6th Student Research Symposium - 2019

Permanent URI for this collectionhttp://repository.kln.ac.lk/handle/123456789/21969

Browse

Now showing 1 - 20 of 80

Affective Commitment: The Role of Work Life Balance and Organizational Pride (With Special Reference to XYZ Glove Manufacturing Company in Sri Lanka)
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, 2019) Nadeeshani, M.H.C.S.,; Nishanthi, H.M.
The current study tested the impact of work life balance (WLB) and organizational pride on affective commitment. Even though many determinants of affective commitment and WLB have been extendedly researched, the impact of organizational pride on these main variables were not greatly visible especially in terms of Sri Lankan context. Hence the main purpose of this research was to identify the impact of WLB on affective commitment by exploring the mediating mechanism of organizational pride. The current study is a cross sectional study comprising a sample of 134 junior executive and above level employees. The data were gathered using simple random sampling technique in XYZ Company. Primary data collected through a standard questionnaire distributed via google doc. and paper and pencil surveys. SPSS version 23 was incorporated for data analysis. The hypotheses were analyzed using the Pearson correlation coefficient, linear regression analysis. Findings revealed that WLB has a significant positive impact on affective commitment as well as organizational pride. Further, it was revealed that organizational pride has a significant impact on affective commitment of junior executive and above level employees in XYZ Company. Apart from that, organizational pride partially mediated the relationship between WLB and affective commitment. Thus all hypotheses were accepted. Organizational pride not previously research in collaboration with other variables. Hence, researchers recommended that to uplift the organizational pride would have a greater impact on creating the relationship between WLB and affective commitment.
Auditor-Client Relationship as a Source of Value Addition for Audit Firm: A Descriptive Study of Audit Firm in Sri Lanka
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, 2019) Gayani, K.A.U.,; Peiris, M.D.P.; Darshani, R.K.N.D.
Today value-adding activities are more critical than profit-maximizing in an organization, businesses are concern about the value addition to the organization in deep manner. Relationship building with the client chain can be defined as a major source that adds value to the organization. Even though the previous scholars have identified the necessity of value-adding activities in the service sector their focus towards the auditing sector in Sri Lankan context is low. This is a qualitative deductive study sample was selected in purposive sampling among the population of ManagersAssurance, Senior Audit Associates and Audit Associates grade 1 & 2 from Kreston Sri Lanka. Individual interviews, focused group interview and observations were conducted to gather data. Thematic analysis was used to analyze data. Results of the study identified as there is a direct impact between auditor’s commitment, communication effectiveness and audit tenure in order to add value to the audit firm. Further, it recognized that there is a moderate impact between auditor’s perceptions towards the client and value addition. Human beings can follow the above results while interacting with others in their routine. This research limited only to the Sri Lankan context one audit firm other audit firms can implement to their context also.
Determinants of Female Graduate Labour Force Participation: A Study with Special Reference to Management Female Graduates in University of Kelaniya, Sri Lanka
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, 2019) Rasanjalee, M.R.S.N.,; Silva, H.M.S.V.
Educated unemployment is a major problem for most of the developing countries like Sri Lanka, since it is negatively affected to the economic growth of the country. Thus, it is a critical issue in Sri Lanka which should be examined and solved. Because employability of the educated population in a country is a liability to the economy and not become an asset itself. The objective of this study was to identify the determinants of female graduate labour force participation in Sri Lanka. The study was quantitative and followed a deductive approach and time horizon was cross-sectional. The sample was 170 third year and final year female students in management faculty at University of Kelaniya. The findings revealed that university should give more opportunities to get more practical experience, achieve professional qualifications and create the environment to enhance skills of undergraduates, including extra-curricular activities, English Language skills and teamwork which are necessary for increasing the female graduate labour force participation.
Determinants of Work Alienation among Knowledge Workers in IT Firms
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, 2019) Karunarathna, D.I.M.,; Devadas, U.M.
There is a limited number of attempts, found about the alienation of knowledge workers’ in the Sri Lankan context. Thus, the primary purpose of the current study was to identify the determinants of work alienation to fill the gap. Drawing from on the extant literature, the researcher identified the main four determinants of work alienation; task factors, social support at work, organizational justice factors and organizational structural factors. This study was conducted as a cross-sectional, quantitative field study among a sample of 134 knowledge workers selected from three (03) main IT firms in Sri Lanka. Primary data were collected via a standard questionnaire that met the acceptable level of validity and reliability. The collected data were analyzed using SPSS (Version 26). Descriptive statistics, Pearson correlation coefficient, and simple regression were used for data analysis. Findings of the current study empirically provided answers for the research questions that structural factors, social support at work, and task factors are to be the strongest predictors of work alienation among knowledge workers. Further, it revealed that there is no impact of organizational justice on work alienation in knowledge workers in selected IT firms. Hence, it is recommended for practicing managers in IT industry to pay much attention to the job designing, team working, and have a long-term orientation aimed at fostering organizational commitment in order to reduce work alienation.
Does Work Stress of Dual Career Couples in the Public Banking Sector Create Work-Family Conflicts?
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, 2019) Perera, B.P.P.,; De Silva, G.H.B.A.
During the past several years, there has been an increase in the number of studies that have examined the impact of the work stress on work-family conflicts of employees. Work-family conflicts, dual-career couples related matters, and public sector HR related problems have been frequently researched individually and the purpose of this study is to bring the separate contexts together and understand what factors matter happening work-family conflicts related to the identified constructs and contexts. Therefore, the current study assesses the impact of work stress on work-family conflicts among dual-career couple bankers who are working for the public sector. The current study was conducted as a cross-sectional study among the sample (n=112) bankers randomly selected from the population (N=1000), the population of the study is public sector bankers who are married and dual-career couples. Primary data were collected through a standard questionnaire distributed via printed papers as a questionnaire survey. The data analysis of the study was done using SPSS 23 version. The tests of regression and correlation have used in order to test the relationship and the impact of the two variables. Based on the results from Pearson correlation analysis, it showed that there is a positive relationship between work stress and work-family conflicts and based on the regression analysis, it showed that work stress has a positive impact on work-family conflicts. Further, the researcher used the chi-square analysis technique to validate the relationship between socio-demographic variables and the work-family conflicts. In conclusion, work stress is one of the critical factors to create work-family conflicts of public sector dual-career banking couples.
The Effect of Emotional Intelligence on the Effectiveness of Transformational Leadership
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, 2019) Hettisingha, H.M.C.W.,; Janadari, M.P.N.
Nowadays organizations have realized that technical skills and intelligence quotient alone cannot predict an individual's performance or success. The literature suggested that emotional intelligence plays a vital role in the success of the leadership effectiveness of managers in the workplace. Hence, the purpose of this study was to investigate the effect of emotional intelligence on transformational leadership effectiveness of line supervisors in the apparel sector organization in Sri Lanka. Based on the literature a conceptual model was developed. The study adopted already validated research instruments. The model was empirically tested by collecting data from the line supervisors in ABC Company. A total of 80 line supervisors were selected for the study using the random sampling technique. Regression and correlation analysis was performed using SPSS version 23.0 to test the research hypothesis of this study. This investigation explored the relationship between emotional intelligence and leadership practices. This study supports the position that emotional stability and emotional intelligence are important factors for organizational transformational leadership. According to the findings of the study, there was a significant relationship between emotional intelligence and transformational leadership effectiveness and emotional intelligence had a strong positive impact on transformational leadership effectiveness.
The Effect of Full Time Employment of Undergraduates on their Academic Performance
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, 2019) Umayanga, W.A.U.I.,; Weerasinghe, T.D.
Full time employment of a full time undergraduate is predicted to be the most challenging phenomenon in next two decades in higher education. Even though this context in higher education has been researched and reported in the extant literature, conclusions derived are vague across various higher education disciplines. Thus, in Sri Lankan university culture not adopted and accepted those various higher education disciplines yet. So, this study attempts to touch and investigate this in Sri Lankan context. The objective of this study was to assess the effect of full time employment of a full time undergraduate on academic performance in public universities. To analyze these two hypotheses were formulated using deductive approach. The methodology adapted for this involves, reviewing existing literature related to the research theme and primary data. Primary data have been collected through selfdeveloped questionnaire. The study was conducted by using a convenience sampling technique. Type of investigation was correlation and it was cross-sectional on time horizon. The unit of analysis was individual level. Undergraduates who are employing in full time while reading degree in public universities were taken as respondents in this study. Data were collected from 50 respondents who are reading degree in public universities. In order to test the hypothesis that was concerned with the relationship between full time employment of a full time undergraduate and academic performance the Pearson Correlation technique was applied. It is found that there is no significant impact of employment of an undergraduate on academic performance. Further, study hours do not moderate the above mentioned relationship significantly. Hence, it is recommended to modify the curricular, time table and their curriculum teaching procedures, assessments, exams to release undergraduates to get the experience of employment accordingly.
The Effect of Supervisor’s Participative Leadership Style on Employees Job Satisfaction: A Case of Brandix Apparel Solutions
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, 2019) De Silva, K.D.U.J; Gamage, P.N.
The study aims to examine the effect of the supervisor’s participative leadership style on employee job satisfaction of one of the leading apparel companies in Sri Lanka. In order to carry out the study, 102 operational level employees were selected from Brandix Apparel Solutions for the statistical analysis of this research. A standard questionnaire was distributed in order to gather data from the operational level employees. Correlation and regression analysis were used to test hypotheses. The statistical results of this study show that there is a positive significant relationship between supervisor participative leadership style and employee’s job satisfaction.
The Effect of the Level of Adoption of HRIS on Employee Engagement (A Study Based on HR Employees in Camso Loadstar (Pvt) Ltd)
(Department of Human Resource Management, 2019) Bandara, J.H.M.A.P.,; De Alwis, A.C.
The usage of Human Resource Information Systems (HRIS) has been expanding at a considerable rate over the last few decades, emphasizing the importance of adaptation of it for the betterment of the organization. The current study involves testing the relationship between the level of adoption of HRIS and job engagement of Human Resource (HR) employees currently employed at Camso Loadstar (Pvt) Ltd. The literature in current academia well supported to build up a standardized questionnaire by merging two distinct standardized questionnaires found for both variables and data was collected quantitatively. The size of the population is 104 and data were collected from 85 respondents. The researcher chose a simple random sampling technique for data collection. The current study is cross-sectional as the time-horizon, and the unit of analysis of the study is individual HR employee who is at work in the selected company. Data were subjected to statistical analysis and based on the findings the hypothesis was accepted assuring the positive relationship between the level of adoption of HRIS and employee engagement in the particular organization. The controlling variable, which is the job level, was rejected from the test. In conclusion, it was statistically proved that based there is a strong positive relationship exists between the two variables. Providing a certain qualification driven training on HRIS and emphasizing on ICT education in tertiary education system can be recommended.
The Effect of Work-Life Balance on Job Satisfaction: A Study of Operational Level Employees in Brandix Apparel Solutions
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, 2019) Madushika, L.M.,; Sangarandeniya, Y.M.S.W.V.
Socioeconomic change, intense global competitiveness, and work culture make it difficult for employees to balance the two most important aspects of their lives; Work and family life is constantly under stress, leading to many negative consequences for individual employees as well as organization. Work-life balance is about people having some control over when, where and how they work. The present study aims to examine the effect of work-life balance on job satisfaction. The research in hand presents a concise summary of the literature on the value of work - life balance and job satisfaction. The work interference with personal life, personal life interference with work, work personal life enhancement serves as dimensions of the independent variable: work-life balance while nature of the work, compensation, working conditions, co-workers & supervisors, balance between work and life serves as the dimensions of dependent variable: job satisfaction. A conceptual framework was formulated by using the independent variables and the dependent variable and hypotheses were formulated in order to find whether the independent variables have an impact with the dependent variable or not. In order to carry out the study, 102 machine operators from Brandix Apparel Solutions were selected for the sample using simple random sampling method. Standard Questionnaires were used to gather data from the sample and secondary data sources were used to collect additional information regarding the company. According to the results of the correlation analysis, it was found that there is a significant high positive relationship between Work-Life Balance and Job Satisfaction. Further, the results reviewed that there is a significant positive impact of Work-Life Balance on Job Satisfaction.
Entrepreneurial Intention of the Undergraduates of State Universities in Sri Lanka: A Study with Special Reference to Faculty of Commerce and Management Studies, University of Kelaniya
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, 2019) Dilrukshi, D.W.L.,; Welmilla, I.
Entrepreneurship is seen as wealth creation activity among economies in many countries. Currently all fifteen universities in Sri Lanka offer entrepreneurial education for the undergraduates, especially for the Commerce and Management undergraduates. But many researchers found that the entrepreneurial intention of the undergraduates was at the weakest level. Hence, the main objective of this study was to identify the factors affecting the entrepreneurial intention of the undergraduates. Accordingly, the impact of fear of failure, network availability, entrepreneurial experience and family support on entrepreneurial intention was tested. The study was quantitative and cross-sectional survey design was followed. Data were collected through a structured questionnaire. Stratified random sampling technique was applied to select the sample, and the final sample consisted of 151 undergraduates from the Faculty of Commerce and Management studies in University of Kelaniya. Findings of the correlation revealed that all four factors have a statistically significant association with entrepreneurial intention. However, the fear of failure has a negative relationship with the Entrepreneurial intention of undergraduates. The regression analysis results indicate that there is a statistically significant impact of four variables on the entrepreneurial intention of undergraduates. However, the fear of failure has a negative impact on entrepreneurial intention. The study results will be useful for numerous parties.
Executive-level Employees’ Perception of the Impact of Participatory Management on Employees’ Trust in ABC Company
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, 2019) Jayasuriya, M.M.,; Devadas, U.M.
In earlier days, money was the primary reason to motivate an employee, but beyond a certain limit, it fails. Hence organizations have been trying out different methods to increase the level of motivation of its employees. Participatory management is such a new mechanism that companies use in the modern world as a solution to the above. Although the impact of participatory management on trust is well-established in western literature, very few studies have examined in the Sri Lankan setting. Accordingly, the purpose of this quantitative and cross-sectional research study was to examine the executive-level employees’ perception of the impact of participatory management on employees’ trust in ABC Company. This study explained the level of perception of executive-level employees about the participatory management, level of perception of executive-level employees about employees’ trust, and executive-level employees’ perception of the impact of participatory management on employees’ trust in ABC Company. The regressions test and Pearson correlation test used to analyze the data, while simple random sampling used as the sampling method. The study results indicated that the executives of ABC Company have a positive perception on participatory management and employees’ trust. Also, this study showed that the executive-level employees’ perception of the impact of participatory management on employees’ trust in ABC Company is positive. So it is recommended to use participatory management as a tool to enhance the employees’ trust, and organizations should introduce more practices to gain employees’ contribution to the decision making process as well.
Factors Affecting Employee Turnover Intention of Operational Level Employees in ABC Apparel (Pvt) Limited
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, 2019) Kaushalya, N.M.A.V.,; Devadas, U.M.
The export of textile and apparel products is one of the biggest industries in Sri Lanka, which plays a leading role in advancing the country’s economy. In the current situation of the world, employee turnover is one of the significant burning issues faced by the apparel industry. Many factors affect employee turnover intention and this study aimed at finding out whether job satisfaction (JS), organizational commitment (OC), and leader-member exchange (LMX) have an impact on Employee Turnover Intention (ETI) of operational level employees in ABC Apparel (Pvt) Ltd. The study used the survey method and data collected through a structured questionnaire from a sample of 112 operation level employees of ABC Apparel (Pvt) Ltd. This study used the multiple regression analysis to show the impact of independent variables (JS, OC and LMX) on the dependent variable (ETI). For the statistical analysis of the respondent’s data, the researcher used the Statistical Package for Social Sciences (SPSS) software. The findings indicated that leader-member exchange significantly and negatively impacts on turnover intention of operation level employees in ABC Apparel (Pvt) Ltd. while job satisfaction and organizational commitment had no significant negative impacts on turnover intention of operation level employees in ABC Apparel (Pvt) Ltd. However, the outcome of this study confirmed that leader member exchange could affect employee turnover intention in ABC Apparel (Pvt) Ltd as well. Accordingly, the organizations should work to increase the relationship between the leader and members so that they may understand each other and quit their turnover intentions. If the relationship between leader and members is weak, the employee’s turnover intention will be motivated. Therefore, it is recommended to pay more attention to leader-member exchange and reduce employee turnover intention.
The Factors Affecting Entrepreneurial Intention of Management Undergraduates of University of Kelaniya, Sri Lanka
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, 2019) Gunathilaka, H.M.J.,; Pieris, M.D.P.
The main objective of this study is to understand how personal attitude, perceived behavioral control, subjective norm and entrepreneurship education tend to affect the entrepreneurial intention of management undergraduates. The primary data were gathered using a questionnaire that is distributed among 154 final year management undergraduates of University of Kelaniya, Sri Lanka. Pearson Correlation Coefficient, Simple and Multiple Linear Regression Analysis were conducted to use to test hypotheses. The study revealed that personal attitude, perceived behavioral control, subjective norm and entrepreneurship education have a significant impact on entrepreneurial intention. The discussion of the findings, implications of the study, limitations, and recommendations for future research are also discussed.
Factors Affecting Generation ‘Y’ Employees’ Retention among Front Line Employee Category in the ABC Healthcare Company
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, 2019) Karunanayaka, H.R.,; Devadas, U.M.
Retaining the key talent pool of employees is a vital aspect for every organization to maintain sustainability in the business world. Most of the researchers evidenced that the generation Y category employees have a quick intention to leave rather than the previous generations. Hence, the purpose of this study was to assess the impact of significant factors which affect the generation ‘Y’ front line category employees’ retention in the healthcare industry. In reaching this, initially, the factors that are leading to generation Y employees’ retention were identified from the literature. The selected sample of this study consisted of 120 generation Y category front line employees in ABC healthcare company, and the data were collected through the prevalidated standard questionnaire. The collected data were analyzed using descriptive statistics, correlation, and regression analysis by using the Statistical Package for Social Science (SPSS) software. The findings of the study showed that all three factors of Compensation, Working Environment, and Career Development in the study have a significant positive impact on generation ‘Y’ employee retention in the healthcare industry. Accordingly, the researcher recommended a well-designed working environment, equitable compensation package and effective career development practices to be implemented within organizations to maintain generation ‘Y’ employee retention in the healthcare industry.
Factors Influencing on Job Performance of Executive Level Employees’ in XYZ Glove Manufacturing Company
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, 2019) Kalhari, K.H.I.,; Devadas, U.M.
The main objectives of this research were to assess the factors that are influencing job performance and investigate the impact and relationship between determinant factors affecting executive-level employees’ job performance in XYZ Company. Accordingly, the training, motivation, leadership, organizational culture and working environment were the independent variables of this study, while the dependent variable was the job performance of executive-level employees. This study is a quantitative research work, and a questionnaire was used as a tool to collect data from the sample. To conduct this research, the researcher used the stratified random sampling technique, and a sample of 132 executives was selected from the target population of 175 executives based on the Mogan Table. In this study, SPSS (Statistical Package for Social Science) was used to analyze the data, and the results indicated that there are a positive impact and the relationship between training and job performance, motivation and job performance, leadership and job performance, organizational culture and job performance and working environment and job performance. However, the level of each factor and job performance showed a neutral level. Based on the findings of this study, it is recommended to the management to take necessary actions to improve such practices and increase the level of job performance while maintaining the current level of performance without letting it decrease.
The Impact of Big Five Personality Factors on Employee’s Career Success: Evidence from A Leading Apparel Firm in Sri Lanka
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, 2019) Kariyawasam, J.D.; Welmilla, I.
Every employee dreams of having a highly successful career that they enjoy, and that provides them with the lifestyle they desire. Therefore, today’s most of the employees are more concerned about their career and the success of career. The objective of this research is to examine the impact of big five personality factors on employee’s career success. Career success is the dependent variable which was taken to explore the objective (age, job level, and income level) and subjective (career satisfaction) elements. The independent variable mainly consists of extraversion, conscientiousness, openness to experience, neuroticism, and agreeableness, which have been obtained by the big five model. Accordingly, one leading apparel firm was selected to conduct this quantitative study. A questionnaire survey was used to gather data from staff-level employees, and 120 responses were obtained. The correlation and regression analysis were used in analyzing data through SPSS Version 23.0. The findings of the study indicated that the conscientiousness personality factor was found a higher level of favorable experience in the majority of the staff level employees when compared with the other four personality factors. Thus, conscientiousness and openness to experience were moderately correlated with subjective career success. As the results of other personality factors also have a significant positive relationship with career success with different levels. However, neuroticism is negatively correlated with objective career success, and extraversion was not supported to objective career success. The final output of the study has proven that there is an impact on both objective and subjective career success by big five factors to a certain extent.
The Impact of Big Five Personality Traits on Work-Life Balance: A Study Related to the Executive Level Employees of the Regional Support Center (Western -North), National Water Supply and Drainage Board, Sri Lanka
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, 2019) Gunathilaka, W.K.V.P.,; Pieris, M.D.P.
The current research examines the impact of Big five Personality Traits on Work-Life Balance of executive-level employees in the Regional Support Center (western-north) in the National Water Supply and Drainage Board, Sri Lanka. This cross-sectional field study investigates a sample of 61 executive-level employees selected conveniently. The data was collected through a standard questionnaire distributed in printed form. The collected data were then analyzed for descriptive statistics, correlation, and regression, using SPSS software. Results indicate, there exists an impact of Big Five Personality traits on Work-Life Balance of the employees of the population. Findings suggest that the management must focus on the Big Five Personality Traits when they develop policies and programs for maintaining WorkLife Balance for executive-level employees in the Regional Support Center (westernnorth), National Water Supply and Drainage Board, Sri Lanka.
The Impact of Career Anchors on Job Satisfaction: The Moderating Effect of Gender (A Study of Executive Level Employees in ABC Company)
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, 2019) Jayarathna, L.M.,; Karunarathne, R.A.I.C.
In this new era of knowledge management, competition for career advancement becomes one of the key issues of human resource management. A growing number of employees stuck in the middle of their careers due to different reasons, such as poor knowledge about technical/functional competence, general managerial competence, autonomy /independence, security/stability, entrepreneurial creativity. Service/dedication to a cause, pure challenge, and lifestyle which makes dissatisfied employees. This is especially true for women employees that the lifestyle and service anchors emerged from the responses of female samples. Although anecdotal evidence proved that career anchor has a significant impact on job satisfaction, from extant empirical evidence, we know little about how career anchor influences job satisfaction. Thus, the current study aims to examine the impact of career anchor on job satisfaction and to study how this relationship varies across employee gender. Based on prior literature, the researcher developed a conceptual model and developed two hypotheses to test the model. The model was empirically tested by collecting data from 56 executive employees in one of the reputed organizations in the leather and footwear industry in Sri Lanka. The sample was selected using simple random sampling method. Data were analyzed using SPSS version 24. The results of regression analysis showed that there is a significant impact of career anchor on job satisfaction. However, the moderating effect of gender on the relationship between career anchor and job satisfaction was not significant. Hence, organizations should be aware of the career anchor of employees and no need to consider gender as a moderating role of these two variables.
The Impact of Career Planning on Job Satisfaction: A Study of Banking Sector Employees in Sri Lanka
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, 2019) Hettiwatta, I.U.K.,; Janadari, M.P.N.
Employee job satisfaction is significantly important for the management of any organization, industries and sectors as it determines the mindset and behavior of employees of a workplace. Among several factors that affect the employee job satisfaction, career planning is one of the most important human resource management practices widely used in many organizations to improve career ladder. The prime purpose of this paper is to investigate the impact of career planning on job satisfaction in Regional Development Bank for which it seeks a timely needed solution. The current study adopted a quantitative research approach. A self- administered questionnaire was used to collect data from a sample of 108 managerial level officers in Regional Development Bank. Regression and Correlation analysis was performed using SPSS version 23.0 to test the research hypothesis of the study. The results show that the link between career planning and job satisfaction varies according to the type of indicators used. Specifically, it shows that organizational factors, job related factors and personal attitude factors positively impact on job satisfaction. Findings of the study emphasized the prime importance of designing and maintain a well-established career planning within the Regional Development Bank to ensure a high level employee job satisfaction. It also aided us in furthering our understanding about how career planning affects employee job satisfaction in Regional Development Bank. Further, it is expected that the model of the current study will benefit several other private and public banks in designing their career planning.