Effects of Reward Practices on Employee Job Satisfaction of Kenya Airways, Nairobi City County, Kenya

Abstract

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>

IMPROVING EMPLOYEE PERFORMANCE AT NATIONAL CEREALS AND PRODUCE BOARD THROUGH REWARDS, BENEFITS AND TRAINING & DEVELOPMENT

“…The results are also shared by Abdi (2021) who confirmed that the adopted reward scheme improved employee performance. furthermore, Obonyo and Felistus (2021) noted that rewards led to job satisfaction and highperformance outcomes. These findings imply that an increase in employee performance was recorded in previous financial year.…”

“…The reward scheme improved employee performance in the commercial banks. Obonyo and Felistus (2021) research was on reward practices and employee job satisfaction at Kenya Airways (KQ) in Nairobi City County, Kenya. The study was informed by high turnover rates and reduced productivity from the dissatisfied KQ workers with complaints of poor pay, hiring expatriates and slow career progression.…”

“…This due to the beta findings with scores of *β = 2.194, p = 0.000 < 0.05+ showing the association between the variables. Just as Obonyo and Felistus (2021) shared of the positive and significant effect of reward practices on job satisfaction and performance for KQ workers. Saman (2020) also found that compensation significantly affected employee job satisfaction and performance in the mining companies and Rosalia, Mintarti and Heksarini (2020) research revealed that compensation significantly affected satisfaction and performance of the employees.…”