Impact of Career Choice on Job Performance
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Transcript of Impact of Career Choice on Job Performance
ACKNOWLEDGMENT
Thanks to Almighty Allah for His guidance and for enabling me to do my work in
excellent manner. I am grateful to my parents who remained a source of support and
inspiration for me. There are several other people who have supported me on this
research. I start with my supervisor Dr. Shahbaz Shabbir for his valuable suggestion and
supervision. Mr. Faiz-ul- Hassan, is mentioned worthy because of his assistance in data
analysis. I express my gratitude to him for his support and encouragement.
I am thankful to Dr. Muhammad Ali Chaudhary for his counseling and advise that he
gave for this research.
I am very thankful to my friend Romana Ayub for her love and supporting company. I
want to thank to my sisters and brothers especially my younger sister Komal who has
been a source of assistance, support and prayers throughout the period of study.
RIFFAT ZAMAN
1
ABSTRACT
The purpose of the research was to investigate the relationship between three variables.
The sample size of the research was forty. The tool for data collection was a well-
designed questionnaire. Data have been collected from FFC. Several factors which effect
the career choice of individuals were being studied. Initially descriptive statistics was
used and frequency distributions for questions were established. In the second phase, the
relationship between Career choice and Career satisfaction was tested one by one
through Correlation with Employee Performance. It was concluded that Employee
Performance is related(r=0.106) with the Career Satisfaction and it is not related (r=-
0.188) with Career choice. The results revealed the fact that the individuals who choose
their career under the influence of person, event and factor have low performance at
work places. On the other hand Career satisfaction boasts and enhances one’s abilities
and performance at workplace.
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LIST OF TABLES
Table Title Page
4.1 Age 33
4.2 Gender 34
4.3 Number of years work in the organization 35
4.4 Your parents (Father/ Mother) have same career 36
4.5 You have made you career choice at (school level/ 37
college level/ never made)
4.6 Inter- Item Correlation Matrix 69
3
LIST OF ABBREVIATIONS
FFC Fauji Fertilizers Company Limited
4
LIST OF APPENDIX
Appendix-A Cover Letter
Appendix-B Questionnaire
Appendix-C Job Performance Appraisal
Appendix-D Figures
5
CHAPTER 1
INTRODUCTION
Career is a life long assignment, which enables individual to earn money or to satisfy
himself. It is a way of life for a person. A career imposes a number of responsibilities and
duties on an individual. Different careers have different requirements for example human
skills, location, climate, etc.
“A career may be thought of as a long-term project for an individual life.
One’s career may be “in” business, law, teaching, entertainment, professional
philanthropy, or something else” (Care, 1984).
According to Care (1984) career is a way of life one lives. Maanen (1977) give definition
of career as a series of related experiences that makes an individual’s life. Olson and
prince (1979) suggest career as a series of steps upward in the organization and see career
as a life time commitment to a specific field or organization.
Career is a term defined by the Oxford English Dictionary:
"Course or progress through life (or a distinct portion of life)"
Nosow and Form (1962) provides the following definitions
"Sociologically the career refers to any pattern of occupational change (vertical and/or
horizontal) of any occupational group” (Nosow and Form, 1962).
Consistent with this concept of career, Hall’s (2002) define career as different attitudes
and behaviors that linked with individuals and their work-related experiences and actions
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over the life period. Here, career is a work related experience over a person’s life
indicates a long-time action rather than immediate performance and satisfaction.
Sims (1983) says:
“To match the job and person, a commensurate framework for assessing job demands
and personal characteristics is needed.”
Schein (1978) relates career to the career “anchors” an inner feeling of motivation or a
power of inspiration for an individual. He has mentioned that there are a number of stages
in the career cycle including growth, fantasy and exploration. An individual can reach a
realistic career choice by performing a number of jobs and by utilizing his abilities,
interests, thoughts, feelings and skills.
“Other perceived important career anchors for success include organizational stability,
identity, geographic security and services” (Jiang, Klein and Balloun, 2000).
Career choice is a name of process that starts during early age. In an age when students
start thinking about making some career choice and continues till the time when the
individual is employed in any organization (Fottler and Bain, 1984).
“A big part of making smart career choices and gaining control over your career lies in
understanding yourself. That means having a good sense of how your personality,
abilities, and values work together to impact the type of career that is ideal for you.”
(Lisa McGrimmon, n.d.)1
It is a compromise between what we want, wish for or desire and what we gets or reach
to a specific profession (Blau, Gustad, Lessor, Parnes and Wilcock, 1956).
1 http://ezinearticles.com/?Career-Choices---How-to-Choose-Your-Ideal-Career&id=996100
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“This approach to the occupational behavior is one of adaptation. At any given point, the
compromise between individual needs and the requirements of the environment is
tentative” (Fottler and Bain, 1984).
A person who makes the choice of career is a competent and skilled individual because
he has the knowledge, skills, talent and abilities to step further and he contribute for the
society. Career choice is name of a problem for competent individual because, the one
may be unable to reach to a desired goal or don’t have opportunities for the career of his
own choice may be unable to reach to a career that matches his skills, abilities and
personality.
“Persons who are able to take up the problem of career choice I will call “competent
individuals. These are person position to self realize and to contribute to the lives of
others, and this implies many things about them” (Care, 1984).
Usually it is believed that career choice is single incident or process that occurs in the
early age, however, recent research indicates that career choice involves both the choice
of profession which can occur and re-occur in ones life and any choice that disturbing
ones career (Hall, 1976).
Career choice is also influenced by health and physical performance of an individual.
Personality of a person also play an important role when we talk about or it comes to
selecting the right job for an individual. It's become necessary for all persons to find
appropriate careers today not merely for financial reasons, but also for the satisfaction or
excellence of life. By choosing a career that matches your needs, your personality, you
are more likely to perform a job happily (J. A. Young, n.d.).2
2 http://www.doityourself.com/stry/choosingacareer
8
There is a close relationship between the career choice and the intelligence because if a
person is intelligent enough and have abilities then he will be able to select a career that
matches his/her personality. We can relate career choice to career exploration which
include physical and mental activities these activities provide information about oneself
and the outer environment and helps in exploring a career or making a choice (Jordaan,
1963).
Schein(1978) suggests that an individuals self perception about his abilities, skills,
talents, needs, values, and attitude determines what kind of career matches to his
personality and what he wants to get from his career.
Career exploration involves four components: (1) where one explores (environment
versus self), (2) how one explores (intended versus systematic), (3) how much? One
explores (frequency and amount of information), and (4) what one explores (the focus of
the exploration) (Stumpf, et al, 1983).
Career satisfaction can be defined as the level of overall happiness experienced through
one's choice of occupations. An individual may feel very certain of having made a correct
career choice but experience an unsatisfactory current work experience. A current job
situation may have many positive components but may not be fully satisfying as a career
choice. Those individuals that stick with unrealistic occupational ambition which are not
met early in their careers, the evidence propose that perceived negative experience on the
first job can affect an individuals status, earning, and quality of working life later on
(Raelin, 1980).
Organizations play important role in career satisfaction of employees. Employees remain
satisfied with their career where their organizations keep them satisfied and personal
9
internal motivation is also very important. Employees remain satisfied where they are
internally and externally satisfied (Jiang, Klein, Balloun, 2000).
Maanan and Schein (1977) suggest that employees will be satisfied with their career if
organizations provide them such opportunities.
Employees will be satisfied from their job or career if they are recognized by their
supervisors for a job well done, getting support from coworkers, and a working
environment full of opportunities for advancements (Bokorney,2004).3
Performance appraisal can be viewed as the process of assessing and recording staff
performance for the purpose of making judgments about staff that lead to decisions.
Performance appraisal should also be viewed as a system of highly interactive processes
which involve personal at all levels in differing degrees in determining job expectations,
writing job descriptions, selecting relevant appraisal criteria, developing assessment tools
and procedures, and collecting interpreting, and reporting results.4
Schneier and Beatty (1979) define performance appraisal as:
"...the process of identifying, measuring and developing human performance in
organizations”
Performance appraisal is the name of a process that defines expectations for employee
performance and it measures evaluates and record employees’ performance and provides
feedback to the employee is called performance appraisal (Bartol and Martin, 2003).
Performance is in a straight line depends on the competence of the individuals allocated
3 www.evaluationengineering.com/archive/articles/0400sal.htm - 29k-
4 http://appraisals.naukrihub.com/definition-concept.html
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to a particular job finishing the tasks at hand (Glinow, Driver, Brousseas and Prince,
1983).
Glinow, Brousseas and Prince (1983) suggest that:
“…people were recruited for work on the basis of creativity, but are subsequently
evaluated on accuracy, career problems would likely to arise.”
Business dictionary defined job performance as:
“An employee performance is usually measured at the work places in terms of quantity
and quality and is expected from every employee at the work place”.
1.1 Problem statement
This research investigates the relationship between the career choice and career
satisfaction with the employee’s performance at FFC.
1.2 Purpose of the study
There are three main purposes for this study. First is to determine the relation between the
career choice and employee’s performance. The second purpose is to establish relationship
between career satisfactions with employee’s performance. And the third is to find out the
factors that influence and inspire individuals while making decision about their career
choices. This study contributes to our understanding of career choice and examines the
outcomes related to employee’s performance.
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1.3 Research Questions
The study investigates three central questions:
1. Is there a relationship between career choice and employee’s performance?
2. What is the relationship between the career satisfaction and employees
performance?
3. What are the factors that influence while making decisions about career choice?
1.4 Significance of the Study
This study contributes toward our understanding of career choice that every individual
makes in the long span of his/her life. And after making a career choice what kind of
relationship creates with their performance. Given this, the results of this study provide
information toward the following ends:
1. This study provides baseline information to improve our understanding of factors
that influence every one while making decision about the career he/she wants to
adopt.
2. The result provides information about the relationship between career choice and
employees performance.
3. The results also take into account the relationship between the satisfaction of
employees with their career and it’s out come on their performance. If employee’s
are not satisfied with their career choice or they don’t like present field of work what
type of effects it has on their performance.
4. The information survey can be used for recruitment.
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1.5 Theoretical framework
This study determines relationship between career choice and employee’s performance.
Figure 1.1 The Study Model.
Influenced by Father/Mother
High salary
Influenced by someone
Trip
Employees Performance
Career Choice
Satisfied un- satisfied
Influenced by media
VisitInternet
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The above study model shows different person, event and factor that affect a person
while making decision of his/her career. During one’s tender age what type of influence
parents have on one’s career decision. Salary is being considered an important factor in
the career choice because it marks one’s life for the rest. Media can be counted as another
catalyst for boasting one’s aspirations. Researcher has kept in mind various forms of
media like print and electronic including television and radio. Idealism is another source
of inspiration and students usually inspire from some one closely related in family or
from peers. Researcher has taken siblings, friends, teachers, relatives, principal and
grandparents as a source of inspiration. Visit/trip to any institutional/ vocational place can
make someone to pick related profession for life. Now a days Internet has converted the
whole world into a global image. Researcher has also forced on this piece of science
another important inspiration.
This study focuses on the employees, those who are satisfied and also those who are not
satisfied with their career. And finally finds out their relationship with employee’s
performance.
1.6 Objectives of the Study
The objective of the present research is to find out what are the basic factors that most
influence individuals while selecting a career. Individuals choose their career on the basis
what they think of themselves and different factors in their vicinity, which mark their
personality. And afterward what kind of impact their career choice has on their
performance. So, in this study our objective is to answer the following major areas.
To find out the factors and situations that influence individuals to choose a career
What kind of impact their career choice has on their performance at work?
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What type of relationship created between the career satisfaction and their
performance?
1.6.1 Sub Objectives
Affect of parents on career choice?
At which level (School/ College) students usually made their career choice?
Affects of media in choosing a career.
Reasons for unsatisfaction from profession.
What type of improvements they want in their benefit packages?
1.7 Overview of Organization
The organization, which is selected for research, is the Fuaji Fertilizer Company limited.
FFC was incorporated in 1978 as a private limited company. This was a joint venture
between Fauji Foundation (a leading charitable trust in Pakistan) and Haldor Topsoe A/S
of Denmark.5
The FFC Management acknowledges the importance of human resources always. The
Human Resources Department, therefore, right from the inception of the Company has
played a vital role in steering the Company through all its phases, operations and
progress.
The reason for selecting this organization is that they hire quality manpower, keeping
them happy, satisfied, and motivated. They give merit-oriented treatment to all
employees. For Human Resource development, another aspect that receives its due share
is training. The employees are exposed to various kinds of cross training, technical 5 http://www.ffc.com.pk/contents/aboutffc.htm
15
courses, management courses, workshops and seminars both at home and abroad. At
Plant site, the Company has a Technical Training Centre, which is unique, and the only
centre in Asia having a true replica of the Plant for providing realistic training as far as
possible, to the employees.
Whole data was collected through questionnaire. The present research is important
because it is going to show the factors that contribute to the career choice and impact of
career choice and career satisfaction on the employee’s performance. Rest of the research
is organized as follows: Chapter 2 provides a brief review of the existing literature.
Chapter 3 covers methodology of the research that how the data is collected and which
method is applied to test the data. Chapter 4 reports the data analysis and discussion and
finally, Chapter 5 presents the conclusions and the recommendations.
1.8 Definitions of Terms
1.8.1 Career: Sociologically the career refers to any pattern of occupational
change (vertical and/or horizontal) of any occupational group (Nosow and Form,
1962).
1.8.2 Career choice: The career choice that adolescents make is a decision that is
influenced not only by their development but also by the context in which they
live (Chen, 1997).
1.8.3 Impact: The effect or impression of one thing on another.
1.8.4 Job: A regular activity performed in exchange for payment, especially as
one's trade, occupation, or profession.6
6 http://www.answers.com/topic/job
16
1.8.5 Employee performance: Performance is the key criterion in any system
affected by assignment of individuals to job (Glinow, Brousseas and Prince,
1983)
1.8.6 Career satisfaction: Career satisfaction can be defined as the level of
overall happiness experienced through one's choice of occupations7
Career satisfaction is a function of both external career situations and internal
career anchors (Jiang, et al, 2000).
7 http://www.asha.org/about/publications/leader-online/archives/2004/041102/f041102a.htm
17
CHAPTER 2
LITERATURE REVIEW
Making smart career choice is all about understanding yourself. This means having
realistic approach toward your personality, abilities and values. These characteristics
together generate a career that matches your personality and is ideal for you . A good
career and personality match is an important step in building a rewarding and productive
career, while a poor career and personality match can seize you back in your career
success and happiness (Grimmon, n.d).8
A study conducted by Paolillo and Estes (1982) deal with the different factors that
influence on the choice of students who adopt profession of accounting and their
comparison with attorneys, engineers and the physicians. Data was collected from
accountants, attorneys, engineers, and physicians and that data showed a significant
difference in career-choice. Total 2500 questionnaires were mailed and 694 were useable
questionnaires mean 28%. Non-response was not considered as a bias. The findings
shows that accountants make choice of career in the first two years of college on the other
side attorneys decide in the junior or senior years in college and the engineers and
physicians decide when they finish their high school.
A quadratic discriminate analysis model was used to find out the factors that affect their
choices. The respondent was asked to show their opinion on a five-point Likert scale. 12
different factors were provided and they have to give weight to each point. Data was
collected from the same time period, which eliminates the time series and stability of the
classification bias. This study reveals a number of factors about the accountant’s
8 ? http://ezinearticles.com/?Career-Choices---How-to-Choose-Your-Ideal-Career&id=996100
18
profession that can be helpful. Accountant makes decisions of their career in early college
years. This profession is also loosing a number of students because some choose their
career before entering college so there is a need of different programs for high school
students and their parents as well as teachers to be counseling. They are significantly
influenced by their aptitude toward the subject so these kinds of test should be taken in
schools. Earning is more important while job satisfaction is less important for the
accountants. This profession can fulfill its social duties if more students especially high
school junior and seniors and fresh men in colleges and their parents targeted in well
manner.
Auyeung and Sands (1997) investigates the relative influence of career-choice factors on
accounting students from different cultural backgrounds. A comparative study was done
on Australian students relative to Hong Kong and Taiwanese students. This study
examine the importance of factors which influence the comparative career choices of
Australian, Hong Kong and Taiwanese students, in selecting accountancy as a career.
Results indicate that the factors: parental influence, peer influence, teacher influence and
association with others in the field, have greater impact on career choices for Hong Kong
and Taiwanese students, whereas Australian students tended to be more influenced by
aptitude for subject matter. Materials entity factors (availability of employment, prestige
and social status, earning potential, cost of education and year of study) surprisingly
emerged as formative concerns for Hong Kong and Taiwanese students, more so than for
their Australian counterparts.
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Conceptual Framework [Adopted from the conceptual framework as displayed in the “Preservice Teachers’ Motivation and Leadership Behaviors Related to Career Choice” by Breanne M. Harms and Neil A. Knobloch, Career and Technical Education Research, 30(2), pp. 101-124]
Dick and Rallis (1991) suggest that choosing career of engineering or science not depend
on the gender. Student’s intellectual abilities more contribute in the selection of career.
Encouragement and personal influence more contribute in the selection of career choice.
Pay was more important factor for men on the other side women choose science and
20
engineering because of the interest factor. The findings also indicate that parents affect
choice of career but teachers have significant impact on the selection of a career.
“Students make their career choices on the basis of their belief about themselves and
their abilities and their beliefs about the relative values of different careers. A career’s
perceived value is determined by intrinsic factors such as intellectual interest as well as
extrinsic factors such as salary expectations and the cost and length of future training”
(Dick and Rallis, 1991).
Kotrlik and Harrison (1989) found that parents have significant influence on student’s
career choice than students' counselors, teachers, friends and other relatives.
Mugonzibwa, Kikwilu, Rugarabamu, and Ntabaye (2000) identify factors that influenced
career choice among high school students in Tanzania. High school students were
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studying in five randomly selected high schools completed a pre-tested questionnaire
containing twenty-four items addressing five factors. The majority of respondents
perceived image of a profession as an important factor in career choice. Work/profession
characteristics were ranked as the second most important factor, and course
characteristics were ranked third. Direct gains and advice from important persons were
perceived as least important in career choice.
A study that was organized in Taiwan supported that there is a positive relationship
between career courses, career beliefs, and career decision-making. This study shows that
taking a career course will influence students’ career decision making. Gender difference
and the college year status difference relate to the effect of career education on students
decision-making. But a semester long career education course may not change a career
belief while it is also true that career belief can change through a semester long career
course (Peng and Herr, 1999).
Werts (1967) found that students who have average level of grades have different career
choices at high school level. This study finds out that high school grades and fathers’
education is related to career choice. Usually students at social class level choose their
career depending on their academic abilities. Another study that was conducted on the
female career choice indicates that those females who choose non-traditional career have
highly educated fathers.
Women prefer those careers that are less competitive. For a competitive career they have
to sacrifice their home or personal life so they prefer to sacrifice at organizational level
Cook (1993). Usually more women want to choose such careers that give them inner
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contentment and satisfaction from their career then the out put like pay and recognition
(Powell and Mainiero, 1992).
A report examined the career choice that student made is determined by the father’s
education and the high school grades. Data from 76,015 male and 51,110 female college
freshmen at 248 colleges and universities were analyzed to determine how father's
education and high school grades were related to career choice. Statistical tools were used
to determine father’s education and higher school grades have more effect on career
choice. The mean of the HSG and the FE-ED was remaining consistent. However the
mean HSG for a woman's career usually was much higher than the mean HSG for a
comparable man's career.
The comparison between men and women was difficult to interpret. It was found that
students at each high school grade average level tend to have different career choices
depending on their father's education. These finding also prove that controls for HSG
hardly affect FA-ED differences, and vice versa, indicates that neither HSG nor FA-ED
can explain differences in an important degree. Usually students at each class level have a
propensity of different career choices depending on their grading and abilities (Werts,
1967).
The research conducted by Fottler and Bin (1984) was based on the objective of
occupational choices that high school seniors made, the realism of their choices, factors
affecting their realism, and some possible implications of these choices for quality of
work life issues.
Occupational decisions made in the pre-work setting may have implications for job
satisfaction and the quality of work life later on. High school seniors were selected
23
because this is the age of realistic then the early age. High school seniors were studies to
come across the career choice they made in Alabama and also to find out the impact of
school characteristics affect realism. Fourteen high schools were selected for the research
purpose. Survey was completed in November 1978. First they were asked about the
occupation choice they have made and then asked about to list the occupational choice
they have made. Only 970 students were used as the sample of this research those who
point out their interest for a professional or technical occupation.
Results indicate that the aspiration levels of many students are unrealistic and also that
black has more unrealistic aspiration then white and that an adaptive process of
occupational decision-making is required later on. Research also shows that the decision
most individuals take based on incomplete information or inaccurate information. And
the attitude of an individual develops during his/her first job experience. During the
working life of an employee job specifications and attitude of employees’ changes so
there is a need to study the different career stages or working life of an employee to better
understand the career choice.
The article “Kolb's Experiential Learning Theory: A Framework for Assessing Person-
Job Interaction” by Sims (1983) converts our attention toward Kolb's experiential
learning theory that is used for measuring the person and his job requirements in the same
manner. He has used the four-performance competency model for measuring generic
skills of individual and requirements of job, or behavioral performance competencies,
adoptive competencies and a match between person and environment. Competency circle
methodology was also presented to diagnose personal job interaction. When a worker
gets experiences on the job it helps him to determine his behavior and his interaction with
24
his environment. On the other hand, the changes that he undergoes in turn affect the form
of that environment. If an organization decides to fill its positions by matching the
characteristics of a person and the requirements of a job, organizational effectiveness
should increase as a result of a greater personal satisfaction and improved job
performance. In this model, growth climate is the variable that allows the person to
develop his relationship with his job to an optimal level of performance and satisfaction.
In addition, it suggests other valuable uses of Kolb's theory, such as increasing
understanding of person-job match or mismatch, identifying pivotal versus peripheral
skills in jobs, and determining whether mismatched (over- or under qualified) person-job
relationships result in different levels of performance or satisfaction.
A research conducted by Shipp (1999) gain insight into the factors that are most
important to African American college students in making a decision on a career course
and the attractiveness of teaching as a career choice. And highlight factors that are most
important while taking a decision for a career. The primary focus of the study was a
comparison of education and non-education majors and the attractiveness of teaching
profession. Survey responses from 263 students were gathered. Only those students who
identified themselves as African American had their surveys used as data collection.
Freshman was also excluded from the research because educational courses are not
usually taught at the freshman level. A two- part questionnaire was use and likert-type
scale was used to measure 10 factors. Explanation was also given to students so they can
easily understand the subject matters. Questionnaire was collected through face to face
and also through mail. 126 questionnaires were used for the purpose of analysis. Findings
indicated that non-education majors placed significantly more importance on salary, job
25
security, and advancement in their career choices than did education majors. Regarding a
career in teaching, both groups perceive salary and prestige as the least attractive aspects.
Education majors give a significant higher rating to the attractiveness, fringe benefits and
also advancement opportunities then non-education major. This article shows that the job
security is one of the important elements of any person. Research shows that there is a
significant difference between both groups in career choice and perception of teaching
field.
A study conducted by Jiang, Klein and Balloun (2000), the purpose of this study was to
examine the external opportunities to career satisfaction. Questionnaire was distributed to
three large software development organizations in southern US. 40 IS personnel in each
organization fill the questionnaire. Entry level position was selected as a sample. From
the total number of 120 questionnaires 101 questionnaires were returned and used in the
analysis. In this study a limited number of organizations were selected so study results
were compared to the previous studies in which a large number of organizations were
taken and Subject like career satisfaction, anchor and demographic content. Study was
conducted on a small number of organizations still there was no any significant threats to
external validity. Internal career anchor was measured through a 5-point likert scale and
the external career job design was measured by the job diagnostic survey that was
designed by Oldham the response range from 1 to 5. Career satisfaction was measured by
5 item scale. The result shows that there is a positive relationship between one’s internal
career anchor, external opportunities and the career satisfaction and also a cause of
motivation. This research also confirms that career satisfaction is a function of both
external career situation and internal career anchor. We can also say that if the desire for
26
a career is strong and also there are better opportunities from the organization a person
can get higher level of satisfaction.
A study conducted by lgbaria, Greenhaus and Parasuraman (1991) find out the
relationship between the employee’s current job and their career orientation. The authors
hypothesize if the job matches with their career orientation they are more satisfied and
committed to their organization and also they are less incline to leave the organization.
The study examines the allocation of different career orientations within the MIS field.
Examine the impact of a match between course and job setting on several career
outcomes. The study examines the person’s characteristics and the job requirements. A
questionnaire was distributed to 2,548 members of the Association for Computing
Machinery (ACM). Final sample was selected 4464 employees from the 517
questionnaires that were returned to the researcher. Career orientation was assessed with
the 41 item career inventory. Respondents were asked to indicate 21 items related to their
career and 20 items relating to career preferences. Eight career orientations were created
for each employee satisfaction, organizational commitment, intention to leave, perceived
job characteristics, and boundary spanning activities. Several steps were taken to examine
the impact of match between career orientation and job setting, job satisfaction and career
satisfaction, organizational commitment and intention to leave. Those employees who
has technical oriented was on technical positions was considered to represent as a match
between career orientation and job. ANOVAs and chi-square test was conducted to
examine demographic differences. MANCOVA test was conducted to examine job
satisfaction, career satisfaction, organizational commitment and intention to stay.
27
The results predicted that employees whose career orientations matched their job setting
would be more satisfied with their job and career, more committed to their organization,
and less inclined to leave their organization than employees who did not display such a
match. They are more commitment to their organization, and lower intentions to leave
their organization than employees who experienced a mismatch.
A study conducted by Green, Jegadeesh, and Tang (2007) find out the relationship
between career and performance of employee. The study is divided into two parts one
self-selection or preferences to a career and second part is about the discrimination in the
workplace and their impact on the job performance. This study examines the balance of
gender in sell-side stock analysts in investment banks and brokerages. Also focus on
whether employers either thoroughly discriminates based on gender, or employers tries to
create a balance of gender in the organizations. Usually mass of analysts are males, and it
is said that women face gender discrimination in such well paying jobs. The real meaning
of gender discrimination is that if there is a choice between equally qualified men and
women, employers favor to hire men. So those women who are selected have high profile
and perform out standing. But if affirmative action is taken as an important factor in
hiring decisions, then employers may set a lower standard for women to promote gender
balance. If affirmative action is taken then women will perform worse then men. The
results support the view that the low representation of women on Wall Street reflects
differences in preferences or family considerations relatively than discrimination by
investment banks. The study also finds out significant differences in coverage, accuracy,
and professional recognition across gender, the results also suggests neither gender-based
discrimination nor affirmative action have any solid impact on the performance of
28
women analysts employed by brokerage firms. To some extent lower female
representation reflects that they have family responsibilities and there is also a need to
improve in working conditions, such as greater flexibility in work loads and enhanced
childcare options will make it easy for women to choose such careers. And if more
attention given to the qualitative factors of job performance emphasized in the All-Star
surveys then employers will be able to grasp this gape.
A study conducted by Raymond (1996) in a state agency located in United States. The
sample was consisting of 120 employees and their managers. In organization there were
four levels of technical and scientific jobs. Data was collected using surveys and
evaluations collected from both employees and their managers at two time periods,
separated by six months. This time interval was used to decrease the possibility of bias
from both employees and managers. And managers' evaluations of developmental
behavior at six-month intervals allowed an estimation of the firmness of the evaluations
over time. The survey and evaluations were mailed directly to the employees and their
managers. The first survey completed by employees included stuff assessing their
personal characteristics, use of career strategies, career exploration behavior, career goal
focus, and distance from career goal. The second survey, completed six months later,
included items designed to assess willingness to contribute in development activities and
perceptions regarding management support for development. The first evaluation
completed by managers was the ratings of developmental behavior.
Managers complete a separate evaluation for each employee they supervised ranging
from one to eight employees. Six months later, managers were asked to provide another
29
set of ratings of development behavior. Managers were also asked to provide an
evaluation of the employee's job performance.
A total of 72 employees completed both surveys. Forty managers provided
developmental behavior and job performance rating. The large majority of employees
were male. Career Exploration Survey developed by (Stumpf, et al, 1983) was used to
measure the employee’s behavior. Other different measures were also measured like
career goal characteristics, Career strategies, Personal characteristics, and Manager’s
support for development, Willingness to participate in development activities,
Developmental behavior and job performance. Job performance was measured by asking
managers to rate employees on four items. Means, standard deviations, Interco relations,
and regression analysis were used to evaluate results. The results show that Career
management was not significantly related to job performance.
30
CHAPTER 3
METHODOLOGY
This thesis aims to explore impact of career choice and career satisfaction on employee’s
performance. It mainly focuses on the research theme and also explores the factors that
are most important in career choice. To provide further clarity, in this study career choice
and career satisfaction were independent variables and the employee’s performance was
dependent variables. This study is quantitative in nature.
The most suitable design for this study is the survey research method. As a research
technique in the social sciences, survey research has considerable credibility that is
demonstrated by its widespread acceptance and use in academic institutions. The ultimate
goal of survey research is to allow researchers to generalize about a large population by
studying only a small portion of the population (Rea and Parker, 1992).
3.1 HYPOTHESIS
To testify the overall relationship between career choice, career satisfaction and
employee’s performance following hypothesis were made:
H0: There is no relationship between career choice and employee’s performance.
H1: There is a relationship between career choice and employee’s performance.
H0: There is no relationship between career satisfaction and employee’s performance.
H2: There is a relationship between career satisfaction and employee’s performance.
31
3.2 Variables
Following are the independent and dependent variables of the present study.
3.2.1 Independent Variable
Independent variables are career choice and career satisfaction, which effects the
employee’s performance in different conditions.
3.2.2 Dependent Variable
Job performance is the dependent variable.
3.3 Description of Data Type
The data for this study was primary which was collected through questionnaires from the
employees and their supervisors.
3.4 Population and Sample Size
The proposed population of this study was 50 employees and their supervisors from Fauji
Fertilizer Company Limited office located in Rawalpindi region. Employees of FFC
which include managerial, technical and clerical staff were given questionnaires.
3.5 Data Collection Instruments
This study employed a survey questionnaire. The researcher believes that there are a
number of advantages of survey technique. These are as the following:
Since there is no face-to-face contact with the participants, the chances of gaining
accurate and frank answers are better.
In the start of the questionnaire (demographic questions), the researcher found her
free to choose the easiest way to formulate questions, to be answered and to be
measured. Two types of scales were applied: nominal and ratio.
The questionnaire of this study allowed the researcher to collect the desired data.
32
3.6 Sampling Technique
Non-probability convenience sampling technique was used to collect the data; which
refers to the collection of information from members of the population who are
conveniently available to provide it. A total of 50 questionnaires were distributed to the
employees and a total of 46 completed the survey. Due to missing and incomplete data
from the managers, performance rating was received for 42 employees and a sample size
of 40 was selected for analysis of results.
3.7 Data Collection
In this study quantitative data was collected through questionnaires by personal visit,
which also give additional opportunity of observing the environment. The sample was
assured to use the information provided by them for research purpose only and would be
kept confidential. The “drop-off” cover letter was used (Appendix-A).
3.7.1 Primary Data Collection
The study employed two survey questionnaires as a data collection instrument. One was
filled by the employees that include factors influenced the career choice and career
satisfaction of employees. The second was performance appraisal of employees that was
filled by their supervisors. The questionnaire is available in (Appendix-B). The
questionnaire was developed after the extensive study of the literature review.
The questionnaire filled by employees included two parts: the first part includes factors
that influence their career choice. Part I (1 to 24) of the research questionnaire was
developed on the basis of measure used by Newcomb (1992).
Part II: Q1 to Q12 and then Q16 to Q18 were consisting of the items taken from the 2005
Climate Survey. This questionnaire was designed to gather input from the employees for
33
the purpose of measuring Career Satisfaction and how much employees are satisfied with
their work environment and over their entire job. As researcher has made substantial
changes from previous climate surveys Q13, Q14 and Q15 Was developed by the
researcher herself to measure the level of authority that career offers, will employee
chose the same career for their siblings or children or ever thinking of quitting his/her
career. Demographics were also asked like age, job status, experience and gender of
employees.
The drop-off mode was applied to deliver questionnaire to the participants. In a drop-off
survey method, questionnaires must be delivered personally to members of the population
and then either collected or mailed back (Salant and Dillman, 1994).
The researcher administered the questionnaire directly and was available to provide
answers to any questions of employees might have had. All employees and staff were
told that the researcher is a graduate student of Fatima Jinnah Women University
Rawalpindi pursuing a Master’s degree in Business Administration.
3.7.2 How to Measure
The questionnaire that was filled by the employees contains two parts. In the first part the
degree to which each of the person or factor that influenced the employee was determined
by the score he/she has given to each person or factor. Basically three types of rating
scales were used in the questionnaire Dichotomous scale, Category scale and Likert scale.
3.7.3 Job Performance Appraisal
A total of 40 questionnaires out of the possible 50 were returned back and used in the data
analysis. Job performance appraisal was filled by the supervisors only of those employees
those have completed the first questionnaire. The first four questions of job performance
34
appraisal composite were developed on the basis of the measure used by Colarelli, Dean
and Konstans (1987). Asking managers to rate employees on four items measured Job
performance appraisal. The next six questions were developed using the job performance
appraisal.9 The items were rated on a five point Likert scale.
3.8 Study Settings
This research is a field study in nature. This study is conducted in natural work
environment. The variables were neither controlled nor contrived.
3.9 Procedure
To collect the information two questionnaires were constructed. In this research mainly
quantitative technique was used for the data collected from the employees of FFC and
their supervisors. Questionnaires were kept comprehensive and a careful procedure was
taken to provide clear definition of the request. Questionnaires explained the purpose of
the study and also carried out full instruction highlighted secrecy and intended
contribution of the employees. Final data collection was carried out by sending 50
questionnaires.
3.10 Data Analysis
The data that was collected in 5 days was further analyzed by using statistical package for
social sciences (SPSS) version 14.0 and Microsoft Excel. The data was first coded in
SPSS and then analyzed. The collected data was quantified first by using the descriptive
statistics and frequencies for every question was drawn and then using the inferential
statistics applyed correlation. Tables and charts were used to analyze the findings of the
data collected.
9 www.uhv.edu/forms/job_performance_appraisal.pd
35
CHAPTER 4
DATA ANALYSIS AND DISCUSSION
As stated earlier, the present study aims to investigate the impact of career choice on
employee’s performance. This study compares the career satisfaction to employee’s
performance and to find out the factors that influence individuals to choose a career.
First, the demographics of the sample will be presented.
The results are discussed in two phases. In the first phase all the questions are discussed
in relation to descriptive statistics, while in the second phase inferential statistics in the
form of bivariate correlation is used to verify the existence of relationship between career
choice and employees performance. Relationship was also checked between the career
satisfaction and employees performance.
4.1 Descriptive Statistics
Vital results of questionnaire are illustrated below:
a) Age
Table 4.1 Age
N=40 Frequency Percent20-24 19 47.525-30 12 30.031-35 4 10.036-40 3 7.546 and above 2 5.0Total 40 100.0
Source: Field Data
The above table shows that nearly 50 percent of employees that have responded are from
the age group of 20-24 and 30 percent are from the age group of 25-30. Graphical
representation of the above data has been shown in the figure D4.1 in Appendix-D.
36
b) Gender
Table 4.2 Gender
N=40 Frequency PercentMale 28 70.0Female 12 30.0Total 40 100.0
Source: Field Data
The above table shows that more participants in this study were male. 70 percent of the
participants in this study were male. (Appendix-D figure D4.2)
d) Number of years work in the organization
Table 4.3 Number of years work in the organization
Frequency PercentLess then 1 year 12 30.0More then 1 and less then 2 years 5 12.52 to 5 years 15 37.55 to 10 years 5 12.5More then 10 years 3 7.5Total 40 100.0
Source: Field Data
The above table shows that most of the employees that have participated in this study
have job experience of less than one year to five years. (Appendix-D figure D4.3)
e) Your parents (Father/ Mother) have same career?
Table 4.4 Your parents (Father/ Mother) have same career?
Frequency PercentYes 15 37.5No 25 62.5Total 40 100.0
Source: Field Data
The above table shows that majority of employees do not select the career of their parents
because nearly 63 percent of employees respond in “No”. (Appendix-D figure D4.4)
37
f) You have made you career choice at (school level/ college level/ never made)?
Table 4.5 You have made you career choice at (school level/ college level/ never
made)?
Frequency PercentSchool level 5 12.5College level 25 62.5Never made a career choice 10 25.0Total 40 100.0
Source: Field Data
The results of the table show that most of the employees are of the view that they have
selected their career at college level. And 25 percent responded that they have never
made any career choice. (Appendix-D figure D4.5)
38
Part I.
4.2 Career Choice
Q1. Elder brother or sister
The figure D4.6 in Appendix-D shows that 21 out of 40 respondents support that they
are influenced by their elder brother or sister. While 5 are somewhat influenced and 8 are
not influenced by the elder brother or sister. Six employees supported the view that elder
sister brother have no role while choosing a career and they are not applicable. It means
that elder brother and sister influence the career choice to a greater extent. So, it was
found out that more than 50 percent of the employees are influenced by their sister
brother. (Appendix-D figure D4.6)
Q2. Family friend
The data in the figure D4.7 in Appendix-D shows that greater numbers of respondents are
of the view that family friends are not the source of inspiration while career choice only
20 percent supported this view that family friends influenced the choice of career.
(Appendix-D figure D4.7)
Q3. Obliged friend
The data in the figure D4.8 in Appendix-D shows that most employees believe that
obliged friends are also not a source of influence while making a career choice as family
friends. (Appendix-D figure D4.8)
Q4. Father
The data in figure D4.9 in Appendix-D reveals that father while making a career choice
influence a greater number of the individuals. (Appendix-D figure D4.9)
39
Q5. Classmates
The data in figure D4.10 in Appendix-D shows that more than 40 percent of individuals
are influenced by their classmates while making a career choice. It means a classmate
does not have strong influence on career choice. (Appendix-D figure D4.10)
Q6: Mother
About 50 percent of the employees disagreed with the opinion that mothers are an
inspiration for career choice. Only 37 percent agree that they influence the decision.
(Appendix-D figure D4.11)
Q7: Teacher
The majority of employees are of the opinion that they are somewhat influenced by their
teachers. This means more than 50 percent think that they are influenced or somewhat
influenced by their teachers. Means teachers are the source of inspiration for students to
choose a career. (Appendix-D figure D4.12)
Q8. Principal
A principal is not the source of inspiration for the students because more then 70 percent
response rate is negative. (Appendix-D figure D4.13)
Q9: Relatives (Aunts, uncles, grandparents, etc.)
The results shows that relatives are also not a source of inspiration while making a career
choice because more than 60 percent response that they are not influenced by their
relatives. (Appendix-D figure D4.14)
Q10. Visit from two-year vocational/ technical school recruiter.
The employees strongly refuse the views that visit to any two years vocational/ technical
school influences them for career choice. (Appendix-D figure D4.15)
40
Q11: Visit from four-year College
Visit to any four-year college also do not have a strong impact on career choice.
(Appendix-D figure D4.16)
Q12. Trip to four-year college/university
Visit to any four-year school or college do not influence students while making a career
choice. Because sixty percent employees response in favor. (Appendix-D figure D4.17)
Q13. Trip to 2-year vocational/technical school
A trip to two years vocational/technical schools also do not influence much because
nearly 80 percent response was negative. (Appendix-D figure D4.18)
Q14. Factory tour or trip to future job site
The figure above shows that the tour to future job site is also not influential because more
than 60 percent response in negative. Majority of 42 percent responded that it is not
applicable while making a career choice. (Appendix-D figure D4.19)
Q15. Location of job or college near family (Desire to stay near family)
Nearly 60 percent of the respondents’ stated that location of the job plays an important
role while making a career choice. Means there is a strong relationship between career
choice and the location of job. (Appendix-D figure D4.20)
Q16. Location of job or college away from family (desire to be out on your own)
Location of job away from family not influences to choose a career. More than 60 percent
respondent opposed this view. (Appendix-D figure D4.21)
Q17. Television show
The majority of employees are of the opinion that television shows are not a source of
influencing individuals to adopt a career. More than 70 percent results reveal opposed
opinion of respondents. (Appendix-D figure D4.22)
41
Q18: Newspaper advertisement
More than 60 percent agree with the opinion that newspaper advertisements influence
while making a career choice. Only 15 percent respond that newspaper advertisement do
not affect the career choice. (Appendix-D figure D4.23)
Q19: Magazine article
The results show that magazine articles are also not so influential while making a career
choice. Nearly 80 percent of the respondents’ response was opposing this view.
(Appendix-D figure D4.24)
Q20: Radio advertisement
More than 90 percent respondents think that radio has no influence on career choice. This
shows a very strong negative relationship. (Appendix-D figure D4.25)
Q21: Mailed recruitment material (Letters, broachers, etc)
Mailed recruitment material also has a negative relationship with career choice. It does
not affect the career choice of individuals. (Appendix-D figure D4.26)
Q22: Potential for high salary
More than 70 percent of individuals are influenced by those careers that pay them high.
Means there is a strong relationship between career choice and high paying careers.
(Appendix-D figure D4.27)
Q23: Challenges offered by career choice
More than 60 percent were influenced by those careers that offer challenging tasks.
Means individuals prefer those careers that offer them challenges and in which they can
show their skills and abilities and remain motivated. (Appendix-D figure D4.28)
42
Q24: Internet Information (World Wide Web)
Internet information is not a source of influence for individuals while making a career
choice. Because only 20-30 percent respondents response in favor. (Appendix-D figure
D4.29)
43
Part 2
4.3 Career Satisfaction
Q1: Overall, I know what is expected to me at work (behavior, general performance,
and critical job tasks).
The result shows that more than 80 percent of employees agree with the view that they
know what their duties, responsibilities and what is expected to them at the work place.
(Appendix-D figure D4.30)
Q2. I receive the job-specific training I need to do my job.
The result shows that more than 50 employees were agreed with the view that they have
received the job specific training. Means they are well aware how to perform their duties
and tasks. (Appendix-D figure D4.31)
Q3: My skills and abilities are a good fit for my position.
The result shows that more than 70 percent of employees are satisfied with their job
because they think that their skills and their abilities match to their duties and job.
(Appendix-D figure D4.32)
Q4: Considering my position (work and responsibility) I am paid fairly.
Employees are satisfied with their salary because nearly 70 percent of employees are
satisfied with their pay package. This also reflects that they are satisfied with their career.
As attractive salary package motivates employees to perform well. (Appendix-D figure
D4.33)
44
Q5: Overall, I am satisfied with my benefits package.
Employees are satisfied with their benefits package. It shows that only 23 percent of
employees rejected the statement that they are satisfied with their benefit package.
(Appendix-D figure D4.34)
Q6: Someone at work shows concern for my well-being.
The figure below reflects that employees’ feel that their organization concern for their
well-being and they are satisfied with it. Nearly 60 percent respondents believe that their
organization concern for their well being. (Appendix-D figure D4.35)
Q7: Overall, I have a positive relationship with my co-workers.
Majority of employees feel that they have positive relationship with their co-workers.
This shows that employees are quite satisfied with co-workers, which are appropriate for
healthy working environment. A small percentage showed neutral response which shows
they are neither agree nor disagree with the statement. (Appendix-D figure D4.36)
Q8: Employees at my workplace work together as a team
Sixty percent of the employees are satisfied with their co-workers because they work like
a team. (Appendix-D figure D4.37)
Q9: My workload is reasonable.
The result shows that more than 70 percent of employees think that their workload is
reasonable it means that they are satisfied with their workload. And can easily carry their
tasks. (Appendix-D figure D4.38)
Q10: The level of physical comfort (noise, lighting, cleanliness, temperature and
workspace) at my workplace is satisfactory.
45
The result shows that more than 70 percent of the employees agree that physical working
conditions like aesthetics, working space, lightening, interior is good. While very few
think that physical conditions are not supportive to achieve better output and needs some
improvements. These respondents might belong from accounts department, where
physical working conditions are not supportive of the tough and tiresome routine work.
(Appendix-D figure D4.39)
Q11: My job is important to the success of the Department
The result below shows that 87 percent of the employees agree that their job is very
important for the success of the department. It means that they think there are playing an
important role for the department and are satisfied with their job. (Appendix-D figure
D4.40)
Q12: I'm proud to work for the Department.
The result shows that nearly 80 percent of the employees agree that they are proud to
work for the department. This means that they are contented. (Appendix-D figure D4.41)
Q13: This career gives me more authority for decisions making?
The result shows that 47 percent of the employees were agreed with this view that their
career gives them authority for decision-making. This means somehow the employees are
satisfied with their authority level. However 25 percent neither agreed nor disagreed the
above statement. (Appendix-D figure D4.42)
Q14: I will prefer this profession for my kids / siblings?
The result shows that only 30 percent of employees want that their children’s or siblings
join this profession. However 32 percent of the employees selected that they are neither
agree nor disagree with this statement. The reason of this may be that they want to set
46
free their kids or sibling to choose a career not because they are unsatisfied with their
present career. (Appendix-D figure D4.43)
Q15: There were many moments in my life when I think of quitting this profession?
The result revels that nearly 70 percent of employees rejected the statement that they ever
think of quitting this profession. This shows that majority of employees are satisfied with
their profession and they do not want to quit it. (Appendix-D figure D4.44)
Q16: Which of the following benefits would you most like to see improved (select
one)?
1. Annual leave
2. Sick Leave
3. Healthcare
4. Dental
5. Retirement benefits
6. Flexible work schedule (flextime, telecommute, etc.)
7. No improvements needed
Majority of employees want that there should be flexible work schedule and 22 percent
want that there should be improvement in health care services and 20 percent of
employees want retirement benefits. It shows that work schedule is a bit tough in the
organization. (Appendix-D figure D4.45)
Q17: How likely are you to seek any other profession within the next 12 months?
1. I am actively seeking
2. I occasionally seek
3. I may apply if I become aware of an opportunity.
47
4. I am not seeking
The result shows that 44 percent of the employees are satisfied with their current career
and they are not seeking any other profession. On the other side 30 percent of employees’
responded that might they apply if they can have better opportunities. Only 26 percent of
the employees marked that they are seeking any other profession. (Appendix-D figure
D4.46)
Q18: The main reason I am seeking any other profession is:
1. Better working conditions
2. More challenging position
3. More job security
4. Better advancement opportunities
5. Higher salary
6. Better relationship with co-workers
7. Better relationship with supervisor
8. Organizational culture
9. Higher level of responsibility
10. Lifestyle (move, career change, etc.)
Only 10 respondents seeking any other profession out of 40 means just 25%. 5 out of 10
who are seeking any other profession give the reason of high salary. And 2 for better
advancement opportunities and 2 for more job security. 88 percent of employees respond
that they are not seeking any other profession mean they are satisfied with their career.
(Appendix-D figure D4.47)
48
Results of Correlation Matrix
Career choice and career satisfaction was one by one correlated with the
employee’s performance to identify their relationship. The results of correlation matrix
are shown below:
Inter-Item Correlation Matrix
1.000 .106 .124
.106 1.000 -.188
.124 -.188 1.000
career satisfaction
employees performance
career choice
careersatisfaction
employeesperformance career choice
4.4.1 Career Choice
The relationship between career choice and employee performance was found to
be negative(r=-0.188). The hypothesis that there is a relationship between career choice
and employee performance has been rejected. The null hypothesis that there is no
relationship between career choice and employee performance has been accepted. The
reason is that when individual chooses his career under the influence of a person, event
and factor he tends to choose unrealistic career that do not match his skills, talent and
abilities. He chooses unrealistic career that does not match his own personality
characteristics and on the basis of this unrealistic career choice his performance remains
lower than expected action. One possible explanation is reference group theory
(Williams, 1972) that hypothesize that the aspirations of youth are based upon others as
their family and friends to which the youth aspires. May be he aspires with an individual
and particularly adopt his or her profession. Now a day’s mass media is also playing
important role and cause of students’ inspiration. There is some evidence that media
49
exposure of various occupations tend to be unrealistic (Fox and Renas, 1977). Moreover,
most occupations are never exposed at all since emphasis is on the more glamorous
occupations. Many students make unrealistic occupational choice as a result of
inadequate, incomplete, inaccurate and sometimes distorted occupational information
(Fottler and Bain, 1984). Many studies indicate that young people leaving an educational
system and entering a work organization experience reality shock in relating to the day to
day activities and problems of the work environment (Hall, 1976). That is also a reason
for inadequate performance of employees at work places. Career preference studies by
Schein (1975), Derr (1980) and Rynes et al (1988) also show that only a few people
prefer jobs and careers within their own technical functional areas of expertise or within
their occupational skills areas.
4.4.2 Career Satisfaction
The results of the correlation matrix revealed that there is a relationship between
career choice and employee performance. Career satisfaction is positively related
(r=0.106) to the perceived employee performance. This shows that the H2 has been
accepted that career satisfaction is positively related with employee performance. The
previous research done by Jiang et all (2000) provided us results that the stronger one’s
internal career desires and the better the external career opportunities provided by the
organization, the higher one’s career satisfaction. Another study done by Igbaria,
Greenhaus, Parasuraman (1991) suggested that employees whose career orientations
well-matched with their job setting reported higher career satisfaction. A study conducted
by Igbaria, Greenhaus and Parasuraman (1991) also found the importance of match
between career orientation and job setting. The findings resulted that internal career
50
needs and external career options can produce positive out comes among employees. If
an employee is to remain satisfied, there must be personal motivation (internal career
anchors) as well as a favorable perceived external (organizational) career situation (Jiang,
Klein and Balloun, 2000).
The results of correlation matrix affirmed somewhat weak relationship between
career choice and employee performance. As we already know that value of correlation
from 0 to 0.3 indicates weak relationship. The researcher found, employees are satisfied
with their organization because at FFC they are being paid well and contented with their
benefit packages. It was observed from the findings that supervisors are not much
contented with their performance. Its reason is, most of the employees that have taken
part in this research were less experienced and they were at learning stage. Another
reason could be their unmatched skills and abilities with their current tasks.
Overall, this study has concluded, employees are satisfied with their organization
and career. Performance of the employees satisfied with their career is comparatively
higher with their dissatisfied/unsatisfied employees. In nut shell researcher has concluded
that any individual will perform better if he/she is allowed to peruse career of his/her
choice.
51
CHAPTER 5
CONCLUSION AND RECOMMENDATIONS
5.1 Conclusion
This study provided a report about career choice for the managers, technical and clerical staff
of Fauji Fertilizers Company Limited. In addition, the relationships between career
satisfaction and employee performance was also discussed. The overall finding of this study
was that the career choice and employee performance are not related. As for the career
choice, the findings resulted; career choice that is made under the influence of a person, event
and factor is negatively related with the employee performance. The reason is individuals set
unrealistic goals and targets for themselves or just select a career under the influence of
someone or through mass media. Another reason is usually employee experience reality
shock after participating in day-to-day activities at work place. When the difference between
their original preferences and their present job was examined, significantly higher turnover
was found among young employees with career quite different from originally hoped
(Maizles, 1970). We also know that an individual’s needs and goals change at different points
in the career cycle so that what is satisfying at one career stage may not be at another (Fottler
and Bain, 1984).
According to this study’s finding, there is a positive relationship between career satisfaction
and employees performance. A study done by Vardi and Hammer (1977) found positive
correlation between career interest, career effort, career satisfaction and job satisfaction. It
shows if employees are satisfied with their current career choice they will produce quality out
put at workplaces. As Sims (1983) has suggested that to match the job and person, an
appropriate structure for assessing job demands and personal characteristics is needed. It
52
means, if job tasks match with the person who is performing he/she will be more satisfied
and will perform well.
5.2 Limitations
There are a number of limitations in this study that should be mentioned here for
consideration by those using this study’s findings or evaluating the results.
A small sample from only one organization was used which may not be the true
representative. A second study with different organizations is necessary to
determine the robustness of the results.
Because of the small sample size the power to determine strong relationship was
weak.
Time and other resources were limited so a comprehensive study was not
conducted.
Some employees were reluctant to share openly their views about career choice.
Some didn’t take it seriously as they thought researches are just carried out for
academic purpose and has nothing to do with improvements.
The instrument used was questionnaire so other instruments like interviews and
group discussions can also prove helpful in this regard.
To understand such concepts as career choice and career satisfaction, we need to
view the changing individual patterns of involvement and satisfaction over an
entire career.
The complete domain of career strategies and performance outcome was not
investigated.
53
5.3 Recommendations
There is a considerable evidence that young people develop unrealistic
information about career from mass media and these images cant be corrected
through counseling which is done in our educational institutions. Realistic
information could be provided through mass media such as computerized
occupational information system, radio, television, movies and students internship
programs.
There should be more interaction between students and employers or employing
organizations other wise they will remain unrealistic.
Career decision-making is a life long process occurring through out an
individual’s life, there is a more need to improve career development within the
organization.
A manager or supervisor can provide aid in career development by judging
employee skills, talent and abilities while improving individual’s performance.
Senior managers must receive adequate training and support to provide effective
vision and direction for the people management strategies.
The working environment was found to be good. A further enhancement can be
made through improving physical arrangements of those departments which are
not satisfied.
54
REFERENCES
Auyeung, P. and Sands J., (1997), ‘Factors Influencing Accounting Students'
Career Choice: A Cross-Cultural Validation Study’, Accounting Education, 6:11,
13-23.
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