Table # 25-D shows another kind of response to organizational support with respect to
career promotion process. 9.1% of the responses say “any other kind”, which means that
these respondents do desire for getting some kind of support from the organization in
their career promotion but they have no clear idea about it.
Table# 27-D
Impact of Trainings on Working Output
Have the past trainings changed your working output or pattern?
Frequenc
y PercentValid
PercentCumulative
Percent
Valid 10 15.2 15.2 15.2
No 1 1.5 1.5 16.7
Yes 55 83.3 83.3 100.0
Total 66 100.0 100.0
Interpretation and analysis
Study Q. 2: How does career development contribute towards organizational
development and vice versa?
The data of the table# 26-D reflects that it carries a validity of 15.2%. The table shows
that only 1.5% of the total responses have responded negatively to any change brought by
the trainings in their working pattern or output. 83.3% has conformed to the fact they
have witnessed change in their work pattern or output after the trainings. This means that
majority understand the importance of trainings in their capacity development through
accepting that trainings help in bringing in change in work patterns and outputs.