Does Work-Life Balance Moderate the Relationship between Career Commitment and Career Success? Evidence from an Emerging Asian Economy

Usama Najam,Wajiha Khalid,Umar Burki

doi:10.3390/admsci10040082

Usama Najam, Wajiha Khalid + Show 1 more

Open Access

https://doi.org/10.3390/admsci10040082

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Abstract

This study examines the relationship between career commitment and employee career success (objective and subjective success) in middle-level employees working in the service sector. Further, the study investigates the moderating effect of work-life balance on the relationship between career commitment and career success. By analyzing data from 360 middle level working employees, our empirical results show that career commitment has a positive and significant effect on the objective and subjective career success of employees. Work-life balance positively moderates the relationship between career commitment and subjective career success, whereas it fails to moderate the relationship between career commitment and objective career success. The study contributes by providing a better understanding of the employee’s perception of career commitment and career success and their management in emerging markets. Avenues for future research are identified.

Highlights

Researchers argue that personnel career success and career commitment is vital for organizations and individual’s growth (Sullivan and Baruch 2009; Feldman and Ng 2007; Ng et al 2005)
Hypothesis 2a (H2a): Career commitment has a positive effect on objective career success
Hypothesis 2b (H2b): Career commitment has a positive effect on objective career success

Summary

Introduction

Researchers argue that personnel career success and career commitment is vital for organizations and individual’s growth (Sullivan and Baruch 2009; Feldman and Ng 2007; Ng et al 2005). Management literature (Burke 2006; Yean and Yahya 2013; Spurk et al 2019) shows more focus on different appreciative types of job-related practices in organizations that enhance employees’ career success. Organizational policies such as human resource practices play a vital role in an employee’s career success (Kumar and Rajendran 2018). It is essential to avoid examining career success in isolation (e.g., Ocampo et al 2018)

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