Influence of Career Development as an Employee Development Strategy on Public Service Delivery: Evidence from Mbarara Regional Referral Hospital, Uganda

Service delivery in public hospitals is critical for ensuring quality healthcare, yet the influence of career development on service outcomes remains underexplored, particularly in low-resource settings. Anchored on Herzberg’s Two-Factor Theory of Motivation, this study examined the relationship between career development and service delivery at Mbarara Regional Referral Hospital using a descriptive research design with a quantitative approach. The target population consisted of 982 hospital employees, from which a sample of 284 was selected. Data were collected through both self-administered and researcher-administered questionnaires and analysed using descriptive and inferential statistics, with linear regression employed to determine the relationship between career development and service delivery. Descriptive results indicated that staff perceived career development positively, particularly regarding clear advancement guidelines and access to professional growth resources. However, regression analysis revealed a statistically significant negative relationship (B = -1.832, t = -9.463, p = .000, p<0.05), suggesting complex underlying dynamics that may include reverse causality, measurement limitations, or unaccounted moderating factors. The study concludes that while career development is essential for staff motivation, competence, and engagement, its impact on service delivery depends on strategic implementation and alignment with operational objectives. The findings have significant policy implications, recommending that hospital administrators integrate career development initiatives with performance management and resource planning. Additionally, the study contributes to the body of knowledge by providing empirical evidence on the nuanced relationship between career development and service delivery in public hospital settings.