Career Training, Rewards System and Employee Commitment; Moderating Approach; Evidence from Kenyan Manufacturing Firms

Abstract

This study examined the moderating effect of rewards system on the relationship between career training and employees’ commitment in selected manufacturing firms in Kenya. The study was underpinned on Fredrick Herzberg’s Two Factor theory, Greenhaus Career Development Five Stage Model and Controlled Commitment Continuum. The approach utilized was the explanatory research design with a target population of 3607 respondents. A usable sample size of 435 respondents was selected to be served with the structured questionnaire based on Slovin’s formula of sample size determination. This was achieved by use of stratified, proportionate and simple random sampling techniques. Quantitatively data was analysed with the aid of the Statistical Package for Social Science (SPSS 23.0). Study hypotheses were tested using multiple regression at a 0.05 significance level. The findings revealed that career training was found to have positive and significant effect on employee commitment (β1=.285, p value is less than α=0.05) while rewards system was found to have a positive and significant effect on employee commitment (β2 = .451, p value is less than α=0.05). The findings further revealed that there was positive and significant moderating effect of rewards system on the relationship between career training and employee commitment (β3=.93, p<0.05. Sequel to the findings, it can be deduced that career training affects employee commitment. Further, it was concluded that rewards system moderates the relationship between career training and employee commitment. The study recommends that the management of the manufacturing firms should encourage their employees to embrace career development prospects so as to acquire the necessary knowledge, skills and abilities through training that will enhance their commitment levels and attract higher rewards.

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