Career Stage Effect on Organizational Commitment: Empirical Evidence from Indian Banking Industry

Abstract

This study examines the career stage effect on organizational commitment of bank employees. The subjects included 660 clerical and managerial staff of Indian banks operating in the state of Punjab in northern India. Organizational commitment has been measured by Meyer et al.'s (1993) Organizational Commitment Scale. Career stages were identified by each respondent's self-reported age, and tenure in the organization. Results of the study revealed significant differences in organizational commitment across career stages of employees when career stages were categorized on the basis of chronological age but no significant difference in any dimension of organizational commitment has been found between employees in early-career stage (up to 2 years of experience), and employees in mid-career stage (3-10 years of experience). The findings of the study have positive and useful implications for HR systems in Indian banks to design more effective organizational career planning programs and procedures.

The Relationship between Clinical Instructor’s Communication Satisfaction and Their Organizational Commitment at the Faculty of Nursing- Cairo University

“…This implies that it is important for managers to focus on improving the communication satisfaction level of younger employees, which in turn will increase their organizational commitment. These findings were supported by the study done Kaur and Sandhu (2010), who reported that older workers tend to have higher organizational commitment due to the changes in their environment and life experiences.…”

Work Engagement, Empowerment and Leadership Styles: Analyses From Cultural Perspectives in Hotel Management

“…These theories pronounce, people pass through specific career stages during their life span. Stages usually are, based on chronological age though the age ranges assigned for each stage have varied considerably between empirical studies (Kaur & Sandhu, 2010). The common point of them is that stages are mostly categorized as early, middle, and late.…”

“…The common point of them is that stages are mostly categorized as early, middle, and late. This categorization partially corresponds to the exploration, establishment, and maintenance stages of Super's theory (Kaur & Sandhu, 2010). Ornstein et al (1989) argued that career stages can be based either on age or on organizational, positional or professional tenure.…”

The Role of Organizational Values in Commitment of Employees

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