The Relationship Between Career Progression and Perceived Organization Commitment Among HR Practitioners in Hotel Industry

In this project paper it has re-established the theoretical and practical significance of organizational commitment related with career progression of Human Resource (HR) practitioners in hotel industry. It was investigated organization commitment (affective and normative) towards HR practitioner in...

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Main Author:	Stella, Savarimuthu
Format:	Thesis
Language:	eng eng
Published:	2012
Subjects:	TX901-946.5 Hospitality industry Hotels, clubs, restaurants, etc Food service
Online Access:	https://etd.uum.edu.my/3174/1/STELLA_SAVARIMUTHU.pdf https://etd.uum.edu.my/3174/4/STELLA_SAVARIMUTHU.pdf
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id	my-uum-etd.3174
record_format	uketd_dc
institution	Universiti Utara Malaysia
collection	UUM ETD
language	eng eng
advisor	Wan Mohd Noor, Wan Shakizah
topic	TX901-946.5 Hospitality industry Hotels, clubs, restaurants, etc Food service
spellingShingle	TX901-946.5 Hospitality industry Hotels, clubs, restaurants, etc Food service Stella, Savarimuthu The Relationship Between Career Progression and Perceived Organization Commitment Among HR Practitioners in Hotel Industry
description	In this project paper it has re-established the theoretical and practical significance of organizational commitment related with career progression of Human Resource (HR) practitioners in hotel industry. It was investigated organization commitment (affective and normative) towards HR practitioner in hotel industry context. Career progression has been currently neglected on HR practitioners, they are lacking in their capacity of their own progression to play as an important role as a strategic partner. HR practitioners do not experience career progression; working on tasks that are related to their career goals, they also do not learn new things and grow professionally. Questionnaires, collected from total of 30 comprehensive questionnaires were distributed to 31 Hotels operating in Seremban and Port Dickson of Negeri Sembilan, showed that the career progression were positively related to affective and normative commitment. Results focus on how organizational commitment be used to manage career progression, and proposes an agenda for future research.
format	Thesis
qualification_name	masters
qualification_level	Master's degree
author	Stella, Savarimuthu
author_facet	Stella, Savarimuthu
author_sort	Stella, Savarimuthu
title	The Relationship Between Career Progression and Perceived Organization Commitment Among HR Practitioners in Hotel Industry
title_short	The Relationship Between Career Progression and Perceived Organization Commitment Among HR Practitioners in Hotel Industry
title_full	The Relationship Between Career Progression and Perceived Organization Commitment Among HR Practitioners in Hotel Industry
title_fullStr	The Relationship Between Career Progression and Perceived Organization Commitment Among HR Practitioners in Hotel Industry
title_full_unstemmed	The Relationship Between Career Progression and Perceived Organization Commitment Among HR Practitioners in Hotel Industry
title_sort	relationship between career progression and perceived organization commitment among hr practitioners in hotel industry
granting_institution	Universiti Utara Malaysia
granting_department	Othman Yeop Abdullah Graduate School of Business
publishDate	2012
url	https://etd.uum.edu.my/3174/1/STELLA_SAVARIMUTHU.pdf https://etd.uum.edu.my/3174/4/STELLA_SAVARIMUTHU.pdf
_version_	1747827514581975040
spelling	my-uum-etd.31742016-04-24T02:25:13Z The Relationship Between Career Progression and Perceived Organization Commitment Among HR Practitioners in Hotel Industry 2012-04-19 Stella, Savarimuthu Wan Mohd Noor, Wan Shakizah Othman Yeop Abdullah Graduate School of Business Othman Yeop Abdullah Graduate School of Business TX901-946.5 Hospitality industry. Hotels, clubs, restaurants, etc. Food service In this project paper it has re-established the theoretical and practical significance of organizational commitment related with career progression of Human Resource (HR) practitioners in hotel industry. It was investigated organization commitment (affective and normative) towards HR practitioner in hotel industry context. Career progression has been currently neglected on HR practitioners, they are lacking in their capacity of their own progression to play as an important role as a strategic partner. HR practitioners do not experience career progression; working on tasks that are related to their career goals, they also do not learn new things and grow professionally. Questionnaires, collected from total of 30 comprehensive questionnaires were distributed to 31 Hotels operating in Seremban and Port Dickson of Negeri Sembilan, showed that the career progression were positively related to affective and normative commitment. Results focus on how organizational commitment be used to manage career progression, and proposes an agenda for future research. 2012-04 Thesis https://etd.uum.edu.my/3174/ https://etd.uum.edu.my/3174/1/STELLA_SAVARIMUTHU.pdf text eng validuser https://etd.uum.edu.my/3174/4/STELLA_SAVARIMUTHU.pdf text eng public masters masters Universiti Utara Malaysia Alvi,H.L., & Ahmed,S.W. (1987).Assessing organizational commitment in a developing country: Pakistan—A case study. Human Relations, 40,267−280. Arnold,J. (2001).Careers and career management. In N. Anderson,D.S. 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The Relationship Between Career Progression and Perceived Organization Commitment Among HR Practitioners in Hotel Industry

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