Career success of selected male and female bank managers: Correlates of career success and effect on organizational commitment

• Main Authors: Catala, Laura Angela P., Chavez, Martha Vergel L., Reyes, Ma. Celina Angelica D.
• Format: text
• Language: English
• Published: Animo Repository 2012
• Subjects: Organization Development
• Online Access: https://animorepository.dlsu.edu.ph/etd_bachelors/17980
• Institution: De La Salle University

This descriptive quantitative study that compares the career success of male and female managers in selected local banks in Metro Manila. It looked into the factors associated with their career success and the effect of career success on their organizational commitment. Career success was measured using a weighted sum that included both objective and subjective career success. A total of 200 bank managers in Metro Manila (100 males and 100 females were surveyed. The findings revealed that both male and female managers had a moderate overall career success. Similarly, they had a moderate subjective career success. In contrast to the males who had a moderate overall organizational commitment, females had a high overall organizational commitment. Based on the One Way Anova, results showed that for males, the human capital factors of educational attainment, tenure in organization and tenure as a manager had a significant association with their objective and overall career success. For females, only educational attainment and tenure as a manager had a significant association with their objective and overall career success. For females, only educational attainment and tenure as a manager had a significant relationship with their objective and overall career success. On the other hand, the demographic factors of age and marital status had a significant association only with the objective career success of both male and female managers. Using a Pearson correlation analysis, results show that for male managers, perceived organizational support had a significant relationship with their subjective, perceived organizational support had a significant relationship with their subjective, objective and overall career success. In contrast, among female managers, perceived organizational support had a significant relationship only with subjective and overall career success. Among males, perceived organizational justice had a significant association with their subjective and overall career success. Among males, perceived organizational justice had a significant association with their subjective and overall career success. Among females, perceived organizational justice had a significant association with their objective, subjective and overall organizational justice. Lastly, the career of both male and female managers had a significant effect on their overall organizational commitment.