Examining the role of organizational climate on career adaptability and government employees' career intention

Xy-Za Marie De Gulan,Hector Aguiling

doi:10.20525/ijrbs.v10i8.1521

Abstract

The purpose of this study is to determine the mediating and moderating factor of organizational climate on the relationship of career adaptability and career intention. A total of 991 employees from a government institution participated in the study. The results showed that there are significant relationships between organizational climate, career adaptability, and career intention. The organizational climate was found to mediate the relationship between career adaptability and career intention. However, the organizational climate has no moderating effect on career adaptability and career intention. The result will be useful in providing guidance in the design and development of programs that will strengthen the employees’ career intention and the overall perception of the organizational climate.

Highlights

Cultivating an organizational climate plays an important role for institutions to become adaptive to uncertainties and rapidly changing work environment caused by economic, political, and cultural changes
The current situation of workers poses challenges on the human resource management on how to mitigate impact of changing work conditions its human resource as they are susceptible to career shift and disruption due to lack of knowledge, opportunities, and resources to support basic needs
The purpose of the study is to recognize the importance of organizational level data such as organizational climate in designing career development programs of employees, those that are working in the government

Summary

Introduction

Cultivating an organizational climate plays an important role for institutions to become adaptive to uncertainties and rapidly changing work environment caused by economic, political, and cultural changes. New conditions and trends push organizations to explore and capitalize on their human resource to develop and maintain competitive advantage (Wright et al, 2018). They identify various HR interventions to manage and help employees cope and respond to work as they are the ones greatly affected by the unpredictability of work context, career roles, and job expectations (Savickas, 2005; Simosi et al, 2015). Given these circumstances, focusing on managing employee behavior is needed as it may cause organizational ineffectiveness and disruption. International Journal of Research in Business and Social Science (2147- 4478), 10(8)

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