Abstract
This study aimed to measure the impact of career path development (career planning and career management) on organizational citizenship behavior in greater Amman municipality. The study population is consisted of (122) managers at middle managerial level in greater Amman municipality. The current study used simple random sample. Based on this, a total of (90) respondents were targeted, from which a total of (85) answered questionnaires were retrieved, of which (3) were invalid. Thus, (82) answered questionnaires were valid for analysis.The questionnaire consisted of (30) items of close ended response type about independent and dependent variables. The study used the statistical analysis SPSS (Statistical Package for Social Sciences); for testing the hypotheses through regression analysis.The results of testing hypotheses have shown that there is There is a statistically significant impact at level (P<= 0.05) of career path development with its dimensions: (career planning and career management) on organizational citizenship behavior (OCB) in Greater Amman Municipality. And illustrated that (65.9%) of the explained variation in organizational citizenship behavior in greater Amman municipality can be accounted for career path development with its dimensions: (career planning and career management). The study recommended that organization should use reward systems that support the organization's career development strategy and enhancing the OCB.
Highlights
In an unpredictable and uncertainty environment with expanding requirement for skilled labor, organizations are gradually more viewing career path development as a practical opportunity to recruit and keep capable workers
Illustrated that (65.9%) of the explained variation in organizational citizenship behavior in greater Amman municipality can be accounted for career path development with its dimensions:
Comprehending career development is an organizational requirements; it is an assessment of two processes: how employees plan and implement their own career objectives; and how organizations design and implement their career development programs (Bernadine, 2010, 295)
Summary
In an unpredictable and uncertainty environment with expanding requirement for skilled labor, organizations are gradually more viewing career path development as a practical opportunity to recruit and keep capable workers. Employees' awareness of the upcoming plan of their associations for them, they tend to be more commitment. Career path development seems as a vital practice for attaining better employees' commitment and collaboration. Career path development is not a once action for an association. It is an ongoing progression for appraising employees' performance and capabilities. The organizational environment is highly turbulent and complicated, consequential in uncertain and conflicting career indication. Comprehending career development is an organizational requirements; it is an assessment of two processes: how employees plan and implement their own career objectives (career planning); and how organizations design and implement their career development programs (career management) (Bernadine, 2010, 295)
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