- Mohammad Amin Zarei,
Volume 25, Issue 99 (10-2026)
Abstract
Aim: This study aimed to examine the effectiveness of career counseling based on career path design on job satisfaction, organizational commitment, and human resource productivity among employees of companies affiliated with the Teachers’ Reserve Fund.
Methods: This applied study used a quasi-experimental design with a pretest, posttest, and three-month follow-up, including a control group. The statistical population consisted of employees working in companies affiliated with the Teachers’ Reserve Fund. Among eligible employees, 60 participants were selected through convenience sampling and, after initial matching based on demographic and occupational characteristics, were assigned to experimental and control groups. The experimental group participated in an eight-session career counseling program based on career path design, with each session lasting 90 minutes and held once a week. The control group received only routine organizational programs during the same period. Data were collected using job satisfaction, organizational commitment, and human resource productivity questionnaires. The data were analyzed using mixed repeated-measures analysis of variance.
Results: The findings indicated that the interaction effect of time and group was significant for job satisfaction, organizational commitment, and human resource productivity. The mean scores of the experimental group increased from pretest to posttest in all three variables, and this improvement was largely maintained at the three-month follow-up. In contrast, the control group showed no meaningful change across the study phases.
Conclusion: The findings suggest that career counseling based on career path design can be used as an effective intervention for human resource development, increasing job satisfaction, strengthening organizational commitment, and improving employee productivity. By reconstructing career narratives, enhancing professional self-awareness, aligning individual and organizational values, strengthening career adaptability, and developing professional action plans, this intervention can improve employees’ occupational attitudes and job-related functioning.
