The relationship between personnel management systems and employees' career perspectives in a manufacturing company

Abstract

The effects of changing personnel management systems upon employees' career perspectives were examined through field surveys at a manufacturing company. Two questionnaire surveys were conducted, first for 222 workers in 1984 when the personnel management system was relatively seniority-based, and second for 495 workers in 1990 when an ability-based system had just been introduced. Comparison between the two sets of male data revealed that employees lowered organizational commitment but raised promotional expectations after the introduction of the new personnel management system. In terms of promotional aspirations, though, the number of workers aspiring to higher management status decreased while those of lower management aspirations increased.