Personal Characteristics and Organizational Career Management as Predictors of Organizational Commitment: An Empirical Investigation

Abstract

Purpose: The objective of this study was  investigate the effect of organizational career  management and demographic variables  on organizational commitment in  Jordanian universities.   Theoretical framework: Organizational Career management and organizational commitment become vital concepts in the field of human resource management and organizational behavior. Nevertheless, in Arabian countries such as Jordan, these concepts have not received adequate consideration from specialists.   Design/methodology/approach:  The researcher designed a questionnaire based on the objectives and hypotheses of the study. The researcher disseminated 468 questionnaires. 445 the collected data and test the hypotheses. The data were analysed using frequencies, percentage, mean rating, one sample t-test and ANOVA.   Findings: Study results showed a positive and significant correlation between organizational career management and organizational commitment, from the standpoint of administrative staff in Jordanian Universities’.   Research, Practical & Social implications: Some managerial implications for Jordanian Universities’ Managers and HR practitioners have emerged based on the findings of this study.   Originality/value:  Many organizations use programs to develop employee career path employees, but these programs are fragmented and do not exist in an integrated process linking the path of individuals and the organization. This study adapt comprehensive model and explore its relation with organizational commitment.