This study aims to examine the mediating effect of career path and job satisfaction in the relationship between job autonomy and career commitment. Moreover, it also determines the moderating effect of supportive climate on the relationship between job autonomy and career commitment.
The data for this study was collected from 440 software engineers from 28 software houses of Faisalabad City, Punjab province of Pakistan and AMOS 24 was used to test proposed hypotheses.
Career Commitment is quite important for the employees as well as organizations. To enhance this commitment, career development, job satisfaction and supportive climate can play vital role in employee’s career commitment.
Table of Contents
1. INTRODUCTION
1.1 Background of the Study
1.2 Problem Statement
1.3 Research Gap
1.4 Research Question
1.5 Research Objective
1.6 Significance of the Study
1.7 Contribution of the Study
1.8 Definitions of Variables
1.8.1 Job Autonomy
1.8.2 Career Commitment
1.8.3 Career Path
1.8.4 Job Satisfaction
1.8.5 Supportive Climate
1.9 Thesis Management and Structure
2. LITERATURE REVIEW
2.1 Literature Analysis and Hypotheses Construction
2.1.1 Career Commitment
2.1.2 Job Autonomy
2.1.3 Job autonomy and Career Commitment
2.1.4 Career Path
2.1.5 Job Autonomy and Career Path
2.1.6 Career Path and Career Commitment
2.1.7 Job Satisfaction
2.1.8 Job Autonomy and Job Satisfaction
2.1.9 Job Satisfaction and Career Commitment
2.1.10 Career Path and Job Satisfaction
2.1.11 Mediating role of Career Path
2.1.12 Mediating role of Job Satisfaction
2.1.13 Mediating role of Career Path and Job Satisfaction
2.1.14 Supportive Climate
2.1.15 Moderating role of Supportive Climate
2.2 Conceptual Framework
3. METHODOLOGY
3.1 Research Design
3.2 Population of Study
3.3 Sample
3.4 Measurement of Scale
3.4.1 Job Autonomy
3.4.2 Career Commitment
3.4.3 Career Path
3.4.4 Job Satisfaction
3.4.5 Supportive Climate
3.5 Date Collection Method
3.6 Data Preparation Method
3.7 Data Analysis Technique
3.7.1 Step 1: Measurement Model
3.7.1.1 Confirmatory Factor Analysis
3.7.1.2 Examination of Measurement Model
3.7.2 Step 2: Structure Model
3.7.2.1 Assessment of Structure Model
3.8 Hypotheses Testing
4. DATA ANALYSIS, RESULTS & DISCUSSION
4.1 Introduction
4.2 The Questionnaire
4.3 Testing the Multivariate Testing Assumption
4.4 Validity Analysis
4.4.1 Confirmatory Factor Analysis
4.4.2 Assessment of initial Measurement model
4.5 Assessment of final Measurement Model
4.6 Construct Validity
4.6.1 Convergent Validity
4.6.2 Discriminant Validity
4.7 Structural Model
4.8 Hypotheses Testing
4.8.1 Direct Effect
4.8.2 Mediation Analysis
4.8.3 Moderation Analysis
5. DISCUSSION AND INTERPRETATION
5.1 Overview of the Study
5.2 Discussion on Study Findings
5.3 Limitations of the Study
5.4 Implications of the Study
5.4.1 Theoretical Implication
5.4.2 Managerial Implication
5.5 Future Research Directions/Recommendations
5.6 Conclusion of the Study
Research Objectives and Key Topics
This study aims to empirically examine the influence of job autonomy on career commitment among software engineers in Pakistan, specifically investigating the serial mediating roles of career path and job satisfaction and the moderating role of a supportive organizational climate.
- The impact of job autonomy on career commitment.
- The mediating effects of career path and job satisfaction in the relationship between job autonomy and career commitment.
- The moderating role of a supportive climate in these professional dynamics.
- Theoretical and managerial implications for the IT sector to enhance employee retention and performance.
Excerpts from the Book
1.1 Study Background
In the recent competitive era, the workplace scenario is quite advanced, having dynamic ways for workers to sow and reap. Employees can perform excitedly as well as with deep engagement to their jobs to enhance their careers commitment (Chang, Rui & Wu, 2021). According to Hall (1971) “the intensity of one's desire to work in a specific career role" refers to an employee's career commitment. Organizations focus on talented and committed employees to perform their tasks and job activities (Aguiar-Quintana, Araujo-Cabrera & Park, 2020; Anggreyani & Satrya, 2020; Ibrahim, 2020) because committed employees are a vital asset for them (Al-Kahtani et al., 2021). It is essential to build a favorable intervention between the organization and employees for a long-term and committed relationship (Chang et al., 2021).
The committed employees may perform efficiently and with hard work to meet their goals. Employees' commitment to their career can bring out positive and fruitful outcomes for the organization, and that is why the career commitment is quite focused at the workplace by viewing employee's attachment or engagement behavior with their job (Chang et al., 2021). This commitment of employees can be enhanced with so many factors such as job autonomy. In this competitive environment of workplace job autonomy is a factor which can make employees more committed with their career because high job autonomy strengthens employee's feelings of empowerment and increase their commitment to their job (Hackman & Oldham, 1976; Yagil & Oren, 2021) while low work control can reduce this approach toward job (Frese, 1989; Yagil & Oren, 2021).
Summary of Chapters
1. INTRODUCTION: This chapter introduces the research focus on career commitment and the variables influencing it, establishing the problem statement, objectives, and research questions.
2. LITERATURE REVIEW: This section provides a theoretical foundation by reviewing existing literature on autonomy, career paths, job satisfaction, and supportive climate, leading to the construction of study hypotheses.
3. METHODOLOGY: The methodology chapter outlines the research design, detailing the quantitative approach, sampling of 440 software engineers, and the use of SEM with AMOS 24 for analysis.
4. DATA ANALYSIS, RESULTS & DISCUSSION: This chapter reports the statistical findings of the survey, validating the proposed theoretical model and examining the direct, mediating, and moderating hypotheses.
5. DISCUSSION AND INTERPRETATION: The final chapter interprets the results in relation to prior studies, discusses practical implications for IT organizations, notes limitations, and provides recommendations for future research.
Keywords
Job autonomy, career commitment, career path, job satisfaction, supportive climate, structural equation modeling, software engineers, organizational behavior, self-determination theory, social exchange theory, work performance, human resource management, mediation, moderation, professional development.
Frequently Asked Questions
What is the core focus of this research?
The study investigates the relationship between job autonomy and career commitment and how this link is mediated by career paths and job satisfaction, and how it is influenced by a supportive organizational climate.
What are the central thematic fields?
The core themes include occupational psychology, human resource management in the IT sector, employee commitment, and job motivation dynamics.
What is the primary objective of this work?
The main objective is to identify key factors that enhance the career commitment of IT professionals, filling the research gap regarding the intersectional influence of job autonomy, career paths, and the social environment.
Which scientific methods were applied?
The research employed a quantitative methodology, utilizing Structural Equation Modeling (SEM) conducted via AMOS 24 software to analyze survey data collected from 440 software engineers.
What does the main body of the work cover?
The main body covers the conceptual framework construction, detailed review of existing theories (e.g., Self-Determination Theory), research methodology, comprehensive empirical data analysis, and an interpretation of the findings.
Which keywords classify this work best?
Key descriptors include Job Autonomy, Career Commitment, Career Path, Job Satisfaction, Supportive Climate, and Self-Determination Theory.
How does a "supportive climate" specifically affect the observed results?
The findings indicate that a supportive climate acts as a moderator, strengthening the positive relationship between job autonomy and employee career commitment.
What is the professional relevance for IT managers?
The results help managers understand that providing autonomy, clear career paths, and a positive workspace are strategic levers to increase the commitment and innovative output of software engineering teams.
- Citar trabajo
- Hassan Ahmad (Autor), 2022, Effect of Job Autonomy on Career Commitment through Career Path and Job Satisfaction. Moderating Role of Supportive Climate, Múnich, GRIN Verlag, https://www.grin.com/document/1315913
