Antecedents and outcomes of career development in Jordanian public sector

Abstract

Defining and maintaining a sustainable career development process call for theorizing and testing the antecedents and outcomes of career development practices across different contexts. Nowadays, human resources managers are highly in need of information to design more effective programs and policies to retain valuable employees by providing career activities that make them feel secure and valuable which in turn reduce their intention to leave and improve performance. Accordingly, this study aims to examine empirically the antecedents (career planning and career management) and outcomes (organizational commitment, job creativity, and job turnover) of career development in the Jordanian public sector. A self-administered survey involving 531 Jordanian employees in public sector organizations was used for the investigation. Results supported the research model. The analysis showed that both antecedent variables, career planning and career management, have a positive significant influence on career development with approximate explanation values of variance 20 percent and 23 percent respectively. The findings also revealed significant positive influence of career development on organizational commitment and job creativity but a negative influence on job turnover. The findings also showed that about 40% of the sample did not participate in any career training program. These findings would be useful to human resources managers during the selection and promotion processes of employees, as well as supervisors to manage the effect of work related outcomes, mainly commitment and creativity, to reduce turnover rates and lengthen the career path of employees.

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