Career Development Strategies Research Articles

Availability of Job Rotation Requirements in Tabuk Educational Area (Girls): مدى توافر متطلبات التدوير الوظيفي في إدارة منطقة تبوك التعليمية (بنات)

The current study aims at identifying the extent to which job rotation requirements are available in the educational administrations of Tabuk district (females). To achieve the objectives of the study, the researcher used the descriptive approach; while the questionnaire was used as a key tool to be distributed to the study’s community, which consists of all the directors, assistants and heads of departments in the educational administration of the Tabuk educational district, their number is (25). The results of the study showed the following: The general arithmetic average of all axes of the study questionnaire was (2.67). The overall arithmetic average for the first axis related to the availability of training and development capabilities in job rotation in the educational administrations of Tabuk district (2.77). The overall arithmetic average for the third axis related to the availability of the requirements of the career development strategy in career rotation in the educational administrations of Tabuk district was (2.77). The overall arithmetic average for the fourth axis related to the availability of systems requirements and functional procedures in the functional rotation in the educational administrations of Tabuk district was (2.66). The overall arithmetic average of the second axis related to the availability of job design requirements in the job rotation in the educational administrations of Tabuk district was (2.48). There were no statistically significant differences at the level of significance (α≤ 0.05) between the views of the study sample due to two variables (years of experience, functional level). In light of previous results, the study recommended the need to train female employees in the educational administrations of Tabuk district to accept the policy of career rotation through continuous dialogue between presidents and subordinates and holding seminars to explain this policy, as one of the methods developing expertise and skills. This training allows the management to overcome the most important obstacle to the application of the policy of career rotation, which is the fear of change. In addition, holding specialized training courses for female employees in the educational administrations of Tabuk district who are transferred before and after the rotation so that workers can be trained before taking the job transferred to them as well as provide them with the necessary knowledge to complete the work assigned to them.

Career Management and Employees’ Commitment in the Tele-communication Industry in Kenya

Assessing workforce attitude is a business imperative. Committed and engaged employees are invaluable assets to an organization as high levels of employee commitment and engagement promote retention of talent, foster customer loyalty, and improve organizational performance and stakeholder value. The development of employees for future positions enables organizations to develop and place employees in positions compatible with their individual career interests, needs, and goals. The purpose of this research was to investigate the influence of career management on employee commitment in the tele-communication industry in Kenya. The study adopted a mixed research design. The study targeted all the telecommunication branches in Mt. Kenya Region that are managed by the shop manager being the top most managers in the branch. The researcher collected primary data using structured questionnaires. Data was analyzed using inferential statistics and processed using Statistical Package for Social Sciences (SPSS) Version 22, multiple regression analysis was used to establish the relations between the independent and dependent variables. Chi- square was used to test the hypothesis and was based on the alpha level or the significance level. Research findings were presented in form of tables, graphs, and charts. The study found that career management enables employers to identify talented employees at all functional levels of the organization and this helps them to identify options and requirements for career advancement to assist employees advance their professional growth and take on new responsibilities. Failure to recognize employee’s performance leads to de-motivation and this contributes to high labor turn over in organizations. The study concludes that a clear career path for employees on how they can meet their personal ambitions is paramount as they try to realize corporate goals. The study also concludes that career management is not an end in itself but a continuous process of developing human resources for achieving optimum results. The study therefore concludes that organizations with effective career management practices have employees who contribute greater discretion effort. The study recommends that organizations should focus more on employee engagement as a part of career pathing as it helps to create an effective career development strategy within the organization, and this engagement helps employees to transition into new roles and are therefore motivated leading to greater employee commitment.

Mentorship Experiences Among Second-Year U.S. Hematology/Oncology Fellows in the 2019 ASH Hematology/Oncology Fellows Survey

Mentorship Experiences Among Second-Year U.S. Hematology/Oncology Fellows in the 2019 ASH Hematology/Oncology Fellows Survey Introduction: The majority of fellows graduating from U.S. hematology/oncology training programs pursue careers incorporating both fields, albeit with a greater focus on medical oncology than on hematology. Over the past 15 years, the number of physicians in the U.S. identifying as hematologists or seeking certification in hematology has been dwarfed by those identifying as medical oncologists or seeking oncology certification, with only a small percentage of fellows having a primary interest in benign hematology. In response to these concerns, in 2017 the American Society of Hematology (ASH) launched a multiyear study of the U.S. hematology workforce in clinical practice, research, and training in collaboration with the Fitzhugh Mullan Institute for Health Workforce Equity at the George Washington (GW) University. The initial phase of the ASH workforce study was a survey of over 1800 hematology/oncology fellows conducted in 2018, which identified clinical exposure to hematology during training, research experiences, and mentorship to all be positively and strongly associated with career interest in hematology. A follow-up survey of second-year hematology/oncology fellows was competed in 2019, focusing on career interests, mentorship, and job expectations. The present study reports findings of second-year fellows' perceptions regarding mentorship. Methods: The 2019 Hematology/Oncology Fellows Survey was developed by ASH and GW investigators. Survey questions asked about fellows' career and research interests, clinical exposure during training, mentorship, and perceptions of job security and availability after fellowship. Mentorship questions focused on specific mentorship activities (e.g., coauthoring papers, participating in research projects, developing networking, career advice), perceived mentorship needs, and overall satisfaction with mentorship. The survey was pilot-tested in a small group of second-year hematology/oncology fellows. The final survey was sent electronically to second-year fellows in U.S. hematology/oncology fellowship programs (n = 735) in the spring of 2019 using Qualtrics. Descriptive analyses were performed using Stata 15. Results: Among 212 second-year fellows with complete responses (28.8% response rate), 5.2% declared a primary interest in benign hematology, 20.8% malignant hematology, 30.7% solid tumor oncology, and the remainder some combination of hematology and oncology. The vast majority of survey respondents (83.3%) intended to dual board in hematology and oncology. About one-third (31.9%) reported having a new or continuing mentor in benign hematology during their second year of fellowship, compared to 51.2% in malignant hematology and 60.8% in solid tumor oncology. Less than half of all fellows (45.4%) indicated that their training program had a formal mentorship program. When asked to indicate domains where they wanted more support from mentors, second-year fellows prioritized career development strategies (69.9%), job options (43.7%), optimizing fellowship experiences (41.3%), manuscript review prior to submission (19.4%), clinical trial design review (17.5%), and grant review prior to submission (17.5%). The vast majority of fellows expressed a definite (69.7%) or possible (8.7%) interest in interacting with a mentor virtually via Facebook, Skype, email, or other media if in-person mentorship meetings were not an option. Conclusions: Second-year hematology/oncology fellows in the U.S. reported a wide range of mentorship needs and interests. Most second-year fellows believe they could use more advice from mentors about career development strategies. Few fellows have a primary interest in benign hematology, and the percentage of fellows who report having mentors in benign hematology is lower than malignant hematology or solid tumor oncology. The vast majority of fellows are interested in virtual mentorship if local mentorship is not available. Further expansion of existing mentorship systems and the development of new mentorship models including virtual mentorship may improve the mentorship experience for fellows. Disclosures Connell: Michael H. Flanagan Foundation: Membership on an entity's Board of Directors or advisory committees.

Functions of peer mentoring, satisfaction and the “real” relationship in postgraduate psychology education

Purpose The purpose of this paper is to examine how a peer mentoring relationship may support provisional psychologists engaged in postgraduate education in Australia. The theoretical lens for this study draws from the real relationship framework and significant events literature. Design/methodology/approach Quantitative and qualitative data were obtained via a web survey from a sample of 23 mentors and 41 mentees. Participants had engaged in a one-year peer mentoring program on a volunteer basis. The survey contained measures of functions of mentoring, perceived genuineness and realism in the relationship, and overall satisfaction with peer mentoring. Participants also provided accounts of helpful events, hindering events and open feedback. Findings Perceived satisfaction was significantly correlated with greater genuineness and realism in the relationship. Satisfaction was associated with psychosocial and clinical functions of mentoring for both mentors and mentees, and career functions for mentees only. Qualitative findings indicated that the most helpful events included psychosocial support, mutual understanding and skill development. The most frequent hindering events were logistics/time, lack of structure and mentor technique/activity. Practical implications Peer mentors show great promise for supporting provisional psychologists. Recommendations for higher education providers include providing peer mentors with guidance regarding the importance of psychosocial support, clinical skill development and creating genuine and real relationships. Peer mentor training would also benefit from the inclusion of career development strategies and psychoeducation on transference. Originality/value This study is the first to apply the real relationship framework and significant events analysis to the psychology peer mentoring context.

“A woman CEO? You’d better think twice!”

PurposeThe purpose of this paper is to explore how multinational corporations’ (MNCs’) women leaders in South Korea (Korea) have overcome career challenges in the process of becoming CEOs. The two guiding questions for this study included: what career challenges have MNCs’ women leaders in Korea faced to become CEOs? How have they overcome their career challenges?Design/methodology/approachThe authors used a basic qualitative research design, the goal of which is to understand how people make sense of their lives and experiences. Qualitative data were collected by semi-structured interviews with 15 women CEOs at MNCs in Korea to capture their lived experiences (challenges and strategies) in their careers. The authors used NVivo 11, a qualitative data analysis software, to analyze the interview data.FindingsFrom data analysis, the authors identified five themes including: becoming a CEO, key success factors, MNC culture, career challenges and career development strategies. The authors found that in the process of becoming CEOs, 15 women leaders faced career challenges that are largely generated by traditional culture, work stress and work–life balance. The authors also found that the women leaders became CEOs through diverse on-the-job experiences (e.g. marketing and sales) and positions (e.g. managers, senior managers and regional directors) with organizational support (e.g. supervisor support).Research limitations/implicationsGiven research on organizational support for leadership, human resource practices and working conditions, this study’s findings have qualitatively confirmed the importance of organizational support for women CEOs’ career success. For theory building in women in leadership, the authors suggest that researchers investigate the complex process of becoming women CEOs, including their early experiences in their career in tandem with family background, organizational climate and national culture.Practical implicationsThe study findings on women CEOs’ career strategies can be used as a reference for women in the leadership pipeline who aspire to take leadership positions in organizations. A lack of role models or mentors for women leaders is one of the reasons why women give up on their career. Learning career strategies (e.g. global development programs, mentoring and networks) that women CEOs have employed to overcome their career challenges can help women in the leadership pipeline from their early career on.Originality/valueThe authors found that both internal and external factors combined were instrumental in the women CEOs’ career success. What stood out from this study was that the women’s desirable personality attributes might not have materialized without the MNC culture that has been supportive for these women. The women CEOs shared their company’s values and philosophy that is based on gender equality, received supervisor support that is crucial for their career success, experienced diverse jobs and positions along the way and were recognized for their work ethic. Given research on women leaders conducted largely in western contexts, this qualitative study on the lived experiences of women CEOs in MNCs contributes to emerging non-western research by capturing the importance of culture that is uniquely Korean.

Doctoral Trainee Preferences for Career Development Resources: The Influence of Peer and Other Supportive Social Capital

Doctoral Trainee Preferences for Career Development Resources: The Influence of Peer and Other Supportive Social Capital

What’s happening with women leaders in higher education: Understanding careers for women in the higher education sector of Pakistan

Despite funding opportunities to PhDs and Post-Docs, as well as various faculty recruitment programmes, there are still a number of issues facing academics in Pakistan, especially in building a successful and productive academic career. According to HEC Medium-Term Development Framework II, the HEC is still facing ‘low quality and lack of employability of college and private graduates; lack of appropriately qualified high quality research faculty for universities and lack of capacity for continuous faculty and staff development’. This study aims to provide evidence to support the development of informed strategies for career development for academics in Pakistani Higher Education Institutions, in collaboration with the Higher Education Commission (HEC). This paper delineates key findings and suggests strategies to promote academic careers and scholarship among faculty of HEIs with a specific focus on promoting women.
 
 Keywords: Academic careers, higher education, women leadership, mentoring, gender issues.

ARE FELLOWS PREPARED FOR THEIR FIRST JOB? LESSONS FROM THE AIPPD CAREER SYMPOSIUM

SESSION TITLE: Advances in Pulmonary and Critical Care Training SESSION TYPE: Original Investigations PRESENTED ON: 10/08/2018 01:30 pm - 02:30 pm PURPOSE: Interventional pulmonology (IP) is an increasingly popular field in the United States, requiring pulmonary and critical care specialists to complete one year of advanced fellowship for Board certification. IP fellows have to perform their first job search during a busy training schedule. It is not clear whether prior and ongoing training experiences adequately equip them with the requisite knowledge and insight for early career success. We conducted a mid-year career symposium to assess and improve the same. METHODS: We conducted an anonymous survey of mid-year IP fellows about their self-efficacy with important concepts and skills relevant to early career success. All respondents participated in a day-long career symposium. Participants re-took the survey immediately afterwards. Average pre- and and post-intervention scores on each question were compared using the t-test, keeping alpha at 0.05 (two-sided). RESULTS: All IP fellows across the United States were invited to the career mentoring symposium through email invitations sent to their program directors. All 25 participating fellows completed the pre-symposium survey (100% response rate) whereas 22 (88%) completed the post-symposium survey. Despite six years or more of postgraduate training including a half-year of advanced fellowship, these fellows reported low scores (below 3 on a 1-5 Likert scale) on all aspects relevant to securing and succeeding at their first job. Correspondingly, fellows highly rated the importance of learning early career development strategies during their ongoing IP fellowship (average score 4.3 on a 1-5 scale). After exposure to the day-long curriculum, self-efficacy scores on all questions increased significantly (all p-values <0.05). Fellows reported improved understanding of the IP hiring process, negotiating non-clinical time, and pathway to promotion for an interventional pulmonologist as well as improved knowledge of opportunities for early career funding. They also reported improved knowledge of the capital equipment purchase process and of how to formulate a business plan. Fellows reported a more developed strategy for securing and succeeding at their first job at the conclusion of the symposium (average score increased from 1.9 to 3.4, p-value < 0.001). CONCLUSIONS: Advanced IP fellows at the time of their job search are inadequately prepared for early career success in IP. Participation in a day-long career symposium can significantly improve these skills. CLINICAL IMPLICATIONS: A well-developed strategy for early career success would position future interventional pulmonologists for success in expanding the clinical and research horizon of this nascent field, ultimately benefiting patients from the myriad diseases that can benefit from diagnostic and therapeutic IP services. Such an intervention may help other pulmonary and/or critical care professionals too, particularly those with fewer years of training. DISCLOSURES: Consultant relationship with VERAN Medical Technology Please note: $20001 - $100000 Added 11/28/2017 by Jason Akulian, source=Web Response, value=Consulting fee Consultant relationship with Boston Scientific Please note: $1-$1000 Added 11/28/2017 by Jason Akulian, source=Web Response, value=Travel Consultant relationship with Medtronic Please note: $5001 - $20000 Added 11/28/2017 by Jason Akulian, source=Web Response, value=Consulting fee Advisory Committee Member relationship with Becton Dickinson Please note: $5001 - $20000 Added 11/28/2017 by Jason Akulian, source=Web Response, value=Honoraria Consultant relationship with Intuitive Surgical Please note: $1001 - $5000 Added 11/30/2017 by Jason Akulian, source=Web Response, value=Consulting fee No relevant relationships by Neeraj Desai, source=Web Response Consultant relationship with Veracyte Please note: $5001 - $20000 Added 03/09/2018 by Hans Lee, source=Web Response, value=Consulting fee Consultant relationship with Veran Medical Please note: $20001 - $100000 Added 03/09/2018 by Hans Lee, source=Web Response, value=Grant/Research Support No relevant relationships by Majid Shafiq, source=Web Response

Effective career development

A good career development strategy is crucial to retaining staff but can be challenging to get right, especially in a primary school. Maria Cunningham offers her best practice advice

Career development

What does a good career development strategy look like in a school? Maria Cunningham offers her best practice advice

Motivation Strategy and Employee Turnover: An Analysis of Career Development Strategy by Commercial Banks in Naivasha

Motivation Strategy and Employee Turnover: An Analysis of Career Development Strategy by Commercial Banks in Naivasha

Сучасний стан і проблеми професійної орієнтації молоді в Україні та Канаді

The article highlights the relevance of carrying out work on career guidance among the population and the importance of creating an effective system of vocational guidance. The brief history of the background of the birth and formation of vocational guidance in Ukraine and career development in Canada as well as the construction of a state system of professional orientation in these countries at the present stage are presented in this thesis. The concept of professional orientation as a system of interrelated economic, social, medical, psychological and pedagogical measures directed on activation of the process of professional self-determination of the person is presented. The views of modern scholars on the problems of professional orientation in Ukraine are analyzed. The activity of the government and public organizations in the field of career guidance of the population is explored. It is concluded that in Ukraine today there is no general vision of the development of professional orientation and clear quality criteria and a system of measurement of the effectiveness of providing vocational guidance services, and state bodies provide unsystematic services for professional orientation to different segments of the population. The essence of the concept of Career Development is the lifelong process of managing learning, work, leisure, and transitions in order to move towards a personally determined and evolving preferred future. It has been found that in Canada one notices a convergence of four sectors of society: government, education, organized labor and the non-profit-making sector. It has been established that a number of state, non-governmental and international organizations and projects have been created and effectively functioning in Canada’s Career Development, and their effective interaction has allowed to strengthen and develop a career development and career guidance. The role of career tutors using the latest career development strategies adapted to the diverse population of Canada is highlighted. A number of differences in the vocational guidance of Ukraine and Canada are revealed, which is connected with different historical, social and economic development of the countries.

EXPLORING THE FACTORS INFLUENCING THE EMPLOYEE CAREER PLANNING AND DEVELOPMENT IN STAR-RATED HOTELS IN MALAYSIA

The study reports an exploratory qualitative study on career planning and development in hotels rated three to five stars in Malaysia. It explores what influences employee career planning and development in the hotel industry from the operation staff and supervisor perspectives. Specifically, it describes the factors that shape their personal career planning and development in the hotel industry. Data collection was carried out with selected hotel employees from the various departments in the three to five star-rated hotels in Malaysia from July 2015 to February 2016. A total of 151 employees were involved in data collection. Interviews and an open-ended profile accumulative technique survey were conducted with respondents as a data collection method at the respective hotels. Finding shows that majority of employee perceives positively in term of job and career opportunities and considers it quite promising due to the rapid growth of hotels. A majority of employees felt that there is a lack of proper career planning and career development provided by the hotel employers except few international chain hotels and five star rated hotels. Key factors emerged from the responses that shape and employee’s career planning and development can be divided into seven themes: 1) nature of the job – interesting and fun but also challenging ; 2) job and career opportunities available in the hotel industry; 3) work environment and flexible work hours; 4) management practices; 5) opportunities for personal development and training programs to enhance their skill, knowledge and languages; 6) Individual attitude ; 7) hotel brand names and image. These findings benefit human resource practices to develop and strengthen employee’s career planning and development. Having proper career planning and development in place may attract the right employees to remain in the hotel employment; and subsequently to reduce the staff turnover rate. It strongly suggests that human resource department should seriously look into employee’s career path and development. It also suggest that in order to attract and retain competent staffs, a paradigm shift in human resource management and practices by giving more attention to formulate relevant career paths and development strategies is required.

Career Development Strategies for College English Teachers from the Perspective of ESP

The guide to college English Teaching (Draft) (2015, hereafter called the guide) makes clear that ESP is one of the main contents of College English teaching. At the same time, the guide also pointed out that the quality, level and ability of teachers are the key factors that affect the quality of teaching. College English teachers must be continuous learning and active participation in teaching research and teaching reform as the main way of self-development and the realization of personal self-worth. In the current local universities to the application of the transformation of the background, a part of EGP teachers to ESP teachers transformation has become the inevitable times. This paper aims to combine the current situation of local universities and the problems reflected in the survey, and explore the independent development model of EGP teachers' ESP transformation in local universities and the strategies for English teachers' professional development. This paper will make a deep study of EGP teacher's ESP transformation from the perspectives of ESP teacher's role orientation, knowledge structure and professional knowledge.

Career Development of Women in IT Industry

In the modern era of globalization, women have become career conscious. They want to enter into the professions which were hitherto the forte of men only. Work participation rate of women in India has already increased. The presence of women in the Information Technology Industry is remarkable. This study tries to examine the issues of entry, career growth and barriers for the women working in Information Technology Industry. An attempt has been made to in this study to explore the various aspects like choice of career, job designation, promotions, career development strategy, appraisal, attrition, initiative to attract women. The study discovers that women have great interest in career in information technology and career ambitious women have preferred choice of Information Technology. Once a woman enters into a profession/job, she has opportunity to perform and prove her worth. There is a pressure on the employees to perform to scale the higher ladders of growth in quick succession.

Support is needed to leave the lab

Workforce As doctoral recipients in STEM (science, technology, engineering, and mathematics) fields increasingly move to nonacademic positions, graduate training programs struggle to design strategies and resources that prepare graduates for a broad job market. St. Clair et al. investigated factors that affect the career search confidence and job search strategies of doctoral trainees. Using data from an NIH-funded survey of biomedical doctoral students and postdoctoral fellows, the team found that trainee perceptions of institutional support show that how trainees perceive their support systems (or lack thereof) has a strong direct effect on their career search efficacy, as well as the types of career development strategies that they adopt. Although this research shows the importance of programmatic support, what constitutes such a positive culture remains unknown. PLOS ONE 10.1371/journal.pone.0177035 (2017).

Boundaryless careers through the eyes of employees: The broken promise of a rapid salary growth

Boundaryless (interorganizational) careers were introduced as the career development strategy for employees to help them cope with the decreasing job security. In addition, both research and practice advocate the higher benefits of boundaryless careers for employees, such as higher salary growth and high job satisfaction. This study finds this to be only partially true. Using the multivariate piecewise latent growth curve modelling, we analyze career paths of 8,027 respondents (1,818 in boundaryless careers) and simultaneously observe their objective (salary growth) and subjective (job satisfaction) career outcomes. We find that boundaryless careers increase salary growth, however only temporarily. Unexpectedly, subsequent employer changes do not result in higher salary growth. Furthermore, besides finding support for the honeymoon-hangover effect with respect to people’s job satisfaction in both boundaryless and traditional careers, boundaryless careers only marginally help maintain high levels of job satisfaction over time. Consequently, as job satisfaction of all employees decreased over time and that of respondents in boundaryless careers even faster, only high rate of interorganizational mobility (five in seven years) might maintain job satisfaction on high levels.

How do South Korean female executives’ definitions of career success differ from those of male executives?

PurposeThe purpose of this study was to compare South Korean female executives’ definitions of career success with those of male executives, identify their career development strategies for success and provide implications for research and practice. Two research questions guiding our inquiry included: How do female executives’ definitions of career success differ from those of male executives? What career development strategies do male and female executives use for career success?Design/methodology/approachA basic qualitative research design was used and semi-structured interviews were conducted with 15 male executives and 15 female executives in diverse corporations by using an interview protocol of 13 questions regarding participants’ background, definitions of career success and final thoughts. To analyze the interview data, we used both NVivo 11 and a manual coding method.FindingsGender differences were detected in the participants’ definitions of career success and success factors. As previous studies indicated, male and female executives had different perspectives on career success: men tended to define career success more objectively than women. Many male executives, through experiencing transforming changes in their careers, began to appreciate work–life balance and personal happiness from success. Gender differences were also detected in their career development challenges, meanings of mentors and networking activities. While work stress surfaced as a challenge that men faced, experiencing the token status in the gendered workplace was a major challenge for female participants.Research limitations/implicationsIn this study, three research agendas are presented, needing further investigation on career success, women’s token status and comparative analyses.Practical implicationsThree implications for practice have been provided, including organizational support, government’s role and HRD’s role.Originality/valueGender differences in this study were not as distinctive as previous literature has indicated. Some male executives valued more subjective career success than others, while a few female executives spoke of more objective definitions than others. These subtle differences could be captured through in-depth interviews. By hearing the participants’ stories, both objective and subjective definitions of success, for both genders, could be observed, which might not have been possible in quantitative research. In addition, the study findings reflect the nature of a uniquely Korean context. The participants worked in a Confucian and military culture, which operates in hierarchical structures and the command and control system, coupled with a heightened camaraderie spirit in the workplace.

Advancing Careers in Geoscience and Remote Sensing: Mentors, Advocates, Sponsors... Good, Better, Best [Women in GRS

Discusses career development strategies for those interested in the geoscience and remote sensing industry.

Career Path Development and its Impact on Organizational Citizenship Behavior in Greater Amman Municipality

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&lt;= 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.