Organisational development programmes and employees’ career development: the moderating role of gender

Abstract

Purpose This study aims to investigate the relationship between different organisational development programmes (360-degree feedback; Coaching; Job assignment; Employee assistance programmes; On-the-job training; Web-based career information; Continuous professional development; External education provision) and employees’ career development. The implications of the moderating effects of gender on the relationships between these eight organisational programmes and career development are assessed. Design/methodology/approach To examine hypothesised relationships on eight organisational programmes and career development, this paper computed moderated regression analyses using the PROCESS macro (3.5), for a two-way analysis of variance (Hayes, 2018). The data collected are based on a survey sample of employees (n = 322) working in Scotland. Findings Two main findings arose from this empirical study. First, there are significant direct relationships between seven out of the eight organisational development programmes and their influences on employees’ career development. Second, gender is a significant moderator for four of the programmes’ relationship with career development, namely, coaching, web-based career information, continuous professional development and external education provision. However, gender failed to moderate the four other programmes’ (i.e. 360-degree feedback, job assignment, employee assistance programmes and on-the-job training) relationship with career development. Originality/value This paper concludes that closer attention should be given to the organisational design of these development programmes and consideration of potential gender differences in employees’ perception of their importance for career development in their organisation. To date, the majority of research in the literature has concentrated on the impact of training on career development, so this study contributes to the body of knowledge on a set of organisational development programmes and their effect on career development moderated by gender.

The influence of organizational development programs on employees’ career development: the role of gender as a moderator

“…3. Job assignment is defined in this study as 'a task identified by the management and given to the employee to perform within a determined time frame to achieve specific work and learning objectives' (Pinnington et al, 2022). The aim of this is to develop skills and experience, improve productivity and performance and increase confidence.…”

“…This can contribute to career development through the identification of strengths and areas which need to be worked on. Coaching involves one-to-one learning in a collaborative and reflective relationship. The focus is on achieving the goals which are important for the coachee and it has been shown to have a positive effect on performance outcomes, workplace well-being, resilience and learning. Job assignment is defined in this study as ‘a task identified by the management and given to the employee to perform within a determined time frame to achieve specific work and learning objectives’ (Pinnington et al , 2022). The aim of this is to develop skills and experience, improve productivity and performance and increase confidence. Employee assistance programs (EAPs) are put in place to support workers when dealing with professional and personal challenges.…”

“…The review is based on “Organisational development programmes and employees’ career development: the moderating role of gender,” by Pinnington et al (2022), published in Journal of Workplace Learning .…”

“…A research paper by Pinnington et al (2022) investigates the relationship between different forms of organizational development programs and employees' career development and also the moderating effect of gender on these relationships. Data is gathered from the responses of 322 employees working in management positions in a range of industries across Scotland to a questionnaire survey.…”

“…Pinnington et al (2022) identify the organizational programs which are perceived to have an effect on career development. The order in which each of these programs accounts for career development is external education provision, CPD, on-the-job training, web-based career information, coaching, EAPs and job assignment.…”