The Relationship between Career Self-Management and Different Dimensions of Employees' Organizational Commitment

The purpose of this research is to empirically investigate the relationship between career self-management and different dimensions of organizational commitment (affective, continuance and normative). To test the hypothesized relationships, sample size of 202 employees is drawn from private banking sector of Pakistan. Simple linear regression analysis is used to test the hypothesized relationships of the model. Findings of the authors study indicated that there is a positive relationship between career self-management and affective, continuance and normative commitment. This study gave away various potential practical implications. When an individual and group manage their career development, this helps in enhancing levels of organizational commitment. Higher commitment levels could only be achieved when an employee receives support by an organization in managing its own career.