EFECT OF CAREER DEVELOPMENT PRACTICE ON EMPLOYEES MOTIVATION: A CASE OF HAWELA WOREDA SELECTED OFFICE

Abstract

The most perpetual challenge in most organizations today is lack of a well-structured career development and employee motivation. This has heightened the need for career development practices in order to motivate employee in most organizations. While extensive literature exists, career development, the focus has largely been on its influence on performance and productivity, leaving out the role of employee motivation. The study thus set out to investigate effects of Career development practice on employee’s motivation in Haweela woreda selected office. A theoretical framework was used as a guideline to test the effect of the career development practices such as staff training, promotion, career planning and staff counseling on employee’s motivation from the relevant literatures. The study used descriptive and explanatory research design. The population of this study was a total of 451.Sample of 211 employees was used to collect the data. Stratified sampling technique was employed. A structured questionnaire was used for purposes of data collection and data was analyzed using inferential statistics. However, only 196 employees responded to the questionnaires and hence, the response rate was 92.8 percent. Besides, descriptive statistical tools like percentage, mean and standard deviation are used to illustrate the demographic characteristics of the respondents and to assess the perception of employees from data collected through questionnaire and the study revealed that majority of the respondents inclined to disagreed on career development practices. Thus, inferential statistical methods like correlation analysis was used to assess the relationship between career development practices and employee’s motivation, multiple linear regression analysis also was employed to examine the influence of career development practices on employee’s motivation by using primary data collected through five scale likert questionnaire. Based on the findings of the study, all career development practice such as staff training(r=0.751), promotion (r=0.808), staff counselling(r=0.799) and career planning(r=0.70) have a positive correlation with employee’s motivation. The multiple linear regression analysis result revealed that all explanatory variables (staff training beta value=0.143, Promotion beta value=0.382, Career planning beta value=0.082 and staff counselling beta value=0.226)have a significant effect on employee’s motivation. This indicated that career development practices determine the employee’s motivation of Haweela woreda selected office. Therefore, Haweela woreda selected offices should implement career development practices approaches appropriately and continuously as an indispensable tool to build long lasting relationships with employee’s so as to encourage and maintain sustainable employee’s motivation.