Career adaptability and career intention on government employees’ years of service and job level

Xy Za Marie De Gulan,Hector Aguiling

doi:10.20525/ijrbs.v10i7.1444

Abstract

Employees’ level of career intention plays an important role in organizational readiness and dynamism to achieve success. Several studies were conducted on career adaptability and career intention, however, only a few were able to find evidence on the influence of position and years in service to government employees in the Philippines. This study aims to determine the significant differences in career adaptability and career intention of government employees based on years of service and job level. Results showed a significant difference in career intention when grouped according to job level and years in service and no significant difference in career adaptability when grouped according to job level and years in service.

Highlights

Employees’ career behavior is driven by several factors. Trevor-Roberts et al (2018) revealed that during challenging times, employees react differently based on employment relationships, organizational structure, employment arrangement, and communication
This paper aims to determine the significant differences of employees’ job position and years of service on the level of career adaptability and career intention
The analysis of variance (ANOVA) showed that there is a significant difference on the level of career intention (F= 10.67, p ≤ .01) between participants’ job level

Summary

Introduction

Employees’ career behavior is driven by several factors. Trevor-Roberts et al (2018) revealed that during challenging times, employees react differently based on employment relationships, organizational structure, employment arrangement, and communication. Trevor-Roberts et al (2018) revealed that during challenging times, employees react differently based on employment relationships, organizational structure, employment arrangement, and communication This was seconded by a study of Ito & Brotheridge (2001) where they emphasized the influence of career control on the career flexibility and well-being of the employees. Career intentions is defined as the individual’s desire to aim higher career in the organization (Li & Huang, 2017). It is driven by individual’s personal values, psychological needs, perceived career success, and work environment (Kessler et al, 2019). Career adaptability is defined as an ability and readiness of a person to adjust and respond to unpredictable changes in the work transitions and working conditions

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Conclusion