CAREER DEVELOPMENT IN A LEARNING ORGANIZATION

effective contribution to work. Similarly it has a negative correlation of -.077 with the
understanding of work.
Career planning has a positive correlation of .077 to the effective contribution to work
but negative correlation of -.105 to understanding of work. On case of leaving
organization but staying in the same field has a strong positive correlation with the career
progression and understanding of work which is .78 and .24 respectively. This factor has
also a negative correlation with effective contribution to work.

Table # 3-C
Descriptive Statistics

Mean Std. Deviation N
Sharing-Knowledge 9.00 .000 59
Training-Impact-Changed-
WorkPattrens 2.73 3.547^59
Training-Impact-WorkQuality 7.98 2.270 59

Training-Impact-
WorkEfficiency 7.10 3.139^59
Training-Impact-
Understanding-Work 6.80 2.504^59
KnowledgeSharing-
GuidingColleagues 4.85 3.468^59
KnowledgeSharing-
WorkSupport 6.80 2.504^59

Table # 4-C
Correlation

Training-Impact-

Changed-Work

Patterns

Training-Impact-

EfficiencWork

y

Training-Impact-

Quality Work

Training-Impact-

Understanding-

Work

Training-Impact-

Increased-Interest

Sharing-

Learning

Knowledge

Sharing-Guiding

Colleagues

Knowledge
Sharing-Work
Support
Spearman's rho Training-Impact-
Changed-Work
Patterns

Correlation Coefficient

1.000 .081 .060 .170 .064 .254(*) .185 -.063

Sig. (1-tailed). .270 .325 .099 .315 .026 .080 .319

(^) Training- N 59 59 59 59 59 59 59 59
Impact-Work
Efficiency
Correlation Coefficient
.081 1.000 .436() .303() .491(**) .120 .195 .073