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Impact of Career Development on Organizational Commitment

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  • SAMIA REHMAN

    (University of Haripur, Haripur, Pakistan)

Abstract

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 togather 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 out come of research is not exactly accurate. With a bigger sample size,there will be more accurate and reliable results.

Suggested Citation

  • Samia Rehman, 2017. "Impact of Career Development on Organizational Commitment," International Journal of Business and Administrative Studies, Professor Dr. Bahaudin G. Mujtaba, vol. 3(3), pages 100-111.
    • Handle: RePEc:apa:ijbaas:2017:p:100-111
    DOI: 10.20469/ijbas.3.10003-3
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    References listed on IDEAS

    as
    1. Farooq Anwar & Dr. Julian Paul Sidin, 2016. "Interactive Effects of Social Support and Incivility on Affective Commitment in Banking Sector of Pakistan," International Journal of Business and Administrative Studies, Professor Dr. Bahaudin G. Mujtaba, vol. 2(6), pages 213-224.
    2. Hani Sakina Mohamad Yusof & Rudzi Munap & Muhammad Izwan Mohd Badrillah & Noor Raihan Ab Hamid & Romiza Md Khir, 2017. "The relationship between organizational culture and employee motivation as moderated by work attitude," Journal of Administrative and Business Studies, Professor Dr. Usman Raja, vol. 3(1), pages 21-25.
    3. Nameroff, T. J. & Garant, R. J. & Albert, M. B., 2004. "Adoption of green chemistry: an analysis based on US patents," Research Policy, Elsevier, vol. 33(6-7), pages 959-974, September.
    4. Helmina Ardyanfitri & Ratri Wahyuningtyas, 2016. "The influence of job career development opportunities, training, occupational safety and health on the job satisfaction of employees in the Telkom University," Journal of Administrative and Business Studies, Professor Dr. Usman Raja, vol. 2(5), pages 231-240.
    5. Tomás González & Manuel Guillén, 2008. "Organizational Commitment: A Proposal for a Wider Ethical Conceptualization of ‘Normative Commitment’," Journal of Business Ethics, Springer, vol. 78(3), pages 401-414, March.
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    Cited by:

    1. Chong Chiew Yen & Lee Su Teng, 2017. "Employee Retention and Job Performance Attributes in Private Institutions of Higher Education," International Journal of Business and Administrative Studies, Professor Dr. Bahaudin G. Mujtaba, vol. 3(5), pages 158-165.
    2. Buthina Alobidyeen & Eyad Taha Al-Rawashdeh, 2020. "Strategic intelligence and its impact on achieving entrepreneurship: A field study on Jordanian industrial companies that won the King Abdullah II Award for excellence," Journal of Administrative and Business Studies, Professor Dr. Usman Raja, vol. 6(1), pages 29-42.
    3. Huo-Tsan Chang & Shang-Chih Liao & Min-Chih Miao & Xiu-Hui Huang & Hung-Ming Hsu, 2019. "The effects of person-organization, person-group, person-job and person-supervisor fit on retention tendency," Journal of Administrative and Business Studies, Professor Dr. Usman Raja, vol. 5(2), pages 110-123.

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