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.
Highlights
Career change is an issue of concern to institutions given the huge costs related to lost productivity, hiring and training of employees
Information was based on promotion opportunity indicators; promotion opportunities, chance of promotion, procedures taken in promotions and several times the non teaching staff had been promoted measured on an ordinal scale
The purpose of this study was to identify the effect of promotion opportunity on non teaching staff career change intention
Summary
Career change is an issue of concern to institutions given the huge costs related to lost productivity, hiring and training of employees 1991); career change has received little attention in the learning institution literature. Promotion opportunity can be used to predict career change. Milkovich and Boudreua (1997) in a study of Singapore accountants found that promotion opportunity as the main predictor of career change. Failure to address the influence of promotion opportunity on non teaching staff career change in Moi University Eldoret Kenya may affect their performance which could have resulted in increased employee productivity, motivation and reduced career change. The research question can be formulated as follows: Which indicators of promotion opportunity are adopted by Moi University Eldoret, Kenya and how do they influence career change intention among the non teaching staff?
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