Investigating employee career commitment factors in a public sector organisation of a developing country

Abstract

PurposeUnderstanding employee attitudes and behaviours has made possible the successful of organisation policies and strategies. Managers are often worried about to know the employee related factors. The purpose of this study is to investigate the relationships and predictive power of job satisfaction, organisational commitment and job promotion towards the employee career commitment in a developing country.Design/methodology/approachThe paper is based on a theoretical approach to identify the proposed relationships of job satisfaction, organisational commitment and job promotion variables with employee career commitment. This is a cross‐sectional study where the researcher has used a self‐administered survey questionnaire for data collection.FindingsThe proposed approach is applied in a public sector organisation of a developing country. The findings of the paper hold that independent variables such as job satisfaction, organisational commitment and job promotion have positive and significant relationships to dependent variables, i.e. employee career commitment.Research limitations/implicationsThis study has methodological limitations, as it only employed quantitative data from a large public sector organisation of a developing country. In addition, only a direct relationship approach, with a limited number of variables is also limited in theoretical approach. However, this study contributes in the literature on organisational behaviour and employee commitment domain, particularly from a developing countries' perspective. This study may support the management and practitioners of human resources management and organisational behaviour in assessing and evaluating employee attitudes and behaviours in the organisation.Originality/valueThe paper uses a quantitative approach in order to examine the employee attitudinal and behavioural variables towards employee career commitment.