Research Proposal: Career Planning and Job Satisfaction in UK Banking

This research proposal investigates the relationship between career planning and job satisfaction among employees, particularly within the UK banking industry, focusing on Barclays Bank. It aims to determine key aspects of job satisfaction, understand the concept of career progression, identify f...Read More

Research Proposal
(Relationship between career planning
and job satisfaction among the
employees)

ABSTRACT
The main idea of conducting the present research is to understand the Relationship between
career planning and job satisfaction among the employees. In the present research, the researcher
has focused on addressing the set objectives such as understanding about the relationship
between career progression and job satisfaction of the employees within an organisation. The
researcher has used quantitative research method for carrying out the investigation. Both primary
and secondary data are used for collecting and analysing information related to the research topic
in an effective manner.

Contents
ABSTRACT....................................................................................................................................2
Contents...........................................................................................................................................3
PART 1- INTRODUCTION............................................................................................................5
Introduction..................................................................................................................................5
Research Background..................................................................................................................5
Organisational Background.........................................................................................................5
Problem Statement.......................................................................................................................5
Purpose of Research....................................................................................................................6
Research Aim...............................................................................................................................6
Research Objective......................................................................................................................6
Research Questions......................................................................................................................6
Rationale of Research..................................................................................................................7
Scope and Limitation...................................................................................................................7
PART 2- LITERATURE REVIEW.................................................................................................8
Introduction of Literature Review...............................................................................................8
Literature Review........................................................................................................................8
Research Gap.............................................................................................................................10
PART 3- RESEARCH METHODOLOGY...................................................................................12
3.0 Introduction..........................................................................................................................12
3.1 Research Philosophy............................................................................................................12
3.2 Research Approach..............................................................................................................12
3.3 Research Strategy................................................................................................................12
3.4 Research Design..................................................................................................................13
3.5 Population Sampling............................................................................................................13
3.6 Data Collection....................................................................................................................13
3.7 Data Analysis.......................................................................................................................13
3.8 Ethical Consideration...........................................................................................................14
3.9 Reliability and Validity........................................................................................................14
3.10 Time Plan (Gantt Chart)....................................................................................................14
CONCLUSION AND RECOMMENDATIONS..........................................................................15

REFERENCES..............................................................................................................................16
Topic- “Evaluating the relationship between career progression and job satisfaction among the
employees within UK banking industry”

PART 1- INTRODUCTION
Introduction
Career progression is significantly a journey of employee's workplace which embraces all
the stages that an individual takes within its career for improving it. Career progression
contributes to job satisfaction of the employees. Having career conversations as well as
advancements enable manpower to be satisfied and also keep them involved along with
providing a sense of fulfilment within the journey of employment and work life (Bangwal and
Tiwari, 2018). The current research is based on evaluating the relationship between career
progression and job satisfaction among the employees within UK banking industry.
Research Background
This report is going to focus on different aspects that are associated with career progression
as well as job satisfaction. In addition to it, there will be a description of the factors that are
influencing the career progression of the management employees. Moreover, strategies in
relation to improve the career progression will also going to be covered in this research.
Organisational Background
Barclays Bank is a UK-based British multinational organisation that is headquartered in
London, England. The respective organisation was founded in the year 1690 by John Freame and
Thomas Gould within the banking and financial services industry. The key services of Barclays
Bank include retail banking, investment banking, commercial banking, wealth management,
wholesale banking and private banking. There are over 83000 human resources within the
organisation who are engaged in offering services of the business to its potential customers
throughout the world (Cheng and Yi, 2018). Barclays UK consist of the consumer credit card
business, corporate banking for small, medium as well as large-sized organisations within the
UK. The key purpose of the respective organisation is to deploy finance responsibly to assist
people and businesses. The core values of the company is that it operate with imagination and
energy, championing sustainability and innovation in order to create a positive as well as
enduring difference, for taking pride in leaving things better instead of founding them.
Problem Statement
The problem statement of this current research is related to the evaluation of the
relationship between career progression and job satisfaction of the employees within the

organisation. The problems covered within the current project include the challenges that are
faced by the organisation while maintaining relationship between career progression of the
employees as well as their job satisfaction.
Purpose of Research
The purpose of the existing research is to evaluate the relationship between career
progression and job satisfaction among the employees within an organisation of Barclays Bank
UK. There are various prospects of this research that are going to be discussed in relation to the
career progression as well as job satisfaction of the employees within the organisational
management. Some of these aspects cover understanding the concept of career progression and
in addition to it, there will be determination of the major aspects of the job satisfaction of
employees within an organisation (Farmaki, 2018). Along with it, another purpose of the existing
research is to identify the factors that are having great influence on the process of career
progression of the human resources engaged in performing different roles within the
organisational management. Furthermore, this research will also cover the strategies that are to
be followed by the organisation for the purpose of improving career progression.
Research Aim
“To evaluate the influence of career progression on the job satisfaction among the management
employees”- A study on Barclays Bank
Research Objective
 To determine the key aspects of job satisfaction
 To understand the concept of career progression
 To identify the factors impacting the career progression of the management employees
 To recommend the strategies for improving career progression
Research Questions
 What are the key aspects of job satisfaction?
 Explain the concept of career progression.
 Describe the factors impacting the career progression of the management employees.
 What are the strategies for improving career progression?

Rationale of Research
The topic selected for carrying out the research is related to evaluation of relationship
between career progression and job satisfaction among employees within banking industry
(Golden and Eddleston, 2020). The key reason behind the selection of this topic is that it helps in
the fulfilment of dual perspectives, that is, personal as well as professional perspective. In
context to personal perspective, it helps in the determination of the activities that are effective in
nature towards career progression and job satisfaction. This simultaneously aids an individual in
understanding the significance of career in its life. In context to professional perspective, the
benefit of this research is about relationship between career progression and job satisfaction
among manpower of the organisation. In future course of period, the knowledge of these aspects
will provide assistance to the employees of organisation in performing their role within their
interested career and also provide them full level of job satisfaction. Additionally, identification
of the factors that are influencing career progression of the management employees will also
facilitate the investigator to overcome such factors and frame strategies for better performance.
Scope and Limitation
Within this current investigation, there are some of the limitations which are faced by a
researcher at time of conducting the research (Golden and Gajendran, 2019). Ceratin limitations
are associated with the reliability and accuracy of the data. There are some other limitations
which are faced by the investigator while doing research and these problems are concerned with
the scarcity of resources, time issues, high cost, choice of research method and many others.

PART 2- LITERATURE REVIEW
Introduction of Literature Review
Literature Review is considered as a comprehensive study of the existing project which
requires to be done in an appropriate and effective manner. Once the objectives of the research
project are set by the researcher, the next stage is to conduct the literature review. This section of
the research project provide assistance to an investigator in the process of understanding the
concept and key aspects of job satisfaction as well as career progression respectively (Hassan
and et.al., 2021). Literature Review refers to an overview and an evaluation of the current state
of information about a particular area of the research. The section of the investigation project is
designed for the purpose of bringing higher level of the performance of the employees through
introducing different strategies which are associated with providing greater job satisfaction level
to them.
Literature Review
Key aspects of job satisfaction
According to the view point of Bourne (2020) job satisfaction refers to any set of
psychological, physiological as well as environmental situations which cause an individual to
trustfully say that they are satisfied with their job. Moving a little deeper as well as fast-
forwarding to this century, job satisfaction has been referred to a combination of positive or
negative emotions and feelings with which manpower view their work. The author has also
founded some of the key aspects of job satisfaction and these comprise of pay, promotions as
well as promotion opportunities, supervision, coworkers and the work itself (Kwon and Kim,
2020). There are some of the other aspects of the job satisfaction and these include open
communication, collaborativeness, trustworthiness and many more. Favourable organisational
culture also provides job satisfaction to the employees of the company as it gives values as well
as guidance regarding the topics that are ranging from business goals to proper levels of
interaction among employees.
As per the understanding of Chand (2022) there are different aspects of job satisfaction
and these prospects include job security, appreciation from supervisors, intrinsic interest,
opportunity for promotion and hence advancement, wages, type of supervision, working
conditions, social relations within workplace, communicatio and extra benefits. These are the

number of aspects according to the author that contribute to the job satisfaction of the employees.
Job satisfaction is impacted by the degree to which the situation of the work leads to fulfilment
of the certain values that are possessed by a person. Employees within the organisation place
various values within their jobs, some place greater value on security, other on income, that is,
wages, etc (Lent and Brown, 2019). The author has also founded that higher level of job
satisfaction results in the improvement of the business productivity in an effective manner. It
also reduces employee turnover as well as minimised job stress within the workplace.
Concept of career progression
As per the knowledge of Bernard (2022) there are mainly nine steps for achieving career
progression. A career progression refers to the act of moving forward within the career.
However, the author has also stated that progressing within the carer not always mean to get a
promotion or securing a more highly paid role. Career progression can take various forms such
as being awarded more accountability within the role an individual already possess, shifting to a
distinct sector or business, enhancing skillset through training and development opportunities as
well as taking on new challenges. The author has also observed that career progression is
something which is significant to both the employers as well as their workers. Showing
progression whether that is through a promotion or a sideways move within the company, helps
in demonstrating the ability to adapt to changes towards workload as well as cope with more
accountability which are considered as valuable features to have in any of the job.
According to the view point of Rath and et.al. (2019) Career Progression is defined as the
process of climbing the ladder during the working life of an individual. Moving forwad, finding
new challenges, being promoted, new opportunities, new employers as well as getting the most
out of one's career. There are a large number of aspects as well as components which can
contribute to the efficient and successful career progression and such as most of the things in life,
there are some of the aspects which an individual has no control over and which are typical to
predict. However, the author has also been stated that career progression is not simply regarding
finding a new as well as better job but it is also about getting a pay rise, moving sideways within
an organisation, being given additional accountabilities and along with this, it can even be the
process of leaving an organisation and commencing one's own venture or business.
Factors impacting the career progression of the management employees

As per the understanding of Shree (2017) there are certain factors that are contributing to
the career growth of an individual and also provide assistance to it in ascertaining the appropriate
career for itself. Some of the factors consist of interest, skills, training, attitude, availability of
jobs and many more. The author has stated that it is advisable to choose a career option on the
basis of the interest of a person. An individual is required to look at the things that it do well and
try to seek its interest areas (Li, Bonn and Ye, 2019). Skill is another factor which can also
impact career progression of the management human resources. The right skills for the right job
results in the career progression. As per the knowledge of Badaruddin and et.al. (2020) training
helps an individual in working towards being the best at its job. A person is required to be sure to
choose a training program which facilitates it in getting the next level within its career. Attitude
is another factor which states that what a person feel regarding its work has a great and direct
influence on the quality of the work, a positive attitude leads to positive work being put into the
job. Contrary to it, the negative attitude hinders the growth of the career.
Strategies for improving career progression
As per the knowledge of Half (2022) leading managers understand the significance of
placing professional development of employees at the heart of the policy of the organisation.
There are few strategies which are recommended to the organisation in order to improve the
career progression within the workplace. Some of these strategies consist of setting short term
objectives and goals, self-reflecting, keeping network strong, developing a long-term vision. The
author has also mentioned some of the strategies which must be recommended to an organisation
to review the strengths, weaknesses, motivators as well as values (Nam, 2019). Researching the
possibilities is also a strategy to improve the career progression. In addition to it, developing
expertise as well as analysing the alternatives can also be helpful for an individual in improving
its career progress. According to the view point of Masarech (2021) there are four main
strategies that help an organisation in improving the career progression of its employees. These
strategies cover prioritising conversation above information, highlighting stories not paths,
focussing on opportunities, not career as well as driving responsibility for people development,
not just results.
Research Gap
It refers to the area for which the information which is missing or inadequate limits the
ability of the reviewers in order to reach out to a conclusion for a given problem. The research

gap within this existing project may be further developed, such as through stakeholder
engagement in prioritization, into research needs.

PART 3- RESEARCH METHODOLOGY
3.0 Introduction
Research Methodology is a process within which the information of a specific research is
collected, arranged as well as analysed for framing better and effective business decisions. This
section is used by the investigator to obtain answers to his two main questions which include
how the data will be collected and how it will be analyzed. With the help of information
gathering, the researcher achieves his objective as well as objectives in a systematic and effective
manner (Tocampo and et.al., 2018). Several sub-components of the research methodology are in
accordance with the framework of the Research Onion. Some of them are listed below with
reference to the data collected:
3.1 Research Philosophy
There are two main types of research philosophy including positivism and interpretivism. In
this current investigation, the researcher will use positivism research philosophy as it provides
assistance to the researcher in collecting as well as analysing quantitative information. It also
helps the investigator in conducting in-depth analysis to measure the results and also permits the
ability for codifying the outcomes in a set of predictions and laws.
3.2 Research Approach
The two main research approaches cover deductive as well as inductive and within this
existing research, deductive research approach will be used by investigator as this kind of
research approach helps in explaining the cause and effect relationships between different
variables and concepts. This also provide assistance to the investigator in measuring the concepts
in a quantitative form as well as generalising the findings of the investigation to a certain extent.
3.3 Research Strategy
There are multiple research strategies for conducting the research and these consist of
experiment, action research, survey, case study, grounded theory and many others (Purwanto,
2020). Within this present research, the research strategy of survey is used by the researcher for
reaching out to the prospective candidates in a fast way. It also provides accuracy of the data
which is gathered. Questionnaire is cost-effective research strategy in the form of survey which
will be used by the investigator to identify the variations within the process of understanding as
well as interpretation.

3.4 Research Design
There are two major categories of the research design that comprise of qualitative as well as
quantitative research method. In this existing research, the investigator has selected descriptive
research design as quantitative research is chosen by the researcher because it provides
assistance in eliminating the biases from the research which is conducted along with creating
findings in a more accurate and appropriate manner. Another advantage of using quantitative
research method is that it is often convenient in the process of gaining large sample sizes because
it relies on the concrete numbers as well as fewer variables.
3.5 Population Sampling
There are two major methods of sampling within which the information on a specific topic
gets obtained from a sample of larger group (Torres, 2019). These sampling methods include
probability as well as non-probability sampling. Within the present investigation, non-probability
sampling method is chosen by the researcher because it is more cost-effective as compared to
probability sampling method. Random sampling method helps the researcher in accomplishing
the investigation of 30 people in a faster way.
3.6 Data Collection
The data can be collected through two main different sources such as primary as well as
secondary sources. Within this current investigation, both primary as well as secondary sources
of data collection will be used by the researcher in order to collect the data through different
sources. Primary sources of data collection cover surveys, questionnaire and many others while
secondary sources of data collection include articles, journals, etc. The reason behind selecting
both primary as well as secondary sources of data collection is that primary data collection
provides authenticity, updated information and particular nature. On the other hand, reason
behind choosing secondary sources of data collection is that it is less time consuming as well as
cost-effective in nature.
3.7 Data Analysis
The collected data can be analysed through various approaches like thematic analysis,
frequency distribution, etc. Within the current investigation, frequency distribution analysis is
used by researcher for analysing quantitative information.

3.8 Ethical Consideration
For the purpose of fulfilling ethical aspect of the current research project, consent form will
be signed by all the candidates who have been selected. This will help in showing their willing
participation within the survey through questionnaire and personal information of respondents
will be protected with the help of Data Protection Act (Warr, 2020). Ethics plays an important
role in carrying out every study activity in an ethical and systematic manner. There are various
research ethics that should be taken into consideration by the researcher.
3.9 Reliability and Validity
The results generated from the information are generated from the reliable base since the
information is gathered from the reliable source. That information will benefit in planning ahead
in relation to the chosen topic which will support in order to review the result thoroughly.
3.10 Time Plan (Gantt Chart)
It refers to a certain point of time in future period at which the processes will get analysed
or assumed to end (Stone, Cox and Gavin, 2020). There are two kinds of time horizon and these
include cross-sectional as well as longitudinal. Within the present investigation, cross-sectional
time horizon will be used by the investigator because it will provides assistance to it in the
process of accomplishing the investigation within a small period of time.

CONCLUSION AND RECOMMENDATIONS
From above explanation, it has been concluded that there should be effective relationship
between the career progression as well as job satisfaction of the employees within the
organisation. It has also been concluded that the management of the organisation is
recommended to consider the factors which are having great influence on the career progression
of the management employees. In order to overcome the adverse impact of the factors, the
organisation is recommended to frame the strategies in order to improve career progression.
Within this report, the key aspects of the job satisfaction have been described and along with
this, there has been a discussion on the concept of career progression that helps in improving the
career of the employees or an individual in an effective as well as efficient manner.

REFERENCES
Books and Journals
Bangwal, D. and Tiwari, P., 2018. Workplace environment, employee satisfaction and intent to
stay. International Journal of Contemporary Hospitality Management.
Cheng, J. C. and Yi, O., 2018. Hotel employee job crafting, burnout, and satisfaction: The
moderating role of perceived organizational support. International Journal of Hospitality
Management, 72, pp.78-85.
Farmaki, A., 2018. Tourism and hospitality internships: A prologue to career
intentions?. Journal of Hospitality, Leisure, Sport & Tourism Education, 23, pp.50-58.
Golden, T.D. and Eddleston, K.A., 2020. Is there a price telecommuters pay? Examining the
relationship between telecommuting and objective career success. Journal of Vocational
Behavior, 116, p.103348.
Golden, T.D. and Gajendran, R.S., 2019. Unpacking the role of a telecommuter’s job in their
performance: Examining job complexity, problem solving, interdependence, and social
support. Journal of Business and Psychology, 34(1), pp.55-69.
Hassan, Q., Abid, G., Ali, M., Rehmat, M. and Zafar, R., 2021. Ebullient supervision and
employee life satisfaction: a moderated mediation model. The Service Industries Journal,
pp.1-25.
Kwon, K. and Kim, T., 2020. An integrative literature review of employee engagement and
innovative behavior: Revisiting the JD-R model. Human Resource Management
Review, 30(2), p.100704.
Lent, R.W. and Brown, S.D., 2019. Social cognitive career theory at 25: Empirical status of the
interest, choice, and performance models. Journal of Vocational Behavior, 115, p.103316.
Li, J.J., Bonn, M.A. and Ye, B.H., 2019. Hotel employee's artificial intelligence and robotics
awareness and its impact on turnover intention: The moderating roles of perceived
organizational support and competitive psychological climate. Tourism Management, 73,
pp.172-181.
Nam, T., 2019. Technology usage, expected job sustainability, and perceived job
insecurity. Technological Forecasting and Social Change, 138, pp.155-165.
Ocampo, L., Acedillo, V., Bacunador, A.M., Balo, C.C., Lagdameo, Y.J. and Tupa, N.S., 2018.
A historical review of the development of organizational citizenship behavior (OCB) and its
implications for the twenty-first century. Personnel Review.
Purwanto, A., 2020. The Relationship of Transformational Leadership, Organizational Justice
and Organizational Commitment: a Mediation Effect of Job Satisfaction. Journal of Critical
Reviews.
Stone, R.J., Cox, A. and Gavin, M., 2020. Human resource management. John Wiley & Sons.
Torres, D.G., 2019. Distributed leadership, professional collaboration, and teachers’ job
satisfaction in US schools. Teaching and Teacher Education, 79, pp.111-123.
Warr, P., 2020. Age and job performance. In Work and aging: A European perspective (pp. 309-
325). CRC Press.
Online:
Bourne. J., 2022. What Is Job Satisfaction and Why Is It Important? [Online]. Available
Through:<https://positivepsychology.com/job-satisfaction/>

Chand. S., 2022. Job Satisfaction: Different Aspects of Job Satisfaction. [Online]. Available
Through:<https://www.yourarticlelibrary.com/employee-management/job-satisfaction-different-
aspects-of-job-satisfaction-explained/29519>
Bernard. L., 2022. Plan For Success: 9 Tips to Progress Your Career. [Online]. Available
Through:< https://www.salesforce.com/company/careers/blog/tips-progress-your-career/
Rath, T.S., Mohanty, M. and Pradhan, B.B., 2019, March. An alternative career progression model for
Indian women bank managers: A labyrinth approach. In Women's Studies International Forum (Vol. 73,
pp. 24-34). Pergamon.
Shree. V., 2017. 5 Factors Affecting Your Career Growth. [Online]. Available
Through:<https://www.careerindia.com/features/5-factors-affecting-your-career-growth-
018555.html>
Badaruddin and et.al., 2020. Investigating Factors Affecting Employee Career Development.
[Online]. Available Through:<https://www.abacademies.org/articles/investigating-factors-
affecting-employee-career-development-the-evidence-from-financial-services-company-in-
south-sulawesi-indones-9524.html>
Half. R., 2022. 7 Ways to Support Employee Career Advancement. [Online]. Available
Through:<https://www.roberthalf.com/blog/management-tips/7-ways-to-support-employees-
career-advancement>
Masarech. M. A., 2021. 4 Strategies for Creating a Culture of Career growth. [Online].
Available Through:< https://www.gpstrategies.com/blog/4-strategies-for-creating-a-culture-of-
career-growth/>