Abstract:
The purpose of the study was to determine the factors that affect career management among non-teaching staff in public universities in Kenya. The research objectives were to analyze the effect of career planning on career management among non-academic staff in public universities in Kenya; to analyse the effect between career management and training and development among non-academic staff in public universities in Kenya; to analyze the effect between career management and institutional framework among non-academic staff in public universities in Kenya and to examine the effect of work-life balance on career management among non-academic staff in public universities in Kenya. The research adopted a descriptive survey design. The target population was 1,275 non-academic staff members working in JKUAT. Simple random sampling was used to select 130 non-academic staff members to take part in the study. Data for the study was collected using a questionnaire. Validity and reliability of the questionnaire was enhanced by carrying out a pilot study prior to data collection. The researcher distributed questionnaires to respondents and gave them adequate time to fill in their responses, after which the questionnaires were collected for analysis. Descriptive statistics such as percentages and frequencies were used to analyse the quantitative data. The qualitative data obtained in this study was analyzed by organizing them into similar themes and tallying the number of similar responses. The results of data analysis were reported in summary form using frequency tables, bar graphs and pie charts. The study established that career planning, training and development and institutional framework had a positive effect on career management in JKUAT. It however emerged that work-life balance had a negative effect on career management since employees could not balance their private and work lives effectively. It emerged that JKUAT did not have a clear career management policy for its non teaching staff and that supervisors did not discuss with the non-academic staff ways in which to improve their careers. The study established that JKUAT gave its non-academic staff opportunities to further their education and training by encouraging them. It was also established that JKUAT does not have an effective institutional framework and that the non-academic staff felt there was sexual discrimination on progression. The study recommends that non teaching staff in JKUAT should be sensitized on the career management policy if it exists and should also introduce flextime to allow employees to balance their personal lives and jobs effectively; The employees at JKUAT should also be given the support they need to improve in their careers, especially by their immediate supervisors; further both male and female employees should be given equal chances for progression in their careers; among other recommendations.
