The purpose of this study was to find out the impact of employee participation on organizational performance and to find out the moderating effect of organizational commitment on the relationship between employee participation and organizational performance. The study population comprised of 5866 employees of three state corporations namely: Mumias Sugar Company, Kenya Power and KenGen. The study adopted descriptive survey research design. The findings of the study were that employee participation had a significant effect on organizational performance. The study further showed that affective commitment, continuance commitment and normative commitment moderated the relationship between employee participation and organizational performance
The purpose of this study was to find out the impact of training and development on organizational performance and to find out the moderating effect of organizational commitment on the relationship between training and development and organizational performance. This study was carried out in three companies namely Kenya Power, KenGen and Mumias Sugar Company. Descriptive survey design was adopted in the study. The study population was all the 5866 employees in the three companies. The findings of the study were that training and development had a significant effect on organizational performance. The study further showed that affective commitment, continuance commitment and normative commitment moderated the relationship between training and development and organizational performance.
Determinants of Job Satisfaction among High School Teachers in Kenya 1. Introduction The success of any organisation depends on the performance of its employees. A good company can become the best only with the sincerity and dedication of its employees. Employees can give their best if they are satisfied with their jobs. Job satisfaction can be an important indicator of how employees feel about their jobs and a predictor of work behaviours. Job satisfaction refers to the attitude that people have about their jobs and the organizations (Al Zubi, 2010). It refers to the attitudes and feelings people have about their work. Job satisfaction also implies doing a job one enjoys, doing it well, and being suitably rewarded for one's efforts. It further implies enthusiasm and happiness with one's work. The happier people are within their jobs, the more satisfied they are said to be. Job satisfaction brings certain benefits. Job-satisfaction leads to an increase in productivity (Wentzel & Wigfield, 2009). Satisfied employees tend to have high retention rates; they are more dedicated to the organization and tend to yield higher job performances (Arif & Chohan, 2012). Job satisfaction is regarded as a main component of the work environment and one of the main factors determining organizational climate (Conley, Bacharach& Bauer, 1989). A number of factors have been cited to be determinants of job satisfaction. They include empowerment, workplace environment, job loyalty, job performance, working conditions, pay and promotion, job security, fairness, relationship with co-workers and supervisors (
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