Dr. Anjeline Akinyi Omondi has spent a better part of her life using her personal and career experiences teaching and nurturing young people and providing them with the necessary academic support that has seen most of them acquire professional and academic success. As a professional teacher, Dr. Anjeline knows the value of education and has embraced it fully.
She received her education at the University of Nairobi earning a PhD and an MBA in Human Resource Management in 2020 and 2012 respectively. She also has a First Class Honours in Bachelor of Education (Linguistic and Literature) from the same university. Professionally, she is a Certified Human Resource practitioner (CHRP) and a member of the IHRM. She is an avid researcher and her works has been published in Journal of Human Resource Management, DBA African Management Review and European Journal of Scientific Research.
Dr. Anjeline hails from Siaya county. She pursued her primary education at Ninga Primary school from where she proceeded to ST. Pauls Sigomere Secondary School. She has 11 years of teaching experience in linguistic and literature at High school and 4 years of lecturing experience in HRM at the University of Nairobi. Dr. Anjeline is also a Human Resource Practitioner/ Coach, Corporate Trainer and Communication Expert.
Abstract
The main aim of the study was to examine the role of career management behaviour and proactive personality in the relationship between organizational sponsorship and career success of the managerial staff of large manufacturing firms in Kenya. The study was based on three theories: LMX theory, social cognitive career theory and impression management theory. The study was guided by positivist research paradigm and descriptive cross-sectional research design. Primary data was collected from managerial staff from large scale manufacturing firms in Kenya. The study received a response rate of 79.6%. Data was analyzed using descriptive and inferential statistics. Hypotheses were tested using linear regression model. The findings indicated that organizational sponsorship has a statistically significant influence on career success. Secondly, career management behaviour partially mediates the relationship between organizational sponsorship and career success. Thirdly, proactive personality moderates the relationship between organizational sponsorship and career success. Lastly, the joint effect of organizational sponsorship, career management behaviour and proactive personality was greater than the individual effect of each of the predictor variables. The study recommends that large manufacturing firms in Kenya should enhance their employees’ career success by providing them with sponsorship programmes. The findings also provide future researchers with a useful conceptual and methodological reference that can be used in the pursuit of further studies in different contexts other than manufacturing firms. Policy makers in Kenya may also benefit from these findings by advocating for and establishing clear guidelines for organizational sponsorship programmes that have an impact on employees’ career success.
Research Supervisors
Pof. Peter K’Obonyo
Dr. Florence Muindi
Dr. Stephen Odock