| dc.description.abstract |
Employees are a vital competitive tool for organisations; given that success of organisation is determined by its
human resources; however career change intention is little known. Knowing the implication of career change in
terms of direct cost; replacement, recruitment and selection, temporary staff, management time, or in terms of
indirect costs like morale, pressure on remaining staff, cost of learning, organizational can take appropriate
measures to reduce career change. Thus, this study examined the effect of promotion opportunity on non
teaching staff career change intention in Moi University Eldoret Municipality Kenya. Herzberg’s two factor
theory guided this study. The research design was a survey. Individual elements were selected using stratified
systematic random sampling techniques and the sample size determination was based on Nassiuma method.
Data was analysed using both descriptive and inferential statistics. The specific analysis methods in this study
included frequencies, percentages, spearman correlation, phi and ordinal regression. The findings indicated that;
promotion opportunity had a significant relationship with non teaching staff career change intention. The
findings indicated that non teaching staff considered promotion opportunity as the critical indicator of their
perception of job satisfaction. This study concludes that promotion opportunity as perceived by non teaching
staff had a higher effect on career change intention in Moi University Eldoret Municipality Kenya. Arising from
the conclusion of this study, it is recommended that, Moi University ensure that promotion should be based on
merit to reduce chances of career change. |
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