Career Competency, Self-Efficacy, and Organizational Commitment at Work

Purpose: Career Competency describes the knowledge base and performance standards required to successfully complete a job or hold a position and employee competence is characterized by the extent of employee knowledge, skills, traits, and behaviour which can be technical, interpersonal skills related or business oriented. Also, Self-efficacy of an employee is one of the most influential aspects of self-knowledge which influences the individual in determining the actions to be taken to achieve a goal. Therefore, in order to survive and to achieve its goals, organizations must focus more on developing the competency skills, efficiency and effectiveness of its manpower by increasing their level of commitment for accelerated growth and development of the organization. Research Aims: This paper attempts to analyze the constructs of the conceptual model (career competency, self-efficacy and organizational commitment) and to determine differences amongst respondents with respect to Organizational Commitment based on chosen demographic variables (gender, age, years of experience and monthly income).Design/Methodology/Approach: Sample Size: Primary data was collected from 349 male and female employees working in public and private sector organisations through a structured questionnaire on a five-point Likert’s scale. Tools and Techniques: Statistical tools like weighted mean, t test, and ANOVA are employed and Convenience sampling technique was adopted for the study.Key Findings: The weighted mean results revealed that out of the six factors of Career Competency ‘Reflection on Motivation’ has emerged as the most important factor followed by ‘Reflection on Qualities’. t test results revealed that female respondents were more committed to their organization than the male employees. ANOVA result indicate that there exist significant differences among the respondents based on the chosen demographic variables namely, age, years of work experience and monthly income with respect to Organizational Commitment