Professional Documents
Culture Documents
01
Research Methodology (Mgt 602)
PROGRAM: MSPM
Submitted to
Submitted by
Khurram Saeed (Fa14-RPM-381)
Q No. 2:
Write an extensive literature review on the hypothesis stating:
Career
commitment
has
positive
relationship
with
actual career commitment that has been provided. The physical environment
in the core and external organization and keep hold of their employees.
Profession
the most important and promotion done by the struggle for personal needs
and the performance of the organization. The availability of these variables for
satisfaction employee to perform well with higher positive commitment to the
organization [1].
Theory of motivation:
Motivation is the process that is the individual intensity, direction, and
continued efforts towards
Accomplish the goal.
Density means to measure the labor force for a person
There is a trend that benefits the organization
Continuation tell us that the employee gives the quality of work and effort
over a long period of time
On the basis of the above definition came many researchers gave their
theories supporting the motivation [10]. Herzberg's theory, such as hygiene,
McClelland's theory of need, expectation theory Fromm, and or Hackman and
his colleagues model design and function [11]. Motivation is only the first
step that can produce a particular behavior of an employee who is related
commitment.
Herzberg's hygiene theory:
Herzberg suggested two factors, i.e. hygiene and motivation in his theory that
people need for accountability progress and linked to all the attractive,
challenging work, safety, holidays and currency system preference salary. This
system is established to highly motivated people to give the best output.
Theory professional motivation in London:
I have studied the effects of individual and situational variables and extra
work on job commitment. There is a need for these three types of specific
factors, interests, and personal variables relevant to a career. Work
environment factors can influence career motivation, such as "employment
policies and procedures, leadership style, job design, group cohesion, career
development programs, and compensation system "[12].
Maslow's theory of motivation theory:
This theory states that the hierarchy of needs theory, which has been proved
that individuals cannot move to the next higher level until all requirements in
the current (lower) level are satisfied. He packed many of the needs in the five
basic factors. Perhaps, for globalization and competitive pay these days staff
about their professional lives and careers. Organizations, that can help
employees to develop in areas of their lives, may lead to not only improve
their performance, but her facility of the organization, and perhaps to change
the future of a very
Conceptual model:
As discussed above, depending on the employee's behavior career and
commitment as well, so with the concepts career framework commitment is
the independent variable. It can be any policies, rules and formal organization
strategies or it may be an informal way Handling employee performance. But
satisfaction is high or low affection will decide the level of production of the
employee in organization is also shown in Figure 1 .
Carrier
Commitment
Employees
Performance
(Independent
Variable)
(Dependent
Variable)
High/Low
Job Satisfaction
(Moderating
Variable)
References:
1. Rehman K., Rehman Z., Saif N., Khan A.S., Nawaz A. and Rehman S., "Impacts
of Job Satisfaction on Organizational Commitment: A Theoretical Model for
Academicians in HEI of Developing Countries like Pakistan", Intl J. of Acad. Res.
in Acc., Fin. and Manag. Sci., 3(1), 8089 (2013)
2. Jaros S.J. "An assessment of Meyer and Allen's (1991) three-component model
of organizational commitment and turnover intentions", J. of vocat. Behav.,
51(3), 319-337 (1997)
3. Arnold J., "Managing careers into the 21st century", Sage.
4. Becker E.T. and Billings R.S., "Foci and bases of employee commitment
implications for job performance", Acad. of manag. J., 39(2), 464-482 (1996)
5. Robert E. and Robin E., "Perceived organizational support", J. of appl.
physiology, 71(3), 500-507 (1986)
6. Kriflik G., Zanko M. and Jones M., "On the antecedents of career commitment",
Faculty of Commerce Paper, 1-22 (2006)
7. Kossek E. E., Roberts K., Fisher S. and Demarr B., "Career self-management: a
quasi experimental assessment of the effect of a training intervention",
Personnel Psychology, 51, 935
962 (1998)
8. Arnold J. and Davey K. M., "Graduate work experiences as predictors of
organizational commitment: what experiences really matter?", Applied
Psychology: An International Review, 48, 211238 (1999)
9. Kumar A., "An Empirical Study: Relationship between Employee Motivation,
Satisfaction and Organizational Commitment", Int. J. Manag. Bus. Res., 4(2),
81-93 (2014)
10.