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Career Planning and Career Satisfaction A Study in Banking Sector of Pakistan

Career Planning and Career Satisfaction A Study in Banking Sector of Pakistan. Nadeem Iqbal Raza. SUPERIOR UNIVERSITY. INTRODUCTION. Baruch (2004) stated that it is obligatory for organizations to focus on their employee career planning and development.

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Career Planning and Career Satisfaction A Study in Banking Sector of Pakistan

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  1. Career Planning and Career SatisfactionA Study in Banking Sector of Pakistan Nadeem Iqbal Raza SUPERIOR UNIVERSITY

  2. INTRODUCTION • Baruch (2004) stated that it is obligatory for organizations to focus on their employee career planning and development. • Jepsen and Sheu (2003) argued that every individual seeks for satisfaction in their work • Akhtar (2006) stated that it is the only banking sector which grows immensely within a short time span of 5 when there is huge economic recession. Presently, the assets of banking sector grew by 7.7% (QPR, 2010)

  3. THEORETICAL FRAME WORK A H1 B W Z H4 H2 H3 C

  4. Research Hypotheses • H1: There is relationship between A and W • H2: There is relationship between B and W • H3: There is relationship between C and W • H4: There is relationship between W and Z • H5: There is relationship between A, B and C with W

  5. LITERATURE REVIEW • Career planning is a systematic process which includes • a) self analysis about own strengthens, weaknesses and abilities, • b) identification of career goals and, • c) planning the path, attaining related skills and experiences (Hall, 1986: 3) • According to Baruch (2004) the relationship of an individual towards the career development is linear

  6. LITERATURE REVIEW • Leavitt (1996) argued that in the absence of high salaries the career development is the best tool for the job satisfaction of employees • Chang (2002) found that professionals were likely to engage in the strategy of creating opportunities that included tactics of skill development and experiences enhancement to improve their career satisfaction

  7. References • Schappe, S. P. (1998). The influence of job satisfaction, organizational commitment, and fair­ness perceptions on organizational citizenship behavior. Journal of Psychology, 132, 277-290. • Somech, A., & Bogler, R. (2002). Antecedents and consequences of teacher organizational and professional commitment. Educational Administration Quarterly, 38, 555-577 • Sweeney, P. D. and McFarlin, D. B. (Jan., 1997), Process and Outcome: Gender Differences in the Assessment of Justice, Journal of Organizational Behavior, Vol. 18, No. 1, pp. 83-98 • McFarlin, Dean B. and Paul D. Sweeney. 1992. "Distributive and Procedural Justice As Predictors of Satisfaction With Personal and Organizational Outcomes." Academy of Management Journal 35:626-37.

  8. Thanks

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