INFLUENCE OF CAREER DEVELOPMENT ON EMPLOYEE ENGAGEMENT IN THE PUBLIC HEALTH SECTOR IN KENYA
INFLUENCE OF CAREER DEVELOPMENT ON EMPLOYEE ENGAGEMENT IN THE PUBLIC HEALTH SECTOR IN KENYA
Wilbrodah Mutsoli Muchibi - Ph.D. Student, Jomo Kenyatta University of Agriculture and Technology, Kenya
Shedrack Mbithi Mutua - Ph.D. (HRM) School of Business and Entrepreneurship, Department of Entrepreneurship Technology, Leadership and Management, Jomo Kenyatta University of Agriculture and Technology, Kenya
Dr. Dennis Juma - Ph.D. (HRM) School of Business and Entrepreneurship, Department of Entrepreneurship Technology, Leadership and Management, Jomo Kenyatta University of Agriculture and Technology, Kenya
ABSTRACT
The purpose of this study was to assess the influence of career development on engagement of employee in the public health sector in Kenya. The study's theoretical framework drew from Super's career development theory. The study adopted a descriptive research design and was guided by positivism philosophy and the deductive method. The target population were 3,092 respondents with a sample size of 342 respondents, drawn from two different cohorts of 35 doctors and 307 nurses. Stratified and basic random sampling techniques were used to choose the sample. A questionnaire was used as a method for data collection to obtain both quantitative and qualitative data types. A mixed method approach was used, and data analysis was realized using both quantitative and qualitative analysis. Thematic content analysis was used to analyze qualitative data. Using descriptive and inferential statistical methods, quantitative information was edited, coded, and analysed. Frequencies, percentages, means, and standard deviations were given by descriptive analysis. Correlation, basic and multiple linear regression analyses were used to base inferential statistics. The findings obtained indicated that career development had a positive moderate and significant influence (r=0.670p<0.000, R2=0.449), on employee engagement in the public health sector in Kenya. The study concludes that when career development is low or not provided to nurses and doctors within the public health sector, their engagement level will decrease. Failure to implement diverse and supported career development programs and learning opportunities could cost the sector a lot in terms of decreased engagement affecting service delivery and performance. The study recommends that the public health sector should adopt career management policies that take into account equal opportunity for learning and upgrading, create awareness of the same and provide management support through scholarships.
