EFFECT OF PROACTIVE PERSONALITY IN THE RELATIONSHIP BETWEEN ORGANIZATIONAL SPONSORSHIP AND CAREER SUCCESS OF MANAGERIAL STAFF IN LARGE MANUFACTURING FIRMS IN KENYA

摘要

The main aim of the study was to examine the role of proactive personality in the relationshipbetween organizational sponsorship and career success of the managerial staff in large scalemanufacturing firms in Kenya. Consequently, two hypotheses were formulated with the aim ofachieving the set objective. The study was guided by positivist research paradigm and descriptivecross-sectional research design was adopted, primary data was collected from managerial staff oflarge scale manufacturing firms in Kenya. Data was analyzed using descriptive and inferentialstatistics. All the measurement items met reliability and validity tests. Hypotheses were tested usinglinear regression model. The findings indicated that proactive personality moderates therelationship between organizational sponsorship and career success. The study supports leadermember exchange (LmX) theory which advocates for organizational sponsorship for career successof employees and social cognitive career theory (SCCT) that advocates for interaction oforganizational factors and personality factors in achievement of career success. The studyrecommends that large scale manufacturing firms should enhance their employees’ career successby providing them with organizational sponsorship programs particularly; training, mentorship,supervisor support and organizational resources. The findings also provide future researchers witha useful conceptual and methodological reference that can be used in the pursuit for further studiesparticularly in the area of career success and as far as the moderating role of proactive personalityis concerned in different contexts other than manufacturing firms.