ORGANIZATIONAL SPONSORSHIP AND CAREER SUCCESS OF MANAGERIAL STAFF IN LARGE SCALE MANUFACTURING FIRMS IN KENYA: MEDIATING ROLE OF CAREER MANAGEMENT BEHAVIOUR
Abstract
The study examined the effect of career management behaviour in the relationship
between organizational sponsorship and career success among managerial staff in large
scale manufacturing firms in Kenya. A descriptive cross sectional research design was
adopted. Primary data was collected using a well-designed questionnaire based on a
sample of 255 managers from large manufacturing firms in Kenya. The study received a
response rate of 79.6%. Data was analyzed using descriptive and inferential statistics.
All the measurement items met reliability and validity test. Hypotheses were tested
using linear regression model. The findings indicated that career management
behaviour partially mediates the relationship between organizational sponsorship
career success. The results support LMX theory which advocates for organizational
sponsorship for career success of employees, and impression management theory that
argues for the choice and use of proper career management behaviour. The study
recommends the need for organizations to enhance employees’ career success by
providing them with organizational sponsorship programmes and the need for
employees to adopt appropriate career management behaviour that can facilitate their
career success. Policy makers can benefit from these findings through advocating for
and establishing clear guidelines on organizational sponsorship programmes that can
foster employees’ career success. The findings also provide future researchers with a
useful conceptual and methodological reference that can be used in the pursuit for
further studies particularly in the area of career success and as far as the mediating role
of career management behaviour is concerned.
between organizational sponsorship and career success among managerial staff in large
scale manufacturing firms in Kenya. A descriptive cross sectional research design was
adopted. Primary data was collected using a well-designed questionnaire based on a
sample of 255 managers from large manufacturing firms in Kenya. The study received a
response rate of 79.6%. Data was analyzed using descriptive and inferential statistics.
All the measurement items met reliability and validity test. Hypotheses were tested
using linear regression model. The findings indicated that career management
behaviour partially mediates the relationship between organizational sponsorship
career success. The results support LMX theory which advocates for organizational
sponsorship for career success of employees, and impression management theory that
argues for the choice and use of proper career management behaviour. The study
recommends the need for organizations to enhance employees’ career success by
providing them with organizational sponsorship programmes and the need for
employees to adopt appropriate career management behaviour that can facilitate their
career success. Policy makers can benefit from these findings through advocating for
and establishing clear guidelines on organizational sponsorship programmes that can
foster employees’ career success. The findings also provide future researchers with a
useful conceptual and methodological reference that can be used in the pursuit for
further studies particularly in the area of career success and as far as the mediating role
of career management behaviour is concerned.
Refbacks
- There are currently no refbacks.