The general objective of this study was to establish the influence of employee empowerment on job satisfaction in commercial state corporations within Kenya. The majority of Kenyan employees are absorbed by the public sector, and the Kenyan workforce is also increasingly seeking opportunities to work in the public sector. Due to this trend, it is of the essence to explore the degree to which employees' empowerment is influencing employee job satisfaction. The study's general objective was to establish the effects of employee empowerment on job satisfaction of commercial state corporations within Kenya. Specifically, the study sought to assess the influence of job design; to establish the influence of transformational leadership; to establish the influence of employee involvement and to establish the influence of knowledge-sharing practices on employee job satisfaction of commercial state corporations within Kenya. The Herzberg’s Two-Factor Theory, Structural Empowerment Theory, and Social Exchange Theory guided the study. The study employed the descriptive research design in collecting data from the field. The target population of this study consisted of 55 commercial state corporations within Kenya. The sample size was 48 commercial state corporations. The main research instrument for data collection was a questionnaire. The applicability of the questionnaire to the proposed study was ascertained through a pilot study including 10 respondents from the study’s target population. A frequency analysis of this dataset revealed an 83.33% response rate, which is satisfactory. Conversely, the multiple regression analysis revealed a strong positive linkage between employee job satisfaction and employee empowerment. Importantly, only job design was found to have a significant influence on employee job satisfaction of Commercial State Corporations within Kenya. Its null hypothesis was rejected at a 0.95 confidence level (α<0.05). Besides the degree of influence that the sub-variables of employee empowerment had on employee job satisfaction varied. Job design had the highest level of influence (β =0.909), followed by Knowledge-sharing practices (β =0.385), Transformational leadership (β =0.149), and lastly, employee involvement (β =0.008). The study thus concluded that employee empowerment had a significant relationship with employee job satisfaction in commercial state corporations within Kenya. In particular, the study revealed that job design was the most dominant employee empowerment tool at commercial state corporations within Kenya. The study recommends that these organizations ought to increasingly consider employee empowerment policies that aim to boost knowledge-sharing practices, transformational leadership and employee involvement. Keywords: Employee Empowerment, Employee Involvement, Job design, Employee Job Satisfaction, Knowledge Sharing Practices, Organizational Commitment, Organizational Performance, Transformational leadership.
A positive organisational climate is a precursor for employee commitment and performance in organizations. Efficient service delivery necessitates that state corporations in Kenya establish performance management initiatives that can enhance performance levels. They should also manage the organisation climate in order to keep employee perceptions and attitudes positive. Critique of existing literature on the use of performance management initiatives reveals that gaps exist on the extent which the organisation climate moderates the relationship between performance management initiatives and service delivery. The study, therefore sought to establish the moderating effect of organisational climate on the relationship between performance management initiatives and service delivery in state corporations in Kenya. The study applied descriptive survey research design to gather data from the sampled respondents of the state corporations. Stratified random sampling was used to select respondents from State Corporations to participate in the study. Data analysis was done using both descriptive and inferential statistics with the aid of an analysis tool; statistical package for social Sciences. The study established that performance management initiatives have a positive and significant influence on service delivery among state corporations in Kenya. The organisational climate was found to have no moderating effect on the relationship between performance management initiatives and service delivery. However, based on previous findings, the study recommends that state corporations in Kenya adopt a positive organisational climate that is supportive of performance management as it can improve service delivery.
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