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Evaluating the career and organisational commitment of division I officers in an organisation
Author
Nashita Mustafa
Supervisor
Seng, Alice Seok-Hoon
Abstract
This interest in career commitment and organisational commitment studies has been on the increase in recent years. Research has indicated that an individual's level of commitment towards his career and the commitment he/she harbours for the organisation that he works for, will have direct repercussions on the fate of that organisation.
The more satisfied an individual is with his job/career, the more likely for him to exhibit higher commitment levels towards his career and the organisation. The importance of career satisfaction and commitment and organisational commitment lies on the effect that these factors have on the levels of absenteeism, turnover, productivity within the organisation.
This study attempts to evaluate the career commitment and satisfaction and organisational commitment of 118 Division I Officers of the National Parks Board. Three independent variables, gender, career stage and organisational culture were regressed against the dependent variables, career commitment and organisational commitment to determine if the three independent variables were good predictors of career commitment and organisational commitment. In addition, correlations were used to establish if any correlation exists between i) career commitment and organisational commitment; ii) career satisfaction and organisational commitment and iii) career commitment and career satisfaction.
The findings of this study indicate that neither gender, career stage nor organisational culture are good predictors. The results also show a lack of correlation between career commitment, career satisfaction and organisational commitment. The study also shows that generally, NParks' Division I Officers exhibit a moderate degree of commitment towards their career and to the organisation and were at most, just quite satisfied with their careers.
The more satisfied an individual is with his job/career, the more likely for him to exhibit higher commitment levels towards his career and the organisation. The importance of career satisfaction and commitment and organisational commitment lies on the effect that these factors have on the levels of absenteeism, turnover, productivity within the organisation.
This study attempts to evaluate the career commitment and satisfaction and organisational commitment of 118 Division I Officers of the National Parks Board. Three independent variables, gender, career stage and organisational culture were regressed against the dependent variables, career commitment and organisational commitment to determine if the three independent variables were good predictors of career commitment and organisational commitment. In addition, correlations were used to establish if any correlation exists between i) career commitment and organisational commitment; ii) career satisfaction and organisational commitment and iii) career commitment and career satisfaction.
The findings of this study indicate that neither gender, career stage nor organisational culture are good predictors. The results also show a lack of correlation between career commitment, career satisfaction and organisational commitment. The study also shows that generally, NParks' Division I Officers exhibit a moderate degree of commitment towards their career and to the organisation and were at most, just quite satisfied with their careers.
Date Issued
2002
Call Number
HD58.7 Nas
Date Submitted
2002