The Perceived Influence Of Career Development Opportunities At Kenya Institute Of Curriculum Development On The Staff’S Intention To Continue With The Institution

Abstract

This research sought to determine existence of any perceived influence of profession advancement opportunities towards staff’s intention to continue with the employment at the KICD. The independent variable (Career development) is an unlimited series of personal development activities which are interrelated and embedded in various occupational pathing meant to increase employee efficiency touching work environment, teams and individual life. The specific aims were to find out how: Learning, Career lattice, Coaching and Mentorship as well as Tuition assistance opportunities on the staff’s intention to continue serving in the public sector organization under study. This research employed descriptive design on a demographic statistics set of 350 employees from which, 105 statistical sample was chosen through haphazard statistical selection method. During collection of raw facts, the researcher dispersed attitude survey documents across all respondents, collected them later before subjecting each to for further analysis using a computer programing package (SPSS) mainly focusing on descriptive, inferential and linear reversion examination. Research results got displayed via tables as well as figures. Hence, key finding was based on perceived influence of career development opportunities explained by 76.7% change in employee decision to continue with the organization. Results further show, more employees seem to hold a high satisfaction with KICD and would wish to dedicate working until retirement as a result of effective career empowerment practices namely vocation mapping, Learning, Occupation Lattice/Ladder as well as Tuition Assistance Opportunities. Hence, intention to continue serving at the institute is caused by the former. It also emerged that compensation influenced employee intention to stay on a negative correlation as it bent to support the dependent variable. The findings further determined, a big number of employee interviewed have worked with the institute beyond ten years of service. It is also reported that the target population is believed to possess reasonable experience alongside good academic background enriched with relevant technical, professional and education levels. Finally, the findings too support motivational and hygiene needs theory by Herzberg, suggesting that employees will stay in their present jobs if own needs are satisfied. Hence, adoption and enforcing of proactive career development opportunities by KICD was long overdue.