ROLE OF TRAINING AND DEVELOPMENTS IN DEVELOPMENT OF ORGANIZATIONAL CITIZENSHIP BEHAVIOUR AMONG THE CIVIL SERVANTS IN KENYA

Ahmed Galgalo Guyo

Jomo Kenyatta University of Agriculture and Technology, Kenya

Dr. Wario Guyo

Jomo Kenyatta University of Agriculture and Technology, Kenya

ABSTRACT

Training and development programs may be focused on individual performance or team performance. This paper therefore examined the role of training and development in the process of developing organizational citizenship behaviour (OCB) among the civil servants in Kenya. Therefore, this paper examined the role of training and development in the process of developing organizational citizenship behaviour among the civil servants in Kenya. The study employed descriptive study designs. The target population comprised of the 18 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 one ministry 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 at the first stage in order to reduce the vast number of subject into a manageable sample size of 144 respondents were selected to participate in this study. Descriptive statistic was used to compute percentages of respondents’ feedbacks. Correlation and regression analysis were used to determine the relationship between the research variables. Confirmatory factor analysis (CFA) was used to test whether measures of the construct were consistent with researcher's understanding of the nature of factors. 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 further recommends the creation and implementation of viable training and development programs which should base on training and managing development needs identified by a training needs analysis so that the time and money invested in training and management development is linked to the mission or core business of the organizations.

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