Vertical Occupational Mobility of Labour and Organization
Vertical Occupational mobility of labour and organizational commitment; Banking Sector of Pakistan
ABSTRACT
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.
STUDY OBJECTIVES
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
ABSTRACT
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.
STUDY OBJECTIVES
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
References: Gueorgui Kambourov and Iourii Manovskii. (2009). Occupational Mobility and Wage Inequality. Review of Economic Studies. 76 (2), 731-759. Nachum Sicherman & Oded Galor. (1990). A Theory of Career Mobility. The Journal of Political Economy. 98 (1), 169-192. Shirley Dex, Kelly Ward & Heather Joshi. (2006). Changes in Women’s Occupations and Occupational Mobility over 25 years. Women and Employment Survey. 1 (1), 18-24. Larry D. Schroeder. (1976). Interrelatedness of Occupational and Geographical Labor Mobility. Industrial and Labor Relations Review. 29 (3), 405-413.