Employee performance at Kenya Forestry Research Institute has been found to be poor, with more than one third of organization’s employees failing to meet deadlines, regarding accomplishing their tasks or organizational targets. This study sought to investigate the effects of job promotion practices on employee performance in Kenya Forestry Research Institute in Muguga, Kenya. The study was anchored on expectancy theory. The study used a positivism philosophy and a descriptive research design. The unit of analysis was Kenya Forestry Research Institute. The target population was all the 178 staff working in Kenya Forestry Research Institute in Muguga. A sample of 121 respondents was selected through stratified random sampling. A semi-structured questionnaire was used in collecting primary data. A pilot study was conducted to ensure the data collection tool is reliable. Analysis of qualitative data was carried out through thematic analysis. Descriptive statistics focused on frequency distribution, percentages, mean and standard deviation. Components of inferential statistics include; Pearson correlation coefficient and multivariate regression analysis. Both descriptive and inferential data was analyzed by the help of SPSS Version 25. The results obtained were presented both in tables as well as figures (pie charts and bar graphs). The study found that job promotion practices have significant effect on employee performance in Kenya Forestry Research Institute. Further, the study found that employees acquire new skills through job promotion. Henceforth, the study recommends that Kenya Forest Research Institute Headquarter should consider leadership abilities, attitude of staff and review past performance when promoting staff so as to improve on their overall competency skills. JEL: J01; J81 <p> </p><p><strong> Article visualizations:</strong></p><p><img src="/-counters-/edu_01/0778/a.php" alt="Hit counter" /></p>
<p>Human resource management (HRM) practices entail policies, systems, and methods that govern workplace employees. They are the processes or functions applied to manage workers and direct them in an organization towards development. Some of the HRM practices include recruitment, screening, selection, development, training, and rewarding of staff. A number of studies to investigate the interaction between HRM practices and organizational performance have been conducted. Many of these studies have been done in the manufacturing or health sectors, with very few having been carried out in private secondary schools. This background is what has necessitated this study in order to investigate the effect of human resource management practices on the performance of private secondary schools in Nyeri County, in Kenya. The objectives of the study were to determine the effect of recruitment, staff development and reward practices on organizational productivity and performance. The study used four theories i.e. Resource-Based View, the Social Exchange Theories, McGregor’s theory X and Y, and the Human Capital to support it. The study targeted a population of 440 subjects. This included principals and their deputies, departmental heads, and classroom teachers of the private secondary schools in Nyeri County. The study adopted descriptive research design. The study applied stratified random sampling technique to pick schools for the research. Interview schedule was used for collecting data from principals, while data from the teachers was obtained through the utilization of questionnaires. The reliability of instruments in this study was established through Cronbach’s alpha, while they were validated through content, construct, and discussion with the supervisor. Descriptive statistics were utilized in the analysis quantitative data with the aid of Statistical Package for Social Sciences (SPSS) Version 20 to generate them. Qualitative data was analysed by thematic analysis, content analysis and discussion. The findings of the study were presented in frequency distribution tables. </p><p> </p><p><strong> Article visualizations:</strong></p><p><img src="/-counters-/edu_01/0886/a.php" alt="Hit counter" /></p>
Work-life balance entails to the working arrangements that ensure an employee's personal and professional duties are balanced. Poor work-life balance is a key risk that jeopardizes employee well-being, performance, and organizational effectiveness. Most employees find it difficult to strike a balance between their personal lives and their work obligations. Work-life balance is linked to the stability between the time and effort employees devote to work and also attend personal responsibilities to maintain an overall sense of synchronization in life. State corporations such as Geothermal Development Company are currently operating in an extremely competitive environment. This demand for more responsiveness and efficiency of employees that is brought about by Work-life balance as adopted in private organizations. The main objective of this study was to investigate the influence of work-centred life and employee performance at Geothermal Development Company. The anchor theory of the study was Spill-over Theory that was reinforced by Compensation Theory. The study adopted a descriptive research design. Data was collected using structured questionnaires from the senior management, middle management, and lower-level support staffs of Geothermal Development Company. The target population of the study was 341 and the study’s sample size was 102. The study used stratified random sampling. The researcher conducted a pilot study using 10% of the respondents before the questionnaires were distributed for data collection. Pre-testing and expert opinion were used to examine the instrument's validity. The instrument's dependability was tested using the Cronbach’s alpha reliability test. The qualitative data was analyzed with the aid of SPSS version 26.0. Inferential statistics (correlations and regression analysis) was used by the researcher to show the relationship between independent and dependent variables. Pearson correlation helped in envisaging and defining the relationship between the variables. Data was presented on tables and figures. Pearson correlation helped in envisaging and defining the relationship between the variables. The study established that work-centred life had a significant influence on employee performance. The study concluded that work-centered life had significant influence on employee performance. The researcher recommends that the management of GDC should enhance their policies on work-centred life by formulation and implementation of modern policies, and this should be cascaded down to departmental level. The Human Resource department at GDC should reconsider its policies on flexi working arrangements, organization wellness programmes, job sharing as well as employee health as way of motivating employees to improve their performance. <p> </p><p><strong> Article visualizations:</strong></p><p><img src="/-counters-/edu_01/0876/a.php" alt="Hit counter" /></p>
The human resource department plays a vital role in assuring that the employees are satisfied with the job that they do every day. Research has shown that satisfied workers are more productive and committed to their teams. Recently, Kenya Airways have faced numerous challenges resulting from a reduced rate of productivity for their workers and high turnover for its technical staff as a result of an increased level of dissatisfaction ensuing from poor pay, slow career progression, and hiring of expatriates. The main objective of this study was to investigate the effects of reward practices on employee job satisfaction at Kenya Airways in Nairobi County, Kenya. This study was anchored on two theories that include Abraham Maslow’s hierarchy of needs theory, and Expectancy theory. The study used descriptive research design to gather data on different subjects based on the research problem. Kenya Airways has 1501 staff; hence the study focused on a sample size of 150 employees from flight operations, HR, finance, operations, and commercial departments representing 10% of the workers’ population. The research collected both primary and secondary data to ensure that adequate data were gathered for analysis. A pilot study was carried on the instruments for collecting data to ensure the vital components of the main study are feasible. The testing of the instrument was carried out to guarantee reliability and validity. Additionally, the study adopted Cronbach’s Alpha to measure reliability and validity. Statistical Package for Social Sciences (SPSS) V22 was utilized for the interpretation and analysis of data. Multiple regression analysis was achieved using SPSS to determine the association of the variables used in the study. The findings showed the correlation study to determine the relationship between reward practices was positively correlated with job satisfaction (r = 0.751, ρ<0.05) Showing that reward practices had a positive correlation with job satisfaction. Based on the findings of this study, Reward was the most significant variable that affect job satisfaction with a beta value of (β2 = 0.847). Looking at the p values of all the variables, it had (p < 0.0). The research study concluded reward practices significantly and positively affects employee job satisfaction of Kenya airways. The study recommended that the management should focus to offer pay and benefits equal to competitors to motivate workers to remain dedicated to the company and reduce the high turnover rate among the technocrats. <p> </p><p><strong> Article visualizations:</strong></p><p><img src="/-counters-/edu_01/0889/a.php" alt="Hit counter" /></p>
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