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Factors affecting career development among employees of Cavite State University / by Alaica B. Arpon, Carla Jane S. Limpio and Jenelle Joyce S. Pulido.

By:

Arpon, Alaica B [author]

Contributor(s):

Material type: Text

TextLanguage: English Publication details: Indang, Cavite : Cavite State University- Main Campus, 2019.Description: xix, 139 pages : illustrations ; 28 cmContent type:

text

Media type:

unmediated

Carrier type:

volume

Subject(s):

DDC classification:

352.6 Ar6 2019

Online resources:

Click here to view abstract and table of contents

Production credits:

College of Economics, Management and Development Studies (CEMDS), Department of Management

Abstract: ARPON, ALAICA B., LIMPIO, CARLA JANE S., and PULIDO, JENELLE JOYCE S. Factors Affecting Career Development Among Employees of Cavite State University. Undergraduate Thesis. Bachelor of Science in Business Management major in Human Resource Development Management. Cavite State University, Indang, Cavite. January 2019. Adviser: Ms. Mailah M. Ulep. The primary responsibility for career planning lies in the individual but organizational career planning should be completely in line with individual career planning if an organization wants to retain the best employees. Assumptions and the perspective deliver the researchers to examine the influence of aspects of individual and organizational aspects of the career development of employees of Cavite State University. The study examined the factors affecting career development among employees of Cavite State University. One hundred seventy eight regular employees of Cavite State University-Main Campus participated in the study. It was conducted to determine the effectiveness of career planning factors on career development of the employees of Cavite State University. It aimed to determine the socio-demographic profile of the participants, the perceived level of effectiveness of individual career planning factors, significant difference in the perceived effectiveness of individual career planning factors of employees when grouped according to socio- demographic profile, perceived level of effectiveness of organizational career planning factors, significant difference in the perceived effectiveness of organizational career planning factors of employees when grouped according to socio-demographic profile, perceived level of career development, and significant relationship between the perceived effectiveness of individual and organizational career planning factors and perceived career development of the employees of Cavite State University. For the analysis and interpretation of data, descriptive statistics such as frequency count, percentage, mean score, Chi-square, Mann-Whitney, Kruskall-Wallis and Spearman Rank Correlation were utilized. Results showed that the majority of the employees were 40 years of age, female, married, master’s degree holder, and non-academic employees. Goal setting and action identification is said to be an effective factor in individual career development of the employees. Overall, the level of effectiveness of individual career planning factor was moderate. Slightly significant difference was noted on self-assessment when grouped according to educational attainment which leads to the rejection of the null hypothesis. Organizational career planning was reported to be moderately effective as perceived by the employees. Highly significant difference was noted in one of the factors of organizational career planning which is the career education across different ages and leads to the rejection of the null hypothesis. However, slightly significant difference was noted in the career counseling of employees when grouped according to different civil status and in the organizational career planning of employees’ between different ages. Career development is observed to be slightly advancing as evident on the overall mean. Highly significant relationship was noted in the individual and organizational career planning factors and perceived career development among employees which lead to the rejection of the null hypothesis. This study enhances the existing body of knowledge by investigating individual and organizational career planning factors. It supplements the career development practices by establishing a comprehensive framework on career development. This study highlights the importance of education and experience for the employees.

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Holdings ( 1 )
Title notes ( 5 )

Holdings
Item type	Current library	Collection	Call number	Materials specified	URL	Status	Notes	Date due	Barcode
Theses / Manuscripts	Ladislao N. Diwa Memorial Library Theses Section	Non-fiction	352.6 Ar6 2019 (Browse shelf(Opens below))		Link to resource	Room use only	T-8090		00011937

Thesis (Bachelor of Science in Business Management Major in Human Resource Development Management) Cavite State University.

Includes bibliographical references.

College of Economics, Management and Development Studies (CEMDS), Department of Management

ARPON, ALAICA B., LIMPIO, CARLA JANE S., and PULIDO, JENELLE JOYCE S. Factors Affecting Career Development Among Employees of Cavite State University. Undergraduate Thesis. Bachelor of Science in Business Management major in Human Resource Development Management. Cavite State University, Indang, Cavite. January 2019. Adviser: Ms. Mailah M. Ulep.

The primary responsibility for career planning lies in the individual but organizational career planning should be completely in line with individual career planning if an organization wants to retain the best employees. Assumptions and the perspective deliver the researchers to examine the influence of aspects of individual and organizational aspects of the career development of employees of Cavite State University.

The study examined the factors affecting career development among employees of Cavite State University. One hundred seventy eight regular employees of Cavite State University-Main Campus participated in the study.

It was conducted to determine the effectiveness of career planning factors on career development of the employees of Cavite State University. It aimed to determine the socio-demographic profile of the participants, the perceived level of effectiveness of individual career planning factors, significant difference in the perceived effectiveness of individual career planning factors of employees when grouped according to socio- demographic profile, perceived level of effectiveness of organizational career planning factors, significant difference in the perceived effectiveness of organizational career planning factors of employees when grouped according to socio-demographic profile, perceived level of career development, and significant relationship between the perceived effectiveness of individual and organizational career planning factors and perceived career development of the employees of Cavite State University.

For the analysis and interpretation of data, descriptive statistics such as frequency count, percentage, mean score, Chi-square, Mann-Whitney, Kruskall-Wallis and Spearman Rank Correlation were utilized.

Results showed that the majority of the employees were 40 years of age, female, married, master’s degree holder, and non-academic employees.

Goal setting and action identification is said to be an effective factor in individual career development of the employees. Overall, the level of effectiveness of individual career planning factor was moderate. Slightly significant difference was noted on self-assessment when grouped according to educational attainment which leads to the rejection of the null hypothesis.

Organizational career planning was reported to be moderately effective as perceived by the employees. Highly significant difference was noted in one of the factors of organizational career planning which is the career education across different ages and leads to the rejection of the null hypothesis. However, slightly significant difference was noted in the career counseling of employees when grouped according to different civil status and in the organizational career planning of employees’ between different ages.

Career development is observed to be slightly advancing as evident on the overall mean. Highly significant relationship was noted in the individual and organizational career planning factors and perceived career development among employees which lead to the rejection of the null hypothesis. This study enhances the existing body of knowledge by investigating individual and organizational career planning factors. It supplements the career development practices by establishing a comprehensive framework on career development. This study highlights the importance of education and experience for the employees.

Submitted to the University Library 05/16/2019 T-8090