Individual Factors Influencing Career Growth Prospects in Contexts of Radical Organizational Changes

David E Okurame

doi:10.5539/ibr.v7n10p74

Abstract

This study examined the influence of individual factors (demographic variables, self-efficacy beliefs and personal growth initiative) on career growth prospects within the context of radical organizational changes such as downsizing, mergers and acquisition. Data were collected using the questionnaire method from 199 employees in branches of a commercial bank located in a major city in South-Western Nigeria. Results of the simple multiple regression analysis showed that educational attainment (? = -.15, p < .05), tenure in the banking sector (? = -.41, p < .01), basic monthly income (? = .46, p < .001) and job status (? = .34, p < .01) are significant demographic factors in career growth prospects. The analysis of covariance which controlled for covariates revealed significant differences in the career growth prospects of employees with low levels of self-efficacy and those with high levels – in favor of the latter. In contrast, high or low levels of personal growth initiative resulted in comparable levels of career growth prospects. Self-efficacy beliefs and personal growth initiative interacted significantly to affect career growth prospect such that greater levels of career growth prospect was expressed irrespective of whether an employee is high or low on personal growth initiative when self-efficacy belief is high. Implications of findings are discussed.

Highlights

Employees often hope to grow in their profession and to achieve a distinguished career (Okurame & Balogun, 2005)
The demographic variables that were introduced into the regression equation include: sex, age, marital status, highest educational qualification, and tenure in the banking sector, tenure in current organization, basic monthly income and job status
The mean career growth prospects reported by junior employees (M = 40.4) were significantly different from those reported by middle level (M = 44.3) as well as management officers (M = 46.2) whose scores were comparable

Summary

Introduction

Employees often hope to grow in their profession and to achieve a distinguished career (Okurame & Balogun, 2005). The probability that this will come to fruition is the underlying thrust of career growth prospect. Defined as the chances of getting promoted and obtaining career development experiences, career growth prospect is arguably an essential source of motivated work behavior (Weer, 2006; Okurame, 20012a). The mere expectation of moving up an organization‟s hierarchy through promotion and obtaining beneficial career development experiences increases an employee‟s effort and motivates a strong involvement in organizational and career activities (Mowday, Porter & Steers, 1982; Eisenberger, Lieberman & Williams, 2003). The proven importance of career growth prospect, demands that adequate empirical attention be paid to it

Results

Discussion

Conclusion