Commerce and Management

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Subject: search.filters.subject.Career Anchors

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    RELATIONSHIP BETWEEN ORGANIZATIONAL LEARNING CULTURE AND ORGANIZATIONAL CITIZENSHIP BEHAVIOR: LOOKING THROUGH THE LENSE OF CAREER ANCHORS.
    (Department of Marketing Management, University of Kelaniya,Sri Lanka., 2017) Rahatulaain.; Ahmad, H.
    Organizational Learning Culture of an organization plays a vital role in motivating its employees to generate and share new ideas, concepts and knowledge. The current study was quantitative in nature where the data were collected with the help of standardized questionnaires. Questionnaires were distributed among 350 employees of software houses and IT firms, out of which 305 questionnaires were returned with the response rate of 87%. A Pilot test was employed with 50 participants to safeguard against obtaining invalid or irrelevant data, prior to the field activity. The study period was (December 2015-May 2016).The results were analyzed with the help of SPSS (version 20.0) through correlation and regression analysis. In addition, Baron and Kenny’s (1986) four conditions of mediation were also tested to check the mediation effect of career anchors between the OCB (dependent variable) and OLC (independent variable). Results suggested that Organizational Learning Culture was directly related to the Organizational Citizenship Behavior and Career Anchors showed a partial mediation effect between the two. The study is first one to investigate these variables together and the role of career anchors in relationship of OLC and OCB was not previously tested, specifically with reference to Pakistan. The study provides new insights to literature and practice by finding the role of career anchors to bridge up the relationship between Organizational Learning Culture and Organizational citizenship Behavior.
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    The Impact of Career Anchors on Job Satisfaction of Bank Managers in State Owned Commercial Banks of Sri Lanka
    (Faculty of Commerce and Management Studies, University of Kelaniya, 2015) Wanigasekara, W.M.S.K.; Muthukumarana, P.P.S.
    Intense customer care is one of the best practices adopted by the private sector commercial banks and this has become a critical success factor that differentiates their service from the service of state banks. Hence, employee job satisfaction is a significant matter of concern for the state banks to face this challenge and achieve service excellence. Therefore, this study investigates the impact of individuals’ selfconcept on job satisfaction in terms of career anchor concept proposed by Edgar Schein. A purposive sample of 108 managers from Bank of Ceylon and People’s Bank head office were selected by using simple random sampling technique. The independent variable representing career anchors includes the following three dimensions; talent based career anchors, need based career anchors, value based career anchors while the dependent variable job satisfaction was analyzed under two dimensions namely; intrinsic factors and extrinsic factors. There are four hypotheses were formulated using deductive approach. A self-administered questionnaire was distributed among the respondents to collect data for the research. Descriptive statistics were used to present the characteristics of the sample of the study. Furthermore the Pearson correlation coefficient and regression analysis were used to measure the impact of career anchors on job satisfaction. The study found that there is a significant impact of need based career anchors on job satisfaction whereas talent based and value based career anchors have no significant impact on job satisfaction of managerial staff at state owned commercial banks.