The study determined the moderating role of career development practices on the relationship between open communication and organizational citizenship behaviour. The study was anchored on the social exchange theory. The study employed explanatory research design ingrained with the pragmatism philosophy. The target population of the study comprised of 702 employees drawn from Kenya Forest Service North Rift Conservancy. Multi stage sampling technique was used to select a sample size of 248 respondents. The primary data for the study was collected using closed ended questionnaires and semi-structured interview schedule. Data was analyzed quantitatively using descriptive statistics (frequencies, percentages, means, standard deviation) and inferential statistics (Regression, Correlation and ANOVA) while qualitative data was analyzed using thematic analysis. The hypothesis was tested using multiple regression model and hierarchical regression for moderation. Findings of hierarchical regression showed that career development practices moderate the relationship between open communication and OCB (β=.24, p<0.05, R2Δ=.01). This implies that firms with career development practices have higher probability of improving OCB with open communication. It therefore calls for formulation and promotion of open communication and its effective implementation. Moreover, in order for open communication to enhance OCB, organization needs to implement career development practices.
| DOI | 10.11648/j.jhrm.20200803.18 |
| Published in | Journal of Human Resource Management (Volume 8, Issue 3, September 2020) |
| Page(s) | 172-180 |
| Creative Commons |
This is an Open Access article, distributed under the terms of the Creative Commons Attribution 4.0 International License (http://creativecommons.org/licenses/by/4.0/), which permits unrestricted use, distribution and reproduction in any medium or format, provided the original work is properly cited. |
| Copyright |
Copyright © The Author(s), 2024. Published by Science Publishing Group |
Career Development Practices, Open Communication, Organizational Citizenship Behavior
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APA Style
Judith Chepkemoi, Mwangi Kungu, Razia Mbaraka. (2020). Open Communication, Career Development Practices and Organizational Citizenship Behaviour in Kenya Forest Service. Journal of Human Resource Management, 8(3), 172-180. https://doi.org/10.11648/j.jhrm.20200803.18
ACS Style
Judith Chepkemoi; Mwangi Kungu; Razia Mbaraka. Open Communication, Career Development Practices and Organizational Citizenship Behaviour in Kenya Forest Service. J. Hum. Resour. Manag. 2020, 8(3), 172-180. doi: 10.11648/j.jhrm.20200803.18
AMA Style
Judith Chepkemoi, Mwangi Kungu, Razia Mbaraka. Open Communication, Career Development Practices and Organizational Citizenship Behaviour in Kenya Forest Service. J Hum Resour Manag. 2020;8(3):172-180. doi: 10.11648/j.jhrm.20200803.18
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Download@article{10.11648/j.jhrm.20200803.18,
author = {Judith Chepkemoi and Mwangi Kungu and Razia Mbaraka},
title = {Open Communication, Career Development Practices and Organizational Citizenship Behaviour in Kenya Forest Service},
journal = {Journal of Human Resource Management},
volume = {8},
number = {3},
pages = {172-180},
doi = {10.11648/j.jhrm.20200803.18},
url = {https://doi.org/10.11648/j.jhrm.20200803.18},
eprint = {https://article.sciencepublishinggroup.com/pdf/10.11648.j.jhrm.20200803.18},
abstract = {The study determined the moderating role of career development practices on the relationship between open communication and organizational citizenship behaviour. The study was anchored on the social exchange theory. The study employed explanatory research design ingrained with the pragmatism philosophy. The target population of the study comprised of 702 employees drawn from Kenya Forest Service North Rift Conservancy. Multi stage sampling technique was used to select a sample size of 248 respondents. The primary data for the study was collected using closed ended questionnaires and semi-structured interview schedule. Data was analyzed quantitatively using descriptive statistics (frequencies, percentages, means, standard deviation) and inferential statistics (Regression, Correlation and ANOVA) while qualitative data was analyzed using thematic analysis. The hypothesis was tested using multiple regression model and hierarchical regression for moderation. Findings of hierarchical regression showed that career development practices moderate the relationship between open communication and OCB (β=.24, p2Δ=.01). This implies that firms with career development practices have higher probability of improving OCB with open communication. It therefore calls for formulation and promotion of open communication and its effective implementation. Moreover, in order for open communication to enhance OCB, organization needs to implement career development practices.},
year = {2020}
}
TY - JOUR T1 - Open Communication, Career Development Practices and Organizational Citizenship Behaviour in Kenya Forest Service AU - Judith Chepkemoi AU - Mwangi Kungu AU - Razia Mbaraka Y1 - 2020/07/17 PY - 2020 N1 - https://doi.org/10.11648/j.jhrm.20200803.18 DO - 10.11648/j.jhrm.20200803.18 T2 - Journal of Human Resource Management JF - Journal of Human Resource Management JO - Journal of Human Resource Management SP - 172 EP - 180 PB - Science Publishing Group SN - 2331-0715 UR - https://doi.org/10.11648/j.jhrm.20200803.18 AB - The study determined the moderating role of career development practices on the relationship between open communication and organizational citizenship behaviour. The study was anchored on the social exchange theory. The study employed explanatory research design ingrained with the pragmatism philosophy. The target population of the study comprised of 702 employees drawn from Kenya Forest Service North Rift Conservancy. Multi stage sampling technique was used to select a sample size of 248 respondents. The primary data for the study was collected using closed ended questionnaires and semi-structured interview schedule. Data was analyzed quantitatively using descriptive statistics (frequencies, percentages, means, standard deviation) and inferential statistics (Regression, Correlation and ANOVA) while qualitative data was analyzed using thematic analysis. The hypothesis was tested using multiple regression model and hierarchical regression for moderation. Findings of hierarchical regression showed that career development practices moderate the relationship between open communication and OCB (β=.24, p2Δ=.01). This implies that firms with career development practices have higher probability of improving OCB with open communication. It therefore calls for formulation and promotion of open communication and its effective implementation. Moreover, in order for open communication to enhance OCB, organization needs to implement career development practices. VL - 8 IS - 3 ER -
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