Vertical Occupational mobility of labour and organizational commitment; Banking Sector of Pakistan
The study of my topic i.e. vertical occupational mobility of labour and Organizational commitment comes under Human Resource Management (HRM). HRM itself by its name describes that it is an approach of people working in an organization which play an important role in achieving organization’s objective. This subject area basically helps in managing workforce to acquire maximum efficiency. The Human Resources Management includes a variety of activities such as whether to use independent contractors or hire employees, recruitment, time management, workforce planning, training and development, performance appraisal etc. There are two type of labour mobility i.e. geographic and occupational mobility. Geographic mobility is defined as changes in location of workers across physical space which is further divided into two parts i.e. short distance and long distance moves. Occupational mobility is defined as changes in location of workers across asset of jobs. This research will help managers and policy makers to know how vertical occupational mobility and organizational commitment are related. This research will identify those factors which lead to vertical occupational mobility which then affects commitment of an employee with an organization. Before segmenting the labour market policy makers will have an idea before that what will be its effect to organizational commitment.
1. To test the proposition that wage gaps among employees within an organization affects task and technology of an organization and has significant/insignificant impact on organizational commitment. 2. To test the proposition that job performance of an employee plays an important role in organizational development (task and technology) and has significant/insignificant impact on organizational commitment. 3. To test the proposition that distributive justice affects organizational culture and has significant/insignificant impact on organizational commitment. 4. To test the proposition that Human Capital Investments affects the organizational strategy of an organization and has significant/insignificant impact on organizational commitment. 5. To test the proposition that mobility attitudes affects organizational behaviour of an organization and has significant/insignificant impact on organizational commitment. 6. To test the proposition that skills of an employee affects organizational development (task and technology) of an organization and has significant/insignificant impact on organizational commitment.
“Occupational mobility is defined as the fraction of currently employed individuals who report a current occupation different from their most recent previous report” by Gueorgui Kambourov and Iourii Manovskii (2004). Nachum Sicherman & Oded Galor (1990) in their research describes occupational mobility as an important part of worker’s career. When a person has high experience he is likely to have occupational mobility within the organization in terms of promotion. Schooling plays an important role in upward occupational mobility. It also describes that when workers expect high probability of promotion in a firm and they are not promoted, mostly they quit the organization.
Gender based Occupational Mobility
Shirley Dex, Kelly Ward & Heather Joshi (2006), in their research on women’s place and their workings in labor market, indicates that downward occupational mobility of labor among women has decreased after their first child birth as compared with previous generations according to Women and Employment Survey (WES).
Occupational and Geographical Labor Mobility
Larry D. Schroeder. (1976) studies the interdependence between geographicaland occupational mobility using two data sets (samples). One data set is of maletaxpayers in Winconsin during the period...
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