An empirical study on measuring the role of career development programs of Public Sector Universities of Sindh.
Abstract
This study is an empirical effort to comprehend relationship of career development programs on employee job performance with mediation effect of perceived organizational support. Study used regression analysis to test the relationships. Results of study confirmed that career development programs are positively related to job performance and perceived organizational support fully mediates the relationship between career development programs and job performance. Policy makers can target these findings to enhance job performance.
References
Ahmed, I., Nawaz, M. M., Ali, G., & Islam, T. (2015). Perceived organizational support and its outcomes: A meta-analysis of latest available literature. Management Research Review, 38(6), 627-639.
Ashar, (2013) the impact of perceptions of training of employee commitment and turnover intention. International journal of human resource studies, vol.3(1), pp.74-88.
Bartol, K.M., & Martin, D.C. (1998). Management. New York: Irwin McGraw-Hill.
Boateng, F. D. (2014). Perceived organizational support and police officer effectiveness: Testing the organizational support theory in Ghana. International Criminal Justice Review, 24(2), 134– 150. doi: 10.1177/1057567714536907.
Chay, H.L., & Bruvold, N.T. (2003). Creating value for employees: investment in employee development. International Journal of Human Resource Management, 14(6), 981 - 1000.
Chen, T.Y., Chang, P.L., & Yeh, C.W. (2004). An investigation of career development programs, job satisfaction, professional development and productivity: The case of Taiwan. Human Resource Development International, 7(4), 441 - 463.
Colquitt, J. A., Scott, B. A., Rodell, J. B., Long, D. M., Zapata, C. P., Conlon, D. E., & Wesson, M. J. (2013). Justice at the millennium, a decade later: A meta-analytic test of social exchange and affect-based perspectives. Journal of Applied Psychology, 83.
Cullen, K. L., Edwards, B. D., Caser, C., & Gue, K. R. (2014). Employees’ adaptability and perceptions of change-related uncertainty: Implications for perceived organizational support, job satisfaction, and performance. Journal of Business and Psychology, 29, 269–280. doi: 10.1007/s10869-013-9312-y.
Haas, N. E., Van Craen, M., Skogan, W. G., & Fleitas, D. M. (2015). Explaining officer compliance: The importance of procedural justice and trust inside a police organization. Criminology and Criminal Justice, 15(4), 442–463. Retrieved from http://crj.sagepub.com/content/early/2015/01/18/1748895814566288
Herzberg, F., Mausner, B., & Sydenham, B.S. (1959). The motivation to work. New York: John Wiley & Sons.
Jepsen, D.A., & Dickson, G.L. (2003). Continuity in life-span career development: career exploration as a precursor to career establishment. Career Development Quarterly, 51(3), 217 - 233.
Lee, S.H. (2000). A managerial perspective of the objectives of HRM practices in Singapore: an exploratory study. Singapore Management Review, 22(1), 65 - 82.
Mobley, W. H,1977. “Intermediate linkages in relationship between job satisfaction and employee turnover”. Journal of Applied Psychology, vol 62, pp.237-240.
Neves, P., & Eisenberger, R. (2012). Management communication and employee performance: The contribution of perceived organizational support. Human Performance, 25(5), 452–464. doi: 10.1080/08959285.2012.721834.
Noe, R.A. (1996). Human Resource Management - Gaining a competitive advantage, (2nd ed.). New York: Irwin McGraw-Hill.
Rhoades, L., & Eisenberger, R. (2002). Perceived organizational support: a review of the literature. Journal of applied psychology, 87(4), 698.
Riggle, R. J., Edmondson, D. R., & Hansen, J. D. (2009). A meta-analysis of the relationship between perceived organizational support and job outcomes: 20 years of research. Journal of business research, 62(10), 1027-1030.
Shani, N., and Divyapriya, P. (2013), "A study on implementation of knowledge management practices for career development among IT employees.
Shelton, S. (2001), the effects of employee development programs on job satisfaction and employee retention. International journal of business and public management vol.3(2), pp.10-60.
Shoss, M. K., Eisenberger, R., Restubog, S. D., & Zagenczyk, T.J. (2013). Blaming the organization for abusive supervision: The roles of perceived organizational support and supervisor’s organizational embodiment. Journal of Applied Psychology, 98(1), 158–68. doi: 10.1037/a0030687.
Umer and akram, (2011), employee retention in Business Process Outsourcing industry in Pakistan. Global journal of management and business research, vol.11(3), pp.92-98.
Walia and Bajaj (2012), impact of human resource management (HRM) practices on employee retention. International journal of research in IT & management, vol. 2(2), pp.836-847.
Yanga, J.T., Wanb, C.S., Fu, Y. J., 2012. “Qualitative examination of employee turnover and retention strategies in international tourist hotels in Taiwan” International Journal of Hospitality Management, Vol 31, issue. 3 pp 837-848.
