Career Planning and Performance of Uniformed Employees at the Directorate of Criminal Investigations Headquarters in Nairobi, Kenya
DOI:
https://doi.org/10.54536/ajebi.v3i2.2876Keywords:
Career Planning, Performance, Directorate of Criminal Investigations, Headquarter, KenyaAbstract
Over the years, there have been documented cases of low prosecution of criminal cases attributed to weaknesses or failures in the office of DCI in Kenya and especially cases involving serious crimes such as murder, rape, defilement, corruption, assault and economic crimes. Loss of cases has been linked to poorly conducted investigations, corruption, and insufficient procured evidence to convict the perpetrators, leaving the blame to investigative officers. Some studies have attributed the challenges in the office of the DCI to include infrequent training, low support from senior officers, and lack of sufficient information on career pathways and plans for DCI officers. However, these studies have glaring gaps in terms of concept, context and methodology. Accordingly, this study intended to fill the gap by researching the career planning and performance of uniformed employees at the Directorate of Criminal Investigations Headquarters in Nairobi, Kenya. In specific focus, the study investigated the effects of opportunity analysis, periodic review of the plan, career goals, and occupational options on the performance of uniformed employees at the Directorate of Criminal Investigations Headquarters in Nairobi, Kenya. This study adopted a descriptive research design. The target population comprised a total of 943 uniformed employees working at DCI headquarters. The sample size of 272 was determined scientifically aided by Kothari formula. The study collected primary data by use of a structured questionnaire that had closed-ended questions. Statistical Package for Social Sciences (SPSS version 28) was used in the data analysis. The collected quantitative data was analyzed using descriptive and inferential statistics. The study found a positive and significant association between career planning and performance outcomes of the assessed uniformed employees at DCI. This confirms that career planning contributed to the improved employee performance at the DCI headquarters in Kenya.
Downloads
References
Awino, M., & Kipsang, S. (2020). Career planning and employee commitment: Does rewards system matter; a reflection from manufacturing firms in Kenya. Economic Research, 4(2), 231-244.
Gravina, N., Nastasi, J., & Austin, J. (2021). Assessment of employee performance. Journal of Organizational Behavior Management, 41(2), 124-149.
Kariuki, J. W. (2023). Talent Management Practices and Engagement of Administrative Employees in Regional Offices of the Directorate of Criminal Investigations in Kenya (Doctoral Dissertation, Kenyatta University).
Lartey, F. M. (2021). Impact of career Planning, employee autonomy, and manager recognition on employee engagement. Journal of Human Resource and Sustainability Studies, 9(02), 135.
Latham, G. P., & Locke, E. A. (2018). Goal setting theory: Controversies and resolutions. The SAGE handbook of industrial, work & organizational psychology: Organizational psychology, 2(2), 145-166.
Lo, F. Y., Rey-Martí, A., & Botella-Carrubi, D. (2020). Research methods in business: Quantitative and qualitative comparative analysis. Journal of Business Research, 115, 221-224.
Locke, E. A., & Latham, G. P. (2019). The development of goal setting theory: A half century retrospective. Motivation Science, 5(2), 93.
Lunenburg, F. C. (2011). Goal-setting theory of motivation. International journal of management, business, and administration, 15(1), 1-6.
Mlelwa, K. L. (2023). ICT Use and Criminal Investigations: Perspectives from Dar es Salaam Special Police Zone. International Journal of Innovative Science and Research Technology, 8(3), 38-44
Muriithi, J. G., & Muo, C, M. (2023). Career Planning Programs and Employees’ Performance in Milling Industries in Kenya. A Case Of Unga Group Limited. International Journal of Social Science and Humanities Research (IJSSHR) ISSN 2959-7056 (o); 2959-7048 (p), 1(1), 633-647.
Muyego, A. (2019). Career Development and Employee Performance of Uganda Police Force, Vippu Nsambya, Kampala District
Ndege, I. N. (2021). Public Perceptions and Experiences on the Loss of Criminal Cases in Law Courts by the Government of Kenya. (National Crime Research Centre)
Rizanuddin, H. (2020). Influences of Career Planning, Leadership and Organizational Culture towards Employee Work Effectiveness. Budapest International Research and Critics Institute-Journal (BIRCI-Journal), 3(3), 1791-1799.
Swann, C., Rosenbaum, S., Lawrence, A., Vella, S. A., McEwan, D., & Ekkekakis, P. (2021). Updating goal-setting theory in physical activity promotion: a critical conceptual review. Health Psychology Review, 15(1), 34-50.
Welsh, D. T., & Ordóñez, L. D. (2014). The dark side of consecutive high performance goals: Linking goal setting, depletion, and unethical behavior. Organizational Behavior and Human Decision Processes, 123(2), 79-89.
Widarko, A. (2023). The Effect of Career Planning and Employee Loyalty on Increasing Work Achievement. Munaddhomah: Jurnal Manajemen Pendidikan Islam, 4(4), 794-804.
Downloads
Published
How to Cite
Issue
Section
License
Copyright (c) 2024 Vivian A. Obuya, Priscilla W. Ndegwa, James O. Oringo
This work is licensed under a Creative Commons Attribution 4.0 International License.
