| Title : | Impact of career development program on employee job satisfaction in Nepalese insurance companies | | Material Type: | printed text | | Authors: | Sushil Rawal, Author | | Publication Date: | 2018 | | Pagination: | 98p. | | Size: | GRP/Thesis | | Accompanying material: | 8/B | | Languages : | English | | Descriptors: | Career development
| | Class number: | 158.6 | | Abstract: | Career development is the lifelong process of managing learning, work, leisure, and transitions in order to move toward a personally determined and evolving preferred future (Armstrong, 2009). It is a very broad term and this study will limit itself to the definition of career development as the process through which an individual’s moves and experiences through the organization are seen to be rising to higher levels or otherwise, and how he/she interprets those experiences. Career development would then meet the needs of both the individual and the organization.
Career revolves around three basic themes that include advancement in career position; source of stability within single occupational field and evolving sequence of a person’s work experience. According to Greenhaun et al. (2010), career is defined as the pattern of work related experience that spans the course of a person’s life. According to Holbeche and Linda (2009), careers have invariably remained a significant concern for the workers however they have every little time to properly manage it.Career development and job satisfaction are key strategic considerations for all organizations regardless of size, sector, market or profile. The development of the capacity and capability of the organization’s managers and employee has a fundamental impact on efficiency, effectiveness, morale and profitability of an organization. Career development has become increasingly attractive to organizations that aim at improving performance and productivity (Hiltrop, 1999). Meena&Dangayach (2012) found that employee satisfaction is important for organization’s survival and success. People who are highly involved in their job will seriously take care and concern about their work because they will have a higher self-esteem in their job. People with high job involvement focus most of their attention on their job (Hackett et al., 2001). Excellence of the organization can only be achieved when employee will perceive minimal degree of job burnout and higher level of facilities at workplace to enhance the degree of satisfaction and involvement (Al-Kahtani & Allam, 2014).
The major purpose of study is to examine and assess the effect of career development programs on employee performance and satisfaction in Nepalese insurance companies. The specific objectives of the study were to determine the factors affecting career development programs, employee performance and satisfaction in insurance companies of Nepal, to assess the effect of compensation, promotion, job motivation, career counseling, training and development on employee satisfaction in Nepalese insurance companies, to examine the relationship between compensation, promotion, and career counseling with employee performance in insurance companies and to determine the most influencing factor that define the employee satisfaction in Nepalese insurance companies.
The respondent of the study are the employees of the insurance companies. The opinions of 220 respondents were analyzed in order to know the perception of employee regarding career development practices and its impact on employee job performance and satisfaction in Nepalese insurance companies. The non- parametric test such as Kendall’s tau-b, step-wise regression was conducted to order to analyze the relationship between career development practices and its impact on employee job performance and satisfaction in Nepalese insurance companies. The descriptive research design has been conducted for fact finding of different variables. The study focuses on the primary data analysis where questionnaire was distributed to employees 17 insurance companies. Based on the population, 220 samples are undertaken for the studies.
The correlation matrix indicates that there is a positive relationship between career development practices and the employee job satisfaction and performance. The result also shows that compensation, promotion, training and development, job motivation and career counseling practices are positively related to employee job satisfaction and employee performance.
The result of regression analysis shows that the beta coefficients for compensation are positive with employee job satisfaction and performance. It indicates that compensation has a positive impact on employee job satisfaction and performance. Likewise, the result also shows that the beta coefficients for job motivation are positive with employee job satisfaction and performance. It reveals that job motivation has a positive impact on employee job satisfaction and performance. Similarly, the beta coefficients for career counseling are positive with employee job satisfaction and performance. It indicates that there is a positive impact of career counseling practices on employee job satisfaction and performance.The result also reveals that the beta coefficients for promotion are positive with employee job satisfaction and performance. It reveals that better promotion practices have a positive impact on employee job satisfaction. Likewise, the positive beta coefficients of training and development indicate that better training and development program has a positive impact on employee job satisfaction and performance.
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Impact of career development program on employee job satisfaction in Nepalese insurance companies [printed text] / Sushil Rawal, Author . - 2018 . - 98p. ; GRP/Thesis + 8/B. Languages : English | Descriptors: | Career development
| | Class number: | 158.6 | | Abstract: | Career development is the lifelong process of managing learning, work, leisure, and transitions in order to move toward a personally determined and evolving preferred future (Armstrong, 2009). It is a very broad term and this study will limit itself to the definition of career development as the process through which an individual’s moves and experiences through the organization are seen to be rising to higher levels or otherwise, and how he/she interprets those experiences. Career development would then meet the needs of both the individual and the organization.
Career revolves around three basic themes that include advancement in career position; source of stability within single occupational field and evolving sequence of a person’s work experience. According to Greenhaun et al. (2010), career is defined as the pattern of work related experience that spans the course of a person’s life. According to Holbeche and Linda (2009), careers have invariably remained a significant concern for the workers however they have every little time to properly manage it.Career development and job satisfaction are key strategic considerations for all organizations regardless of size, sector, market or profile. The development of the capacity and capability of the organization’s managers and employee has a fundamental impact on efficiency, effectiveness, morale and profitability of an organization. Career development has become increasingly attractive to organizations that aim at improving performance and productivity (Hiltrop, 1999). Meena&Dangayach (2012) found that employee satisfaction is important for organization’s survival and success. People who are highly involved in their job will seriously take care and concern about their work because they will have a higher self-esteem in their job. People with high job involvement focus most of their attention on their job (Hackett et al., 2001). Excellence of the organization can only be achieved when employee will perceive minimal degree of job burnout and higher level of facilities at workplace to enhance the degree of satisfaction and involvement (Al-Kahtani & Allam, 2014).
The major purpose of study is to examine and assess the effect of career development programs on employee performance and satisfaction in Nepalese insurance companies. The specific objectives of the study were to determine the factors affecting career development programs, employee performance and satisfaction in insurance companies of Nepal, to assess the effect of compensation, promotion, job motivation, career counseling, training and development on employee satisfaction in Nepalese insurance companies, to examine the relationship between compensation, promotion, and career counseling with employee performance in insurance companies and to determine the most influencing factor that define the employee satisfaction in Nepalese insurance companies.
The respondent of the study are the employees of the insurance companies. The opinions of 220 respondents were analyzed in order to know the perception of employee regarding career development practices and its impact on employee job performance and satisfaction in Nepalese insurance companies. The non- parametric test such as Kendall’s tau-b, step-wise regression was conducted to order to analyze the relationship between career development practices and its impact on employee job performance and satisfaction in Nepalese insurance companies. The descriptive research design has been conducted for fact finding of different variables. The study focuses on the primary data analysis where questionnaire was distributed to employees 17 insurance companies. Based on the population, 220 samples are undertaken for the studies.
The correlation matrix indicates that there is a positive relationship between career development practices and the employee job satisfaction and performance. The result also shows that compensation, promotion, training and development, job motivation and career counseling practices are positively related to employee job satisfaction and employee performance.
The result of regression analysis shows that the beta coefficients for compensation are positive with employee job satisfaction and performance. It indicates that compensation has a positive impact on employee job satisfaction and performance. Likewise, the result also shows that the beta coefficients for job motivation are positive with employee job satisfaction and performance. It reveals that job motivation has a positive impact on employee job satisfaction and performance. Similarly, the beta coefficients for career counseling are positive with employee job satisfaction and performance. It indicates that there is a positive impact of career counseling practices on employee job satisfaction and performance.The result also reveals that the beta coefficients for promotion are positive with employee job satisfaction and performance. It reveals that better promotion practices have a positive impact on employee job satisfaction. Likewise, the positive beta coefficients of training and development indicate that better training and development program has a positive impact on employee job satisfaction and performance.
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