scholarly journals Role of Perceived Career Development Opportunities in Predicting Employee Commitment and Subjective Career Satisfaction of Middle Managers in Commercial Banks in Sri Lanka

2021 ◽  
Vol 1 (1) ◽  
pp. 23
Author(s):  
W.P.R. Wickramaratne
Keyword(s):  
Career Development ◽  
Sri Lanka ◽  
Commercial Banks ◽  
Middle Managers ◽  
Career Satisfaction ◽  
Employee Commitment

The Mediating Role of Organizational Identification in the Relation between Organizational Social Capital, Perceived Organizational Prestige, Perceived Employability and Career Satisfaction

2021 ◽  
Vol 24 ◽  
Author(s):  
Karina Peña-González ◽  
Gabriela Nazar ◽  
Carlos-María Alcover
Keyword(s):  
Social Capital ◽  
Career Development ◽  
Organizational Identification ◽  
Career Satisfaction ◽  
Mediation Effect ◽  
Organizational Social Capital ◽  
Mediating Role ◽  
Perceived Employability ◽  
The Impact

Abstract In career development, a variety of personal, organizational and labor market variables challenge employees and organizations, in particular those in dynamic working environments, such as higher education (HE) institutions. This study examines the association between work history, organizational social capital (OSC) and perceived organizational prestige (POP) as antecedent variables, and perceived employability (PE) and career satisfaction (CS) as outcome variables, as well as the mediating role of organizational identification (OI) in these relations. A sample of 283 workers in Chilean HE institutions filled out an on-line questionnaire, and hypotheses were tested using a mediation model. Results indicated a significant mediation effect of OI, abt = 0.363, 95% CI [0.181, 0.576] abt/c = 31.98%, to explain the relationship between internal perceived employability (IPE) and its predictor variables POP, abpo = 0.102, 95% CI [0.056, 0.160], abpo/c = 9.01%, and OSC, abcsoc = 0.101, 95% CI [0.053, 0.183, abcsoc/c = 8.89%. Promoting a positive image of the organization and its social capital, strengthened by OI, emerge as strategies for HR management oriented toward workers’ career development, with consequent implications for commitment, intention to leave and ultimately for organizational results. The study provides a deeper understanding of the complexity of careers and explains the importance of identification with the organization when the impact of organizational attributes on one’s career is analyzed.

scholarly journals The Effect Of Proactive Personality and Organizational Support For Career Development On Career Satisfaction

2019 ◽  
Vol 3 (2) ◽  
pp. 205
Author(s):  
Fadlilah Karunia Novianti ◽  
Gandi Aswaja Yogatama
Keyword(s):  
Career Development ◽  
Organizational Support ◽  
Quantitative Research ◽  
Career Satisfaction ◽  
Proactive Personality ◽  
Partial Least Square ◽  
Least Square ◽  
Career Management ◽  
Management Behavior

Employee Career satisfaction is an important element that needs to be managed by the organization. This study aims to find evidence of the important role of mediating Career Management Behavior in the role of Organizational Support for Career Development and Proactive Personalities towards Career satisfaction. This type of research is quantitative research. The population used in this study were all employees of PT Barito Putera who got 44 people. This study uses census techniques in sampling. While the analysis technique is used is partial least square (PLS) with the help of SmartPLS3 software. The results of this study indicate that Career Management Behavior can mediate the effect of Proactive personality and Organizational Support for Career Development on Career satisfaction.                  

scholarly journals Peran Mediasi Career Management Behaviors Pada Pengaruh Organizational Support For Career Development Terhadap Career Satisfaction

2020 ◽  
Vol 5 (2) ◽  
pp. 272
Author(s):  
Gandi Aswaja Yogatama ◽  
Fadlilah Karunia Novianti ◽  
Muzakki Muzakki
Keyword(s):  
Career Development ◽  
Organizational Support ◽  
Quantitative Research ◽  
Career Satisfaction ◽  
Partial Least Square ◽  
Least Square ◽  
Career Management ◽  
Census Techniques ◽  
Management Behaviors

Employee Career satisfaction is an important element that needs to be managed by the organization. This study aims to find evidence of the important role of mediating Career Management Behavior in the role of Organizational Support For Career Development towards Career Satisfaction. This type of research is quantitative research. The population used in this study were all employees of PT Barito Putera who got 44 people. This study uses census techniques in sampling. While the analysis technique is used is partial least square (PLS) with the help of SmartPLS3 software. The results of this study indicate that Career Management Behaviors can mediate the effect of Organizational Support For Career Development on Career Satisfaction. Kepuasan karir karyawan merupakan salah satu elemen penting yang perlu dikelola oleh organisasi. Penelitian ini bertujuan untuk menemukan bukti empiris adanya peran mediasi Career Management Behaviors pada pengaruh Organizational Support For Career Development terhadap Career satisfaction. Jenis penelitian ini merupakan penelitian kuantitatif. Populasi yang digunakan dalam penelitian ini adalah seluruh karyawan PT Barito Putera yang berjumlah 44 orang. Penelitian ini menggunakan teknik sensus dalam pengambilan sampel. Sedangkan teknik analisis yang digunakan adalah partial least square (PLS) dengan bantuan software SmartPLS3. Hasil dari penelitian ini menunjukan bahwa Career Management Behaviors memediasi pengaruh Organizational Support For Career Development terhadap Career satisfaction.

Employee Commitment: The Role of Organizational Socialization and Protean Career Orientation

2017 ◽  
Vol 5 (1) ◽  
pp. 1-27
Author(s):  
Hewawaduge Menaka Nishanthi ◽  
Pavithra Kailasapathy
Keyword(s):  
Sri Lanka ◽  
Social Exchange ◽  
Banking Sector ◽  
Organizational Socialization ◽  
Employee Commitment ◽  
Career Orientation ◽  
Moderator Effect ◽  
Protean Career ◽  
The Impact

The current study examines the impact of organizational socialization on employee commitment of executive employees in banking sector of Sri Lanka and the moderating role of protean career orientation. It is hypothesized based on affect theory of social exchange and social exchange theory that organizational socialization has a positive impact on employee’s affective, continuance and normative commitment forms. Further, it is suggested that these three direct relationships are moderated by the protean career orientation of the banking employees based on self-determination theory. These relationships are tested using data collected from a sample of 209 executive employees in the banking industry of Sri Lanka. Data were collected using questionnaire. Data were analysed using SPSS and AMOS. Results showed that there is a positive effect of organizational socialization on the three forms of commitment while no moderator effect of protean career orientation was identified on these direct relationships.

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