demanded by ergonomics and that which is equally
ignored by top management. The paper concludes by considering the much needed
empirical survey on this issue in almost all industries and prompt action being taken
to implement it. Also, the paper gives a glimpse of various approaches for an
empirical study, within an organisation which is noted as important to the success of
ergonomics projects
Doctors' Work Life Quality and Effect on Job Satisfaction: An Exploratory Stu...AI Publications
Every day, the health-care system becomes more complicated. It is mostly due to changes in lifestyle, greater demand for patient care, and the effect of technology on the health-care delivery process. Sophisticated devices necessitate specialized knowledge, which necessitates a better and more current medical education system, which, in turn, necessitates a better organizational structure. All of this has an impact on the entire medical profession, as novel difficulties must be met with increasing skill and potential development, as well as increased dedication to the profession, as performance management becomes a major aspect in avoiding professional hazards in various forms. As a result, the entire health policy needs to be updated in order to provide health care professionals, particularly doctors, with enough quality work life and improved job satisfaction in order to improve their performance at work. We try to answer these questions in our research.
AN ANALYSIS OF WORKPLACE ENTERTAINMENT AMONG COLLEGE TEACHERS ON WORK ENGAGEMENTIAEME Publication
The purpose of this study is to explore the effects of workplace entertainment on work engagement among college teachers. An empirical study conducted among the 200 college teachers in Tiruchirappalli District, Tamil Nadu. Purposive sampling method under non probability sampling technique was adopted for selecting samples for this study. Questionnaire survey was conducted for data collection. The major findings were workplace entertainment have both positive and negative effect on the work engagement of college teachers. Socialising with co-workers and Personal freedom at work have positive effect on factors like cognitive, emotional and social work engagement while celebration at work has positive effect on emotional work engagement and negative effect on cognitive and social work engagement of teachers. Authorities of colleges are major beneficiary of findings of this study. They will get a clear picture about the current pulse of workers regarding the effects of workplace entertainment on work engagement experienced by the college teachers.
This document provides an introduction and background to a study on the relationship between flexible work arrangements, specifically telecommuting, and employee job involvement. It discusses previous research that identified individual and organizational determinants of job involvement. While some studies have looked at how factors like gender and tenure influence job involvement, little research has examined the impact of work arrangements. The objective of this study is to determine whether telecommuting affects employee job involvement levels and whether tenure, age or gender influence job involvement. It aims to address gaps in understanding how work arrangements may impact an important work attitude.
Perceived Organizational Support and Affective Commitment: A Demographic Anal...IOSRJBM
This descriptive research is conducted to study perceived organizational support and affective commitment with respect to demographic variables (gender, marital status, education etc.) and to study the relation between these variables. To realize this purpose the data on these variables was collected from 120 employees working in banking sectors with the help of standardized questionnaires. Statistical techniques of mean, standard deviation, correlation and regression and ANOVA were applied on data to test the hypothesis. Collected data was analyzed with the help of SPSS. The results highlight that perceived organizational support is positively related to affective commitment and POS accounts for 22% contribution to AC. The limitations of the study are discussed and future research areas are also highlighted
Strong work ethics have the capacity to influence workforce commitment thereby ensuring
organizational competitiveness and high organizational performance. Unfortunately, many core work values
and guidelines are in most cases ignored and they go unmonitored in many organizations. As a result, this
affects the morale, performance and level of commitment of individual employees in organizations
An environment is a place of needs that cannot be separated from human life. Sub-District
Organizations as government agencies that provide services to the community are required to improve
performance that leads to environmental preservation in the workplace. So that the behavior of employees who
care about the environment (green), their involvement in creating a green environment (green work
engagement), and performance as an impact of green behavior is very interesting to study more deeply in
quantitative research
(102) a study on improving work life balance ah authorsHariharanAmutha1
This study examines factors that influence work-life balance among employees in private commercial banks in India. The researchers conducted a study with 208 bank employees. They found that work overload, organizational support, and emotional intelligence were positively related to work-life balance, while job engagement and technological advancement were negatively related. Surprisingly, spiritual intelligence was not found to be related to work-life balance. The study used several existing measurement instruments and statistical analyses like confirmatory factor analysis to analyze the data. It identifies limitations like the sample only covering some banks and provides directions for future research with larger samples and considering demographic factors.
Entrepreneurial self efficacy refining the measure-jeffery mcgeeMalthufullah Mu'asyir
This study aims to refine the measurement of entrepreneurial self-efficacy (ESE) by developing a multidimensional instrument and testing it on nascent entrepreneurs. While ESE is considered an important factor for new venture intentions, current measures are inconsistent in their definition and dimensionality. The study develops an ESE instrument based on a four-phase venture creation process framework. It then tests the reliability and validity of the instrument on a diverse sample that includes nascent entrepreneurs. The results could help standardize ESE measurement and provide implications for entrepreneurship theory and education.
Job satisfaction of employees of public and private organizations in BangladeshPremier Publishers
This study examined the level of job satisfaction among the employees ofprivate and public organizations in Bangladesh. Data have been collected randomly from 40employees of Gaibandha District in Bangladesh through a structured questionnairein January to February, 2010. Among the respondents 50% is government employee while 50% is non-government employee. Brayfield and Rothe (1951) method was used to determine the job satisfaction of the employees. Likert scale was used for measuring the attitude of the employees on their job. This research revealed that there was no significant difference between the job satisfaction of government and non-government employees. The study suggests that an effective policy on recruitment, job security, service rules, promotional opportunities, regular payments, retirements’ benefits should be made by the government to improve the job satisfaction and attitude of employees in both government and non-government employees.
This document summarizes a study that analyzed the mediating role of job satisfaction in the relationship between distributive justice, ethical leadership, and organizational commitment among nurses at PKU Muhammadiyah Hospital in Yogyakarta, Indonesia. The study found that: 1) distributive justice and ethical leadership positively influenced job satisfaction; 2) job satisfaction positively influenced organizational commitment; 3) distributive justice positively influenced organizational commitment directly and indirectly through job satisfaction; and 4) ethical leadership positively influenced organizational commitment directly but not indirectly through job satisfaction. The study concluded that job satisfaction partially mediates the relationship between distributive justice and organizational commitment.
An empirical knowledge gap has been observed regarding the relationship between organizational commitment and employee job performance of Administrative Officers in University of Jaffna, Sri Lanka. Therefore, in order to fill this empirical knowledge gap, this study was carried out with the objectives of explores the relationship between organizational commitment and job performance and explores the impact of organizational commitment on job performance of Administrative Officers in University of Jaffna, Sri Lanka. The data of this study have been collected from 40 Administrative Officers in University of Jaffna, Sri Lanka through the structured questionnaire. The data were analysed with univariate and bivariate analyses using SPSS 19.0. Findings of the study stated that there is a medium positive relationship between organizational commitment and job performance. And also findings of the study stated that organizational commitment has significant impact on employee performance. This study suggested that organizational commitment of the employees can improve employees’ job performance.
To what extent does employees’ perception of organizational justice influence...Alexander Decker
This document summarizes a research study that investigated the relationship between employees' perceptions of organizational justice (distributive justice, procedural justice, and interactional justice) and their organizational citizenship behavior (OCB). The study was conducted with 152 employees in Ghana and found that:
1) Employees' overall perceptions of organizational justice significantly influenced and accounted for 6.5% of the variance in their OCB.
2) Procedural justice and interactional justice both positively related to OCB at a significant level, accounting for 3.7% and 2.1% of variance respectively.
3) Distributive justice did not significantly relate to OCB and only accounted for 1.4% of the variance
The meaning and measurement of employee engagement A review of the literature...Omar Ababneh
This document provides a review of the literature on defining and measuring employee engagement. It discusses several debates in the literature, including whether burnout is the antithesis of engagement, if engagement is a state or trait, and how engagement differs from similar constructs like job satisfaction and organizational commitment. The review examines how engagement has been defined by various researchers and identifies inconsistencies in these definitions. It also analyzes the different approaches that have been used to measure engagement and the limitations of these approaches. The goal of the document is to bring clarity to the conceptualization and measurement of employee engagement.
Este documento discute la importancia del servicio a los demás según las enseñanzas de Jesús. Jesús enseñó que los más importantes son aquellos que viven al servicio de los demás en lugar de buscar el prestigio personal. Miles de personas anónimas que sirven desinteresadamente a través de acciones simples encierran algo más grande en sus vidas. Al igual que Jesús, quien vino no a ser servido sino a servir y dar su vida por los demás, nuestras vidas tendrán significado en la medida en que sirvamos a
This document discusses smart cities and Alcatel-Lucent's role in enabling them. It notes that by 2050, 66% of the world's population will live in cities, and that cities will generate 64% of GDP growth over the next 10 years. It then outlines Alcatel-Lucent's solutions for smart city connectivity, infrastructure, and applications including its Motive device management platform, CloudBand NFV solution, IP/MPLS networking, small cells/FTTx, and partnerships with companies like Schneider. The document argues that Alcatel-Lucent can help cities with its expertise in these areas as well as innovation, services, and engagement.
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International Journal of Business and Management Invention (IJBMI) is an international journal intended for professionals and researchers in all fields of Business and Management. IJBMI publishes research articles and reviews within the whole field Business and Management, new teaching methods, assessment, validation and the impact of new technologies and it will continue to provide information on the latest trends and developments in this ever-expanding subject. The publications of papers are selected through double peer reviewed to ensure originality, relevance, and readability. The articles published in our journal can be accessed online
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International Journal of Business and Management Invention (IJBMI)inventionjournals
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International Journal of Business and Management Invention (IJBMI)inventionjournals
International Journal of Business and Management Invention (IJBMI) is an international journal intended for professionals and researchers in all fields of Business and Management. IJBMI publishes research articles and reviews within the whole field Business and Management, new teaching methods, assessment, validation and the impact of new technologies and it will continue to provide information on the latest trends and developments in this ever-expanding subject. The publications of papers are selected through double peer reviewed to ensure originality, relevance, and readability. The articles published in our journal can be accessed online
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International Journal of Business and Management Invention (IJBMI) is an international journal intended for professionals and researchers in all fields of Business and Management. IJBMI publishes research articles and reviews within the whole field Business and Management, new teaching methods, assessment, validation and the impact of new technologies and it will continue to provide information on the latest trends and developments in this ever-expanding subject. The publications of papers are selected through double peer reviewed to ensure originality, relevance, and readability. The articles published in our journal can be accessed online.
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1. Description of Research Work
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1. International Journal of Business and Management Invention
ISSN (Online): 2319 – 8028, ISSN (Print): 2319 – 801X
www.ijbmi.org Volume 2 Issue 11ǁ November. 2013ǁ PP.47-54
“Job & Career Influences on Career Commitment Among
Employees Of Banking Sector: The Mediating Effect Of Job
Satisfaction & Organizational Commitment”
1,
Ayesha Nazish 2,Rabia Amjad , 3,Syed Ali Abdullah Mehboob, 4,Mirza Rizwan
5,
Sajid
1,2,
MS Scholar, 3, Assistant Professor Affiliated With UOG, 4,Lecturer Of UOG
(Faculty of Management & Administrative Sciences, University of Gujrat, Pakistan)
ABSTRACT : 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 in order to retain the high-valued banking employees.
KEYWORDS: Banking Sector, Career Commitment, Career Experiences, Current Work Situation,
Organizational Commitment, Job satisfaction.
I.
INTRODUCTION
In today’s dynamic environment, organizations need to “sustain and flourish” and this need has brought
an organization to the edge where people are seen as an asset, not as a cost. People are the main source which
carries out important activities relating to work in an organization. Considering people as an asset for the
organization, is part of contemporary human resource management. People can be an asset for an organization
only if they are committed with their organization. It is not only about making employees committed for short
term but also to hold them in the organization for a long time period to raise the efficiency and effectiveness of
the organization. Employee’s commitment to their career allows the employers to decide whether the candidate
is a good asset or not (Commitment to career). A lot of career changing is observed over the past 18 months
(Fogarty, 2013). In present world, banking sector is offering many career opportunities. A banker, these days,
might be a computer programmer, an economist, an attorney, an electronic banking expert, an accountant, a loan
officer, an agricultural expert, a public relations specialist, a teller, a sales representative, a human resources
officer etc. As one can have many career opportunities, so one can move from one career to another (Consider a
Career in Banking, 2006). So, it is important for an organization to have a work environment that improves the
commitment of the employees to their careers as well as with their occupation. This research is aimed at
analyzing the influences of job and career on the career commitment while examining the mediating effect of
job satisfaction and organizational commitment among employees of banking sector (managers and officers).
1.1 Objectives of study
The main objective of this study was:
To find the job and career influence on career commitment with mediating effect of job satisfaction and
organizational commitment of bankers in Punjab; Pakistan.
The Sub-objectives of this study were:
To find the relationship between current work situation and career commitment of bankers in Punjab;
Pakistan.
To find out the relationship between career experiences and career commitment of bankers in Punjab;
Pakistan.
To find out the mediating effect of job satisfaction and organizational commitment on career commitment
of bankers in Punjab; Pakistan.
www.ijbmi.org
47 | Page
2. “Job & Career Influences On Career Commitment…
II.
Literature Review
2.1 Current Work Situations
Career Commitment is defined as one’s attitude towards one’s profession or vocation (Blau, 1985).
Goulet and Singh found that job security, job satisfaction and organizational commitment are positively related
to career commitment (Goulet & Singh, 2002). Position tenure is defined as the duration or the length of time
and position that an individual holds in an office (Dictionary, 2003). The results of study conducted by Iqbal
demonstrated that the length of the service is significantly linked with the organizational commitment (Iqbal,
2010). It was found that participants years of experience and years in position failed to show any association
with commitment (Lok & Crawford, 1999). A study held in Pakistan showed that there is positive relationship
between job security and organizational commitment (Abdullah & Ramay, 2012). Mathieu and Zajac (1990)
found that job level was positively correlated with organizational commitment while results of the study
conducted by Iqbal (2010) illustrated that the supervisors and managers are more committed than the workers.
Chang (1999) showed that people have a set of expectations regarding their employment and if an individual’s
perceived expectation for his current job is fulfilled then he will have higher career commitment (Bedeian et al.,
1991; Farrell and Rusbult, 1981). Research findings by Myrtle, et al., (2008) revealed that career commitment is
more strongly associated with employment-related experiences (management level, job security, industry
segment, position tenure, and the degree to which current position meet up the expectations with career) than
with the career experiences (industry change, career patterns, career stage, and satisfaction with career
progression). Therefore it is expected that;
H1: There will be a significant relationship between current work situation and career commitment.
2.2 Career Experiences
According to Greenhaus, career was seen as a sequence of positions held by employee in a single
organization and as a property or quality of an individual whereby each individual could pursue a unique career
(Greenhaus, 1987). A study on moderating effect of career stage on career commitment revealed that
organizational commitment was significant in the maintenance stage and career satisfaction in the stabilization
stage, where as career commitment had a significant positive relation with skill development (Aryee, et al.,
1994). Another study found that organizational commitment and intention to remain with an organization is
influenced by career stage operationalization (age, organizational tenure, and positional tenure) while job
satisfaction are relatively unaffected by the operationalization chosen (Morrow & McElroy, 1987). Iqbal found
that no noteworthy correlation exists between the age and organizational commitment (Iqbal, 2010). While Peter
found that there is a small positive relationship between commitment and age (Lok & Crawford, 1999).
Managers who expect greater career mobility generally have more strong commitment than less mobile
managers (Grusky, 1966). Research conducted by Fahey and Myrtle (2001) suggested that most people tend to
remain in the same occupational category when they change job. While another study showed that career
change is a movement to a new occupation which is not part of career progression, and a change from one
industry to another is likely to be described as a career change. Chang (1999) and Cherniss (1991) found that
people who changed their job were less committed to their current careers than those who had not changed their
careers. Therefore it is expected that;
H2: There will be a significant relationship between career experiences and career commitment.
2.3 Mediating Role of Job Satisfaction and Organizational Commitment
A study conducted by Mosammod showed that extreme supervision, salary, co-worker relation and
efficiency in work are the most important factors which contribute to job satisfaction (Parvin, et al., 2011). Also
there is a correlation between job satisfaction and self judgments of professional commitment (Kemp, 1967).
Research by Davy, et al., (1997) showed that job satisfaction and organizational commitment mediated the
relation of job security with withdrawal cognitions. Results of another study indicated that satisfaction with job
security is positively associated with both job performance and organizational commitment. Moreover,
employees’ age, job level, monthly income, tenure in current job, tenure in current organization and an
organization’s activity contributes notably to the variations in the satisfaction with job security amongst
employees (Yousef, 1980). Also it was found by Chen, et al., (2011) that job satisfaction moderately mediated
one’s job security perception and satisfaction with career on their level of career commitment. Career
commitment is influenced directly by job security and career satisfaction along with career experience (sector
change). A study conducted by Aryee & Tan, (1992) on antecedents and outcomes of career commitment
concluded that career commitment was significantly positively associated to skill development and negatively to
job withdrawal intentions. Another study showed that the effects of various antecedents on career commitment
are mediated through job satisfaction (Rhodes and Doering, 1983).
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48 | Page
3. “Job & Career Influences On Career Commitment…
Organizational commitment is defined as an attachment to the organization, characterized by an
intention to remain in it; identification with the value and goals of the organization; and a willingness to exert
extra effort on its behalf (Porter et al, 1974). Meyer and Allen found that there are three general themes of
organizational commitment (affective commitment, continuance commitment, normative commitment). Meyer
and Allen argued that each employ has a commitment profile reflecting his/her degree of desire, need, and
obligation to remain with organization (Meyer & Allen, 1991). Fauziah Noordin defined the career stage on the
basis of three criteria: age, organizational tenure, and positional tenure and find out that organizational
commitment increases with age and also indicated that increasing age strengthens the continuance commitment.
(Noordin, et al., 2011). Study conducted by Abdullah & Ramay (2012) showed that age and tenure had positive
relation with the commitment of employees, whereas gender did not show significant change in commitment
level of employees. And according to findings of Goulet & Singh (2002) organizational commitment is
positively related to career commitment. So it is expected that;
H3: Job satisfaction has a positive relationship with the career commitment.
H4: Job satisfaction mediates the effect of current work situation and career experiences with career
commitment.
H5: Organizational commitment has a positive relationship with the career commitment.
H6: Organizational commitment also mediates the association of current work situation and career experiences
with career commitment.
2.4 Control Variables
There are number of different factors which can influence an individual’s need and expectation from
his job and satisfaction derived from work, which can eventually lead towards career commitment. Education is
found to have a positive association with the career change (Cabral et al., 1985), career success (Melamed,
1996), career identity, goals and values (Colarelli and Bishop, 1990) and it bring variations in the satisfaction
with job security (Yousef, 1980). Research conducted by Iqbal (2010) demonstrated that the level of education
is negatively associated with the organizational commitment. A study showed that level of education failed to
show any association with commitment (Lok & Crawford, 1999). According to Judge et al. (1995) gender is an
important factor in the attainment of different levels of career, where men have high levels of career success
than women and married individuals attain higher levels of objective success than unmarried. Research found
that marital status can cause variations in the satisfaction with job security among employees (Yousef, 1980).
Melamed (1996) noted that women have different patterns in achieving career success than men; marital status
was not found to be a factor explaining the career success of women, although it was a predictor of career
success of men. On the other hand, Cherniss (1991) showed that the married people were more committed to
their present careers than those who were not. Neapolitan (1980) identified that having dependents can
strengthen the career commitment indirectly by making it difficult for an employee to think about changing the
occupation. Therefore education, gender, marital status and dependents will be controlled for this study.
III.
THEORETICAL FRAMEWORK
Figure I: conceptual model
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4. “Job & Career Influences On Career Commitment…
IV.
RESEARCH METHODOLOGY
4.1 Sampling Design
Population of this study include employees (management and officer level) working in different public
sector banks of Punjab, Pakistan. The targeted banks include National Bank of Pakistan and Bank of Punjab.
Punjab was then divided into clusters by their geographical locations into 9 divisions (Bahawalpur, Dera Ghazi
Khan, Faisalabad, Gujranwala, Lahore, Multan, Rawalpindi, Sahiwal, and Sarghoda). Then by using simple
random sampling, cluster of Gujranwala division was selected. This divisional cluster was further divided into
six different strata’s on the basis of districts. So, the Gujranwala division is administratively subdivided into
Sialkot District, Gujranwala District, Gujrat District, Mandi Bahauddin District, Hafizabad District, and
Narowal District. By using disproportionate stratified random sampling, 5 branches of each bank from each
district were targeted. And from each branch of bank, total 4 employees were targeted. So the total sample size
of this study was 240. The response received was 197 (82 percent).
4.2 Data Collection Method
Questionnaire was used as a data collection method. Questionnaire was adopted from the base paper
(Job and career influences on the career commitment of health care executives: The mediating effect of job
satisfaction), which is used for this study. A little bit modification was made in the questionnaire. For example,
an additional variable of this study which is organizational commitment was measured by OC Questionnaire
developed by Mowday, Porter, and Steers (1982). The Organizational commitment Questionnaire contains 15
items related to three areas (Affective, normative and continuance commitment). Also Career Commitment was
measured by eight items which were taken from the work of Colarelli and Bishop (1990) and Chay and Bruvold
(2003) instead of using the scale of Blau. Each item of these two variables was measured by using a seven-point
scale ranging from Strongly Disagree, weighted as 1 to Strongly Agree, weighted as 7. The said questionnaire
was administered personally as well as through e-mails. Questionnaire was pretested from 30 respondents of
Gujrat before administering it to the actual sample. Respondents were required to give their suggestions to
improve questionnaire. In the light of those suggestions, changes were made in instrument accordingly.
4.3 Statistical Method
In order to check “job and career influences on the career commitment: the mediating effect of job
satisfaction and organizational commitment”, SPSS software was used. Regression and Correlation Analysis
was used for data analysis. Regression analysis was used to show the strength of relationship among variables
while Correlation describes the relationship i.e. either there is positive relationship or negative relationship
among variables. And Cronbach’s alpha was used for checking the reliability of data collection instrument.
V.
DATA ANALYSIS
5.1 Descriptive Analysis
Table A-3 shows one hundred and fifty-seven (157) of the 197 respondents in this study were male
(79.7 Percent) and out of all the respondents, 91 were married (46.2 percent) and 100 had dependents (50.7
percent). Fifty respondents (25.4 percent) had Bachelor’s degrees, 135 respondents had Master’s degrees (68.5
percent), 5 had M.Phil degrees (2.5 percent), 1 had PhD degree (0.5 percent) and 6 had professional degrees (3
percent). 109 respondents were working at managerial level (55.3 percent). 147 respondents (74.6 percent) felt
secure in their current position, although 28 respondents (14.2 percent) were not. Most of the respondents (69.5
percent) were in banking field for less than 5 years.
5.2 Reliability Test
Reliability level for questionnaires was determined by using the Cronbach’s Alpha. The value of
Cronbach’s Alpha for this research was checked at individual level as well as collectively. In table A-1 of
appendix, values of Cronbach's Alpha for individual variables were given. It was found that all the constructs
were reliable and considered to be significant for further analysis. While, when reliability for all the variables
was checked out collectively, the value of Cronbach’s Alpha was found to be 0.927 which shows that instrument
is reliable (Appendix A-2).
5.3 Results
The following table summarizes the results of the mediated regression approach for this study:
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5. “Job & Career Influences On Career Commitment…
Hypothesis
DV
IV
Significance
R2
Results
H1
H2
CC
CC
CWS
CE
0.000
0.000
0.542
Supported
0.583
Supported
H3
CC
JS
0.000
0.49
Supported
H5
CC
OC
0.000
0.60
Supported
Note: CC= Career Commitment, CE= Career Experiences, CWS= Current Work Situations, JS= Job
Satisfaction, OC= Organizational Commitment
H1 of this study is supported through the results, as current work situation is causing 54% change in career
commitment. This study also supports H2 which stated that there will be a significant relationship between
career experiences and career commitment. Result of study showed that current work situation is causing 58%
increase in career commitment and supported this hypothesis. H3 is also supported because job satisfaction is
causing 49% increase in career commitment while correlation results also supported this hypothesis and showed
that there is a strong positive correlation between job satisfaction and career commitment (.440 **). H5 of this
study stated that organizational commitment has a positive relationship with the career commitment. This study
found much support regarding this hypothesis as the results showed that organizational commitment has strong
positive correlation with career commitment (.612 **) and is causing 60% change in career commitment. H4 and
H6 proposed that job satisfaction and organizational commitment mediates the association of current work
situation and career experiences with career commitment, respectively and these were proved by adopting the
procedure outlined by Baron and Kenny (1986). This procedure tests four conditions in order to check the
mediation role of variables. Accordingly,
First, independent variables (i.e. Current Work Situations and Career Experiences) influence the mediators
(i.e. Job Satisfaction and Organizational Commitment). That is found to be true for this study (i.e., path a).
Second, the change in the mediator significantly account for the variations in the dependent variable (i.e.,
Path b).
Third, relationship between the independent variables (i.e. Current Work Situations and Career
Experiences) and the dependent variable (i.e. Career Commitment) was checked and found to be significant
for this study (i.e., path c)
Finally, the mediators (i.e. Job Satisfaction and Organizational Commitment) reduce the effects of
antecedents (i.e. Current Work Situations and Career Experiences) on dependent variable i.e. Career
Commitment (path c′), which was also proved to be true as shown in the following diagram. Hence, H4 and
H6 of this study were also supported.
The following diagrams show diagrammatically the results of the proposed hypothesis of mediation: (B of
each variable is mentioned)
Hypothesis 4:
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6. “Job & Career Influences On Career Commitment…
Hypothesis 6:
VI.
DISCUSSION
Results of this study proposed that career commitment of person is a function of several different
influences. Findings supported that education, marital status; dependents and gender do not appear to have a
direct influence on career commitment. Careers are altering and thus our view of our career and the level of
commitment are changing as well. The variables that are affecting career commitment, in this particular study,
are found to be current work situations, career experiences, job satisfaction and organizational commitment. In
the present world, banking sector is offering many career opportunities. A banker, these days, may be a
computer programmer, an economist, an attorney, an electronic banking expert, an accountant, a loan officer, an
agricultural expert, a public relations specialist, a teller, a sales representative, a human resources officer etc. As
one can have many career opportunities, so one can move from one career to another like from developing a
marketing operation to heading up a sales team and then assisting in web site development (Consider a Career in
Banking, 2006).A study conducted by Myrtle et. al (2011) found that job satisfaction mediated the influence of
current work situation and career experiences on career commitment but the current study proved that job and
career influences on career commitment can also be mediated by organizational commitment along with job
satisfaction. Also, similar to the findings of Goulet and Singh (2002), this research supported that job
satisfaction and organizational commitment contributes to the variations in career commitment. Consistent to
the study of Chen et al. (2011) the effects of demographic characteristics (education, gender, marital status,
number of dependents) are controlled upon career commitment moreover it supports that current work situation
and career experiences influences career commitment and shows consistency to previous researches conducted
by Fahey and Myrtle (2001) that a positive relation exists between current position, job security, met
expectations, industry change, mobility pattern, career stages, career satisfaction, job satisfaction and career
commitment but a negative relation exists between position tenure and career commitment. Consistent to the
study of Abdullah & Ramay (2012) the current study also concludes that organizational commitment has a
positive relation to career commitment. Some of the limitations also withstand in the study which includes its
limited generalization as its target area is only one province of Pakistan. So it can be conducted by taking larger
sample under consideration. Also it is conducted at one point in time. So longitudinal studies can be conducted
on this topic because the field is evolving and growing continually and research can be conducted as how these
changes might influence the professional and managerial careers. Perhaps, these findings will offer a point of
departure for future studies.
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8. “Job & Career Influences On Career Commitment…
Appendix
Gender
Marital Status
Dependents
Education
Current Position
Job Security
Position Tenure
Table A-3: Data and Descriptive Statistics
Male
157 (79.7 Percent)
Female
40 (20.3 percent)
Single
106 (53.8 Percent)
Married
91 (46. 2 Percent)
None
97 ( 49.2 Percent)
1-3
68 (34.5 Percent)
4-6
28 (14.2 Percent)
7-9
2 (1 Percent)
10 and above
2 (1 Percent)
Bachelors
50 (25.4 Percent)
Masters
135 (68.5 Percent)
M.Phil
5 (2.5 Percent)
PhD
1 (0.5 Percent)
Professional Degree
6 (3.0 Percent)
Officer
88 (44.7 Percent)
Manager
109 (55.3 Percent)
Quite Insecure
12 (6.1 Percent)
Somewhat Insecure
16 (8.1 Percent)
Neither Secure Nor Insecure
22 (11.2 Percent)
Somewhat Secure
57 (28.9 Percent)
Very Secure
90 (45.7 Percent)
Less than 5 years
137 (69.5 Percent)
5-10 years
43 (21.8 Percent)
More than 10 years
17 (8.6 Percent)
Note. OC= organizational commitment; JS= job satisfaction; CC= career commitment. N=197. Pearson’s
correlation is used. **p< 0.01
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