Abstract
The study investigated the influence of organizational support practices on employee career development in NNPC. Descriptive survey research design was adopted. Population of the research consisted of 9,024 top level, middle level and lower level management (Supervisors) staff of the NNPC who has spent more than 5years in the organization and have up to 5 years before retirement age of 60 years. Sample size of 1,960 was derived using Slovin formula and purposive sampling procedure. Structured and validated questionnaire with a six point modified Likert- Scale was administered with a 74.6% response rate (926) copies of the questionnaires came correctly and were used for the study. Data obtained from the questionnaire was analyzed quantitatively using descriptive and inferential statistics. Results revealed lack of Organizational support practices, no established career path for every employee and professional groups, organization Support practice with respect to supervisors in NNPC is not encouraging. The study concludes that organization Support practice has no significant influence on Employee Career Development in NNPC. It recommended that NNPC should adopt an integrated approach toward formulation and implementation of HRM practices. This will provide wholistic approach to the implementation of HRM in the Corporation and it’s Strategic Business Units (SBUs). Keywords: Corporations, Employees Career development, NNPC, Nigeria, Organization Support. DOI : 10.7176/EJBM/11-18-04 Publication date :June 30 th 2019
Highlights
The link between organizational support and employees’ career development has received a lot of focus by studies
Barnett and Bradley (2007), while studying the relationship between organizational support for career development (OSCD) and employees’ career satisfaction observed that OSCD, proactive personality and career management behaviour were all positively related to career satisfaction; and career management behaviour mediated the relationship between proactive personality and career satisfaction
4.1 Descriptive Statistics The study sought to determine the extent to which respondents agreed with the following statements assessing the level of organizational support practices in NNPC
Summary
The link between organizational support and employees’ career development has received a lot of focus by studies. Several studies have investigated the impact of organizational support on employee career satisfaction, motivation and perception (Sharjeel, Saleem &Amin.2013) analyses the supportive role of learning organization towards the individuals’ careers in Pakistani. Researchers have attempted to specify the role of the line manager concerning career development (Atkinson, 2002; Crawshaw & Gameb, 2015, Yarnall, 1998). Crawshaw and Gameb (2015) in their study found that Line Managers play critical roles in the organization’s Career development systems in that employees viewed career management as a relational process in which their managers provide a care- giving service to support the individual employee in his career development efforts. Workplace support for self-development reflects an employee’s perceptions regarding the degree to which his/her organization and supervisor are supportive of voluntary employee learning/development (Atkinson, 2002; Orvis & Leffler, 2011,)
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