Moderating effect of organizational culture on the relationship between employee engagement and career development in the county government of Kajiado, Kenya

Abstract

Employees are major assets of any organization; they play an active role towards Company as well County Governments success and therefore, effective training becomes imperative in order to maximize the job performance. However, in most County Governments there are no career development programs in place and Kajiado County Government is not an exceptional case, in most cases career development of individual employee’s is determined by political allegiance of the sitting Government. The absence of career development structures can lead to reduced motivation, productivity, and job satisfaction among employees in the workplace. The purpose of these study therefore was to determine the moderating effect of organizational culture on the relationship between employee engagement and career development in the county government of Kajiado. The specific objectives of the study were: to assess the effect of training practices on career development; to establish the effect of terms of service on career development; to examine the effect of Safety and health on career development and to determine the effect of employee’s motivation on career development in the County Government of Kajiado, Kenya. The study was guided by Super’s Theory of Career Development used to explain how employees in the County Government of Kajiado feel the need to develop the career. This study adopted explanatory research design. The study was carried out in the County Government of Kajiado. The target population for the study was 349 respondents. Out of which, a sample size of 186 respondents was obtained using Yamane formulae. Stratified random sampling was used to select the respondents to participate in the study. The study used questionnaires to collect data. Descriptive statistics was frequency, percentages, means and standard deviations. Inferential statistics involved Pearson’s correlation coefficient and multiple regression model. The study findings showed that training practice had a positive and significant effect on career development based on regression coefficients from model 1 (β 1 =0.244, p<0.05). Terms of services had a positive and significant effect on career development (β 2 =0.213, p<0.05). Safety and health had a positive and significant effect on career development (β 3 =0.271, p<0.05) and employee motivation had a positive and significant effect on career development (β 4 =0.183, p<0.05). Organizational culture had a negative and significant moderating effect on the relationship between training practice and career development (β=-.146; p<0.05). Organizational culture has a negative and significant moderating effect on the relationship between terms of services and career development (β=-.242; p<0.05). Organizational culture has a negative and significant moderating effect on the relationship between safety and health and career development (β=-0.212; p<0.05) and finally organizational culture has a positive and significant moderating effect on the relationship between employees’ motivation and career development (β=.252; p<0.05). In conclusion, the study found that training programs had a significant impact on the professional development of employees in the County Government of Kajiado. Respondents highlighted the importance of clear career paths, progression opportunities, and fair compensation in terms of service. The study also revealed the interconnected nature of safety, health, and interpersonal dynamics in shaping career outcomes. Motivation was identified as a key driver of career goals, with support from employers contributing to a positive professional environment. The study emphasized the strengths of the organizational culture, including innovation, communication, employee development, teamwork, diversity, and ethical values.