Asian Journal of Management

Open Access Open Access  Restricted Access Subscription Access
Open Access Open Access Open Access  Restricted Access Restricted Access Subscription Access

Career Planning and Career Management as Antecedents of Career Development:A Study


Affiliations
1 Department of Business Administration, Sambalpur University, Jyoti Vihar, Burla – 768019, Odisha, India
     

   Subscribe/Renew Journal


Organizational career development has been characterized as a challenging and unpredictable task keeping into consideration the individual career expectations and organizational development. Effective career development process is achieved with proper indulgence of employee’s career planning and organizational career management. It is in this context that the present study has been conducted to examine empirically the antecedents of career development in the Indian firms. A self administered questionnaire in a five point Likert scale has been used for the study. It involved three parts, namely, career planning, career management and career development collected from 57 respondents. Random sampling was used for collecting the data from three Indian service sectors, namely, Wipro, State Bank of India and Axis Bank. Descriptive Statistics, Spearman’s Rank Correlation and Linear Regression were used to analyze the data. SPSS 20 package was used for the data analysis. The analysis reveals the antecedent, namely, career planning and career management, have a positive and significant influence on career development. The incorporation of individual career planning and organizational career management was found to be the major antecedent of career development programs. Career planning explained 87 per cent variation in career development and career management explained 89 per cent variation in career development.

Keywords

Career Planning, Career Management, Career Development, Organizational Performance.
Subscription Login to verify subscription
User
Notifications
Font Size


  • Abaneh, R. (2013). Antecedents and Outcomes of Career Development in Jordanian Public Sector. Journal of Emerging Trends in Economic and Management Sciences, 4(4), 417-426.

  • Adekola, B., (2011). Career Planning and Career Management as Correlates for Career Development and Job Satisfaction: A Case Study of Nigerian Bank Employees. Australian Journal of Business and Management Research, 1(2), 100-112.

  • Baruch, Y., (2006). Career development in organizations and beyond: Balancing traditional and contemporary viewpoints. Human Resource Management Review, 16,125–138.

  • Gilley, J.W., Eggland, S.A., and Gilley, A.M. (2002). Principles of human resource development (2nd edn.). Cambridge, MA: Perseus.

  • Greenhaus, J.G., Callanan, G.A., and Godshalk, V.M. (2000). Career management. (3rd ed.). New York: The Dryden Press.

  • Gunz, H. And Peiperl, M. (2007). Introduction. In H. Gunz and M. Peiperl (Eds.), Handbook of career studies (1-12). Thousand Oaks, CA: Sage.

  • Hall, D.T., and Associates (1986). Career development in organizations. (1st ed.). San Francisco: Jossey-Bass Publishers.

  • Inkson, K. (2007). Understanding careers: The metaphors of working lives. Thousand Oaks, CA: Sage.

  • Kanagaraj, A. K., Archana, S. and Malathi, K., (2014), ‘A Study of Employees Career Planning and Development’, Global Journal for Research Analysis,3(7),196-197.

  • Maheshwari, S.K., and Krishnan, T.N., (2004). Career effectiveness and its determinants’, working papers. Indian Institute of Management, Ahmedabad, Research and Publication Department.

  • Musriha, Hj. And Msi, D.E. (2013). The Impact of Individual Characteristics and Organizational Culture on Performance and Career Development of Employees Case Studies Five Star Hotel in Surabaya Indonesia. Journal of Business and Management, 14(3), 21-27.

  • Nicoara, V.L.A.P. (2009). The Role of the Individual and the Organization in Career Development. Economy and Management, CC 13, 591-595.

  • Ndegwa, R.M., Gachunga, H., Ngugi, and Kihoro, J. (2016). Career Management an Antecedent of Career Development and it’s Effect on Employees’ Commitment in Public Universities in Kenya. The Strategic Journal of Business and Change Management, Vol. 3, 2(8), 168-182.

  • Ramly, E.S., Ismail, M., and Uli, J. (2009). Antecedents of Career Aspiration of R and D Professionals in Malaysian Public Organizations. European Journal of Scientific Research, 26(1), 66-79.

  • Seema, A., Raja, A. P., and Sujatha, S. (2011). Organizational Support for Employees’ Career Management. Career Management International Journal of Research in Commerce, IT and Management, 1(4), 109-113.

  • Simonsen, P. (1997). Promoting a developing culture in your organization. Palo Alto, CA: Davies-Black.

  • Wesarat, P., Sharif, M. Y., Majid, A. H. A. (2014). A Review of Organizational and Individual Career Management: A Dual Perspective’, International Journal of Human Resource Studies, 4(1), 101-113.


Abstract Views: 278

PDF Views: 0




  • Career Planning and Career Management as Antecedents of Career Development:A Study

Abstract Views: 278  |  PDF Views: 0

Authors

Nameirakpam Chetana
Department of Business Administration, Sambalpur University, Jyoti Vihar, Burla – 768019, Odisha, India
A. K. Das Mohapatra
Department of Business Administration, Sambalpur University, Jyoti Vihar, Burla – 768019, Odisha, India

Abstract


Organizational career development has been characterized as a challenging and unpredictable task keeping into consideration the individual career expectations and organizational development. Effective career development process is achieved with proper indulgence of employee’s career planning and organizational career management. It is in this context that the present study has been conducted to examine empirically the antecedents of career development in the Indian firms. A self administered questionnaire in a five point Likert scale has been used for the study. It involved three parts, namely, career planning, career management and career development collected from 57 respondents. Random sampling was used for collecting the data from three Indian service sectors, namely, Wipro, State Bank of India and Axis Bank. Descriptive Statistics, Spearman’s Rank Correlation and Linear Regression were used to analyze the data. SPSS 20 package was used for the data analysis. The analysis reveals the antecedent, namely, career planning and career management, have a positive and significant influence on career development. The incorporation of individual career planning and organizational career management was found to be the major antecedent of career development programs. Career planning explained 87 per cent variation in career development and career management explained 89 per cent variation in career development.

Keywords


Career Planning, Career Management, Career Development, Organizational Performance.

References