ROLE OF HUMAN RESOURCE MANAGEMENT IN DEVELOPMENT OF ORGANIZATIONAL CITIZENSHIP BEHAVIOUR AMONG THE CIVIL SERVANTS IN KENYA AHMED GALGALO GUYO

Abstract

The development policies of the Republic of Kenya are driven by the objective of achieving Vision 2030, under which the key objective is to accelerate economic growth to an annual rate of ten percent. While the research on Organizational Citizenship Behaviour (OCB) in the public service environment are limited to the developed economies only, the role played by Human Resource Management (HRM) in the development of OCB behaviours in the same environment in developing countries like Kenya is totally a new area. This thesis therefore, analysed the role of HRM practices in the development of organization citizenship behaviour among civil servants in Kenya. The specific objectives of the study were: to establish the influence of recruitment and selection on the development of organization citizenship behaviour among civil servants in Kenya; to evaluate the influence of performance and reward management on the development of OCB among civil servants in Kenya; to establish the influence of training and development on the development of organization citizenship behaviour among civil servants in Kenya; and to find out whether employee satisfaction mediates the influences of HRM on OCB development. The study employed descriptive study design, correlation and regression models were used to estimate the results. The target population comprised of the employees of the government ministries. With an average of 1444 employees per ministry, the study applied a two stage cluster sampling technique. The first stage cluster sampling randomly selected ministry of Agriculture, Livestock and Fisheries which was considered as a sub population in the cluster sampling. The second stage sampling also used a simple random sampling to select 10% of the average number of employees in the ministry selected to reduce the vast number into a manageable sample size of 144 respondents. The questionnaire containing both structured and unstructured questions was used as the main data collection instrument. Descriptive statistic was used to compute percentages of respondents’ feedbacks. Confirmatory factor analysis (CFA) was used to test whether measures of a construct are consistent with the nature of that construct (or factor). Correlation and regression analysis were used to determine the relationship between the research variables. The study findings indicate significance relationship between OCB development with recruitment and selection, reward and performance management, and training and development. The study findings indicate that, government ministries maximize the effectiveness of training and development by constantly assessing and identifying their employees’ current training and development needs to prepare them for next position. The study recommends that the Kenyan ministries should improve their systems and come up with proper and viable policies which promote HRM that supports development of OCB.