An Empirical Study on the Role of Career Development Programs in Organizations and Organizational Commitment on Job Satisfaction of Employees

Kaya, Çiğdem; Ceylan, Belgin

doi:10.11634/216796061403551

Cited by 31 publications

(33 citation statements)

References 6 publications

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“…Even if the results reported an insignificant relationship between EDP and organizational commitment but when mediated by job satisfaction the relationship became significant (see Table ). This can be attributed to the fact that skill development need not always result in increased commitment, since, commitment is more closely related to job satisfaction (Kaya & Ceylan, ). EDP sharpens professional skills of the employees but may fail in nurturing a personal bond, which is a pre‐requisite for commitment (Fiorito et al ., ).…”

Section: Resultssupporting

confidence: 92%

Impact of employee development on job satisfaction and organizational commitment: person–organization fit as moderator

Jehanzeb

Mohanty

2018

Int J Training Development

102

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Researchers have begun to focus on emerging markets, particularly those in Asia, because of the phenomenal growth in the size of their business sectors and a remarkable increase in their share of global business. Businesses in the developing world are now grappling with people management issues that formerly were the preserve of businesses in the West. This study aims at exploring the role of employee development in job satisfaction and organizational commitment and in particular its moderation by person–organization fit. The context is the telecommunications sector in Pakistan. The results reported show a positive impact of employee development initiatives on employee job satisfaction and later the job satisfaction has significant impact on organizational commitment. The results also revealed, however, an unfavourable relationship between employee development and organizational commitment. The relationship between job satisfaction and organizational commitment was significantly moderated by person–organization fit.

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Section: Resultssupporting

confidence: 92%

Impact of employee development on job satisfaction and organizational commitment: person–organization fit as moderator

Jehanzeb

Mohanty

2018

Int J Training Development

102

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“…Future researcher can do work to the remaining related aspects such as career performance, job stress, trust, and ethics. (Kaya & Ceylan, 2014) Examined the Career development initiatives in companies and corporate contribution to job satisfaction for workers are analyzed, and their role in that job satisfaction. A survey is conducted within a sample group that works in different industries.…”

Section: Individualism (Dimension Of Culture Hofstede)mentioning

confidence: 99%

Does Learning, Development and Work Life Balance Affects Happiness: A Moderated Mediatory Model

Ullah

Siddiqui

2020

HRR

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Keeping the workforce happy is a major issue faced by today’s employers. The big challenge is to find what job-related factors can lead to happiness, the bigger challenge is to identify the sources that lead to happiness. We proposed a theoretical framework based on the research of (Joshanloo & Jarden, 2016) which studied hedonism as a major cause of happiness when moderated by individualism. We further extended the model, including career related goals that effect hedonism. Hence, we theorized that, work life balance, career development, learning affect hedonism, which subsequently effects happiness. Moreover, individualistic societies are proven to be more hedonistic (tend to value pleasure) and are more closely linked with happiness as compared to collectivist societies. Empirical validity was established by conducting a survey using a close ended questionnaire. Data was collected from 219 respondents from different organizations of Pakistan and was analyzed using confirmatory factor analysis and structured equation modeling to test the hypotheses testing the impact of all three career related factors to see how significantly they affect hedonism, which would ultimately have an impact on happiness. Results indicate that Individualism plays a significant positive role on happiness, as well as in directly, is it negatively complements the inverse effect of Hedonism on Happiness. Findings imply that the career related factors positively affect hedonism that would in turn bring more happiness. Most importantly, seeking pleasure is necessary to bring happiness. This study will benefit organizations working in Pakistan to identify the valuable sources of keeping their employees happy.

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“…Coetzee & Potgieter (2014) found that career management at the organization and individual levels are positively influenced employees self-esteem. Kaya & Ceylan (2014) findings indicated that career path management lead to organizational commitment, and employees' satisfaction at Istanbul province in Turkey. Shawabkeh (2017) indicated that there is a positive influence of career path management and planning on creating citizenship behavior of the middle level managers at Greater Amman Municipality.…”

Section: Benefits Of Career Path Managementmentioning

confidence: 89%

Career Path Management between the Theory and Application: Measuring its Relationship with Satisfying Employees’ Needs: A Study on the Jordanian Commercial Banks

Bakir¹

2019

IJBM

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Based on what has been proved in theory; human resources constitute the inimitable competitive advantage, and retaining them is crucial for sustainability. Hence it is necessary to satisfy employees’ needs to reduce their intention to leave. Many researchers suggested career path management as a tool for satisfying employees’ multi needs; accordingly this study aimed to examine the degree to which Jordanians Commercial banks are engaged in career path management in terms of career path planning, and career development (socialization, coaching and mentoring, and counseling), and if the Banks are able to satisfy employees needs based on Maslow’s five sets of needs. The study aimed also to assess the relationship between career path management and satisfying employees’ needs. 7 banks participated in the study, 50 employees from each Bank represented the sampling unit, the questionnaire used for collecting the required data and information, 336 questionnaires were valid for statistical analysis using SPSS version 22. The main results of the study revealed that the surveyed banks are engaged in career path management, except for counseling sessions. Relied on the respondents’ answers the Banks are able to satisfy three sets of needs “the security, self-esteem, and self-actualization”. The statistical results show also that there is a statistically significant relationship ranged between moderate to strong between career path management dimensions and the five sets of needs satisfaction  “ physiological, security, social, self- esteem and self-actualization”. Based on the findings it is recommended to enhance the continuity of career path management process, in addition to search for means that can satisfy the physiological and social needs of employees.

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An Empirical Study on the Role of Career Development Programs in Organizations and Organizational Commitment on Job Satisfaction of Employees

Cited by 31 publications

References 6 publications

Impact of employee development on job satisfaction and organizational commitment: person–organization fit as moderator

Impact of employee development on job satisfaction and organizational commitment: person–organization fit as moderator

Does Learning, Development and Work Life Balance Affects Happiness: A Moderated Mediatory Model

Career Path Management between the Theory and Application: Measuring its Relationship with Satisfying Employees’ Needs: A Study on the Jordanian Commercial Banks

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