Career Path Management between the Theory and Application: Measuring its Relationship with Satisfying Employees’ Needs: A Study on the Jordanian Commercial Banks

Abstract

Based on what has been proved in theory; human resources constitute the inimitable competitive advantage, and retaining them is crucial for sustainability. Hence it is necessary to satisfy employees’ needs to reduce their intention to leave. Many researchers suggested career path management as a tool for satisfying employees’ multi needs; accordingly this study aimed to examine the degree to which Jordanians Commercial banks are engaged in career path management in terms of career path planning, and career development (socialization, coaching and mentoring, and counseling), and if the Banks are able to satisfy employees needs based on Maslow’s five sets of needs. The study aimed also to assess the relationship between career path management and satisfying employees’ needs. 7 banks participated in the study, 50 employees from each Bank represented the sampling unit, the questionnaire used for collecting the required data and information, 336 questionnaires were valid for statistical analysis using SPSS version 22. The main results of the study revealed that the surveyed banks are engaged in career path management, except for counseling sessions. Relied on the respondents’ answers the Banks are able to satisfy three sets of needs “the security, self-esteem, and self-actualization”. The statistical results show also that there is a statistically significant relationship ranged between moderate to strong between career path management dimensions and the five sets of needs satisfaction  “ physiological, security, social, self- esteem and self-actualization”. Based on the findings it is recommended to enhance the continuity of career path management process, in addition to search for means that can satisfy the physiological and social needs of employees.