Career Management Practice and its Influence on Organizational Citizenship Behavior amongst Non-Teaching Staff in Federal University, Otueke, Bayelsa State, Nigeria

Orok A. Imagha, Ananaba Ugwunwanyi & Ubong A. Akpaetor

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Abstract

This study was carried out to access the relationship between career management practices and organizational citizenship behaviour amongst non-teaching staff of the Federal University, Otueke. Anchored on the Social Exchange theory, the study adopted the survey research design as its approach. Although the population for the study was one thousand, one hundred and fifteen (1,115) non-teaching staff of the university, the Taro Yamene’s formulae was used in determining the sample size which was given as 294. Sources of data was from both primary and secondary sources. Secondary source was from textbooks, journals and internets while primary source was from the research instrument. A modified Likert scale questionnaire was the research instrument. Convenience sampling technique was used in administering the research instrument and they were personally administered by the researchers. Pearson product moment correlation statistical tool was used in analysing the hypotheses of the study. Findings revealed that career counselling, succession planning is significantly related to organization citizenship behavior amongst nonteaching staff in federal university, Otueke, Bayelsa State. In conclusion, achieving a high level of positive organisational citizenship behaviour in an organisation depends on the type of assistance organisations offer individual workers in their career management effort. It was recommended that there is need to further deepen the level of organisational citizenship behaviour of nonteaching staff of the Federal University, Otueke by adding career-counselling and succession planning unit with trained counsellors to their human resource management functions.

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