| Abstract: | The main objective of the study was to assess the impact of career development on employee engagement at Wegagen Bank S.C. The conceptual framework was designed by treating career development as an independent variable and employee engagement as dependent variable. Career Development was further expressed using specific dimensions such as career planning, career counseling, career specialty training and internal promotion. Explanatory survey design was used while a questionnaire was used to gather primary data. The study sample in terms of the respondents covered randomly selected employees of Wegagen Bank at head Office in Addis Ababa and a sample of 146 was administered with the questionnaire and 86.3% response rate was achieved. The data collected was analyzed with the aid of descriptive statistical techniques such as mean score. More so, multiple linear regressions were used to establish the relationship between study variables and to test the hypotheses using Statistical Package of Social Sciences Version 22. The study found that staffs of Wegagen Bank are only moderately engaged to the bank. More so, the findings of the study revealed that the combined effect of various career development practices influenced employee engagement positively. The result of regression also indicates that career development predictor variables internal promotion, career specialty training and career counseling have statistically significant contribution on employee engagement. Career planning, on other hands, did not have significant effect on employee engagement. The adjusted R² of 0.58.5 indicates 58.5% of the variance in employee engagement can be predicted by career development practiced of the bank. Thus, the study concluded that improved career development practices are an increasingly important weapon for improving engagement of employees. Therefore, the management of Wegagen Bank should influence these career development practices as a way of improving the engagement of employees. |
