15卷 第1期
1.Department of Public Administration and Local Government, University of Nigeria Nsukka, Nigeria
2.Department of Banking and Finance, Alex Ekwume Federal University, Ndufu-Alike, Ebonyi State, Nigeria
3.Federal Polytechnic Ohodo, Enugu State, Nigeria
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(2024). The Impact of Career Development on Employee Performance in the Civil Service Sector: A Nigerian Context. 华夏人力资源管理学报, 15(1), 42-63.
Ituma Odanwu Augustine,Agu Sylvia Uchenna,Ozo Friday Kennedy,et al.The Impact of Career Development on Employee Performance in the Civil Service Sector: A Nigerian Context[J].Journal of Chinese Human Resources Management,2024,15(01):42-63.
(2024). The Impact of Career Development on Employee Performance in the Civil Service Sector: A Nigerian Context. 华夏人力资源管理学报, 15(1), 42-63. DOI： 10.47297/wspchrmWSP2040-800504.20241501.
Ituma Odanwu Augustine,Agu Sylvia Uchenna,Ozo Friday Kennedy,et al.The Impact of Career Development on Employee Performance in the Civil Service Sector: A Nigerian Context[J].Journal of Chinese Human Resources Management,2024,15(01):42-63. DOI： 10.47297/wspchrmWSP2040-800504.20241501.
The performance of every organization is determined by its ability to manage organizational resources
and among these resources
human resources are considered the key to the performance of the organization. The efficiency with which an organization can perform will depend to a large extent on how its human resources can be managed and utilized. That is why this study focuses on the impact of career development on employee performance in Nigeria's civil service
a study of Ebonyi State Civil Service
South East Nigeria. Using qualitative and quantitative research approaches
a sample of 382 respondents comprising 36 senior management staff
91 heads of department and supervisors and 265 operational staff was drawn from 3009 employees of the State Civil Service. A purposive sampling technique was used to reach the respondents. Both primary and secondary sources of data were utilized. Questionnaires and in-depth interviews were the instruments for primary data collection and articles from journals
government gazettes and documents formed the secondary sources. Data was presented and analysed with the aid of Statistical Packages for Social Sciences (SPSS) version 21 and Microsoft Excel. The hypothesis was tested using Chi-Square inferential statistics. Findings indicate that there is a significant relationship between career development and employees' job performance
that career development has moderately impacted employee behavioural competencies (attitude to work) in the Ebonyi State Civil Service within the period under review and that insufficient funding and poor salary packages have affected career development and employee performance in Ebonyi State Civil Service
from 2015-2022. Key recommendations include that Ebonyi State Civil Service Commission should prioritize and enhance career development opportunities within the civil service to enable the employees to benefit from and utilize them to maintain positive work attitudes and boost overall organizational performance
that Ebonyi State Civil Service should provide adequate
transparent and fair promotion opportunities based on merit and performance and that Ebonyi State Civil Service should explore alternative funding sources
seek partnerships or grants
and prioritize budget allocations for employee training and resources.
Employee performanceCivil serviceService delivery
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