الفهرس 
الإطار العام للدراسةيوجد فقط 14 صفحة متاحة للعرض العام
 |  | from | 246 |  |  |
| | | from | 246 | | |
المستخلص
Abstract
This research aims at identifying to what extent career planning affects the organizational citizenship behavior, the extent of employees’ awareness of career planning, and knowing the most important procedures followed in increasing the efficiency of career planning in Benha university. In addition, it proposes a model testing for the impact of career planning on organizational citizenship behavior and presents a set of suggestions and recommendations that contributes in career planning and enhancing organizational citizenship behavior.
The study population consists of the employees of Benha university including both academic teaching staff and administrators, applied on both university central administration and selected Faculties. The researcher couldn’t cover the whole size of the population due to its large size. Therefore, the researcher chose a convenient sample of 300 questionnaires of which 260 valid ones representing an 86% response rate.
Research hypotheses:
have been formulated as one main hypothesis with four sub-hypotheses.
The main hypothesis refers to “There is no significant positive relationship between career planning and the practice of organizational citizenship behavior that benefits the organization as whole for the employees in Benha University”
I.The First sub-hypothesis refers to “There is no significant positive relationship between individual career planning and the practice of organizational citizenship behavior that benefit specific individuals in Benha University”
II.The second sub-hypothesis refers to “There is no significant positive relationship between individual career planning and the practice of organizational citizenship behavior that benefit the whole organization in Benha University”.
III.The third sub-hypothesis refers to ”There is no significant positive relationship between organizational planning career path and the practice of organizational citizenship behavior that benefits specific individuals in Benha University”,
IV.The fourth sub-hypothesis refers to ”There is no significant positive relationship between organizational planning career path and the practice of organizational citizenship behavior that benefits the whole organization in Benha University”.
The questionnaire: in order to achieve the research objectives and to collect the appropriate data to investigate the hypotheses, the researcher conducted a questionnaire consisting of three parts:
I.The First part measures the extent of applicability of career planning activities.
II.The Second part measures the extent of applicability of organizational citizenship behavior practices.
III.The Third part contains open questions to freely express the opinion without any limitation to make a choice. It represents the most important problems and obstacles that weaken the employees career planning in Benha university, in addition to the recommendations to activate career planning and encourage individuals to practice organizational citizenship behavior.
The research Results:
1. Results for Administrators:
The main hypothesis: The null hypothesis was rejected and the alternative hypothesis was accepted, that there is a significant positive relationship between career planning and the practice of organizational citizenship behavior. The statistical analysis confirms that there is a positive direct relationship between career planning and organizational citizenship behaviors.
I.The First sub-hypothesis: The null hypothesis was rejected and the alternative hypothesis was accepted, which refers that there is a significant positive relationship between individual career planning and the practice of organizational citizenship behaviors that benefit specific individuals as the results of the statistical analysis confirm that there is a positive direct relationship between individual career planning and the practice of organizational citizenship behaviors that benefit specific individuals.
II.The Second sub-hypothesis: The null hypothesis was rejected and the alternative hypothesis was accepted, which refers that there is a significant positive relationship between individual career planning and the practice of organizational citizenship behaviors that benefit the whole organization as the results of the statistical analysis confirm that there is a positive direct relationship between individual career planning and the practice of organizational citizenship behaviors that benefit the whole organization.
III. The third sub- hypothesis: The null hypothesis was rejected and the alternative hypothesis was accepted, which refers that there is a significant positive relationship between organizational planning career path and the practice of organizational citizenship behaviors that benefit specific individuals as the results of the statistical analysis confirm that there is a positive direct relationship between organizational planning career path and the practice of organizational citizenship behaviors that benefit specific individuals.
IV.The fourth sub- hypothesis: The null hypothesis was rejected and the alternative hypothesis was accepted, which refers that there is a significant positive relationship between organizational planning career path and thepractice of organizational citizenship behaviors that benefit the whole organization as the results of the statistical analysis confirm that there is a positive direct relationship between organizational planning career path and the practice of organizational citizenship behaviors the benefit the whole organization.
2. Results for the Academic teaching staff:
The main hypothesis: The null hypothesis was rejected and the alternative hypothesis was accepted, that there is a significant positive relationship between career planning and the practice of organizational citizenship behaviors as the results of the statistical analysis confirm that there is a positive direct relationship between career planning and organizational citizenship behaviors.
I.The First sub-hypothesis: The null hypothesis was rejected and the alternative hypothesis was accepted, which refers that there is a significant positive relationship between individual career planning and the practice of organizational citizenship behaviors that benefit specific individuals as the results of the statistical analysis confirm that there is a positive direct relationship between individual career planning and the practice of organizational citizenship behaviors the benefit specific individuals.
II.The Second sub-hypothesis: The null hypothesis was accepted and the alternative hypothesis was rejected, which refers that there is a significant positive relationship between individual career planning and the practice of organizational citizenship behaviors that benefit the whole organization as the results of the statistical analysis confirm that there is no positive direct relationship between individual career planning and the practice of organizational citizenship behaviors the benefit the whole organization.
III.The Third sub-hypothesis: The null hypothesis was rejected and the alternative hypothesis was accepted, which refers that there is a significant positive relationship between organizational planning career path and the practice of organizational citizenship behaviors that benefit specific individuals, as the results of the statistical analysis confirm that there is a positive direct relationship between organizational planning career path and the practice of organizational citizenship behaviors that benefit specific individual.
IV.The Fourth sub-hypothesis: The null hypothesis was accepted and the alternative hypothesis was rejected, which refers that there is a significant positive relationship between organizational planning career path and the practice of organizational citizenship behaviors that benefit the whole organization as the results of the statistical analysis confirm that there is no positive direct relationship between organizational planning career path and the practice of organizational citizenship behaviors the benefit the whole organization.
Conclusion and Recommendations: based on the results stated above, the following conclusions and recommendations are introduced:
I.The importance and necessity of supporting career planning of employees in Benha university due to its significant correlation and direct impact on the practice of organizational citizenship behavior.
II.It is necessary for employees to be aware of the importance of career planning and its impact on their career life.
III.It is essential for the employees to feel the organization’s concern about their careers by
•encouraging them to plan well for their future,
•satisfying the employees job needs,
•conducting training programs to be aware of how to be countering their problems and adapting to the rapid technological changes.
•making continuous encouragement for creative initiatives and ideas
•periodically designing and distributing questionnaires to support their strengths and identify the weaknesses to be resolved.