Books & Book Chapters (BE)

EFFECT OF TARGET SETTING ON EMPLOYEE BEHAVIOURAL WELLBEING AT EAST AFRICAN PORTLAND CEMENT COMPANY LTD, KENYA

Wed, 01 Jan 2025 00:00:00 GMT

EFFECT OF TARGET SETTING ON EMPLOYEE BEHAVIOURAL WELLBEING AT EAST AFRICAN PORTLAND CEMENT COMPANY LTD, KENYA Busolo, Catherine Taka; Igoki, Caroline M; Muriithi, Ruth Performance contracting is a strategic management tool aimed at aligning individual efforts with broader organizational objectives through the establishment of clear goals, measurable outcomes, and systematic performance evaluation. In the East African cement industry, employee behavioural well-being is often compromised by hazardous working conditions, which contribute to high levels of occupational stress is estimated that between 10% and 15% of employees in this sector experience heightened work-related stress. This study explored the effect of target setting within performance contracting on employee behavioural well-being at the East African Portland Cement Company (EAPCC). A descriptive research design was adopted, targeting a population of 467 employees from various organizational levels. Using Cochran’s formula, a representative sample of respondents was determined and distributed proportionally through stratified sampling. Data were collected via a structured questionnaire based on a five-point Likert scale. A pilot study involving 10 participants was conducted to ensure the reliability of the research instrument. Descriptive statistics, including means, percentages, and standard deviations, were utilized to summarize the data. Inferential analysis was carried out using correlation and regression techniques. The findings revealed a significant and positive relationship between target setting and employee behavioural wellbeing (β = 0.433, B = 0.426, p < .001). The study recommends the adoption of inclusive and strategic goal-setting practices, where employees actively participate in defining clear and attainable performance targets. Such involvement is likely to enhance ownership, motivation, job satisfaction, and overall performance within the organization.

Effect of Green Reward Management Practices on Employee Retention in the Athi River EPZs, Kenya

Wed, 01 Jan 2025 00:00:00 GMT

Effect of Green Reward Management Practices on Employee Retention in the Athi River EPZs, Kenya Mbogo, Faith Muthoni; Maundu, Monah; Igoki, Caroline Employee retention is crucial for organisational success, particularly in Kenya’s Export Processing Zones (EPZs), where turnover rates are higher than the acceptable 10% or below. High turnover rates in the EPZs are often associated with poor working conditions that could be detrimental to employee well-being. Implementation of green reward practices could improve these working conditions by creating a healthy and sustainable work environment. This study examined the effect of green reward management practices on employee retention in the Athi River EPZ. The study was anchored on Social Exchange Theory and adopted a descriptive research design. The study had a target population of 56 EPZs with 20,000 employees as the unit of observation. Cochran’s formula was used to obtain a sample size of 377 respondents. Stratified random sampling was used to distribute the sample across departments in the EPZs. Data was collected using a structured five-point Likert scale questionnaire. A pilot study involving 30 participants was conducted to measure the reliability of the research instrument. Descriptive statistics in means, percentages, and standard deviation were employed, while correlation and regression analysis were applied for inferential statistics. The study found that green reward management practices have a positive and statistically significant effect on employee retention (β = 0.435, p < 0.001). The study recommends integrating green reward management practices to improve employee retention in workplaces.

Assessment of Relationship Between Human Resource Planning Strategies and Job Satisfaction in the Lake Region Economic Bloc County Governments in Kenya

Mon, 01 Jan 2024 00:00:00 GMT

Assessment of Relationship Between Human Resource Planning Strategies and Job Satisfaction in the Lake Region Economic Bloc County Governments in Kenya Omosa, Joash; Mwangi, Grace; Igoki, Caroline; Muriithi, Ruth Human resource planning encompasses predicting quantity, quality and category of human resources requirements in organizations to ensure that they are suitably redeployed and utilized optimally by organizations. Accurate predictions ease the rationalization of staff to improve its performance and create a conducive working environment. In that regard, organizations in the public and private sectors are formulating and deploying several strategies to enhance employee job satisfaction and gain a competitive edge. Despite the emphasis on job satisfaction, a review of available literature indicated limited focus on the relationship between human resource planning strategies and job satisfaction. This paper assessed the relationship between human resource planning strategies and job satisfaction in Kenya's Lake Region Economic Bloc County Governments. The study used the equity theory and the target population was all employees engaged by the 14 counties in Kenya's Lake Region Economic Bloc County Governments. Three counties: Kisumu, Bomet and Kakamega, which had employed 14,361 workers were sampled. The study sample consisted of 374 respondents, who arrived at the study using the Morgan and Krejcie sampling formula. A questionnaire was used to collect data analysed using SPSS for descriptive and inferential statistics and presented using tables. Regression analysis indicated that human resource planning strategies are positively and significantly related to job satisfaction (B = 0.939, p = .000). Thus, the study concluded that a significant relationship exists between human resource planning strategies and job satisfaction in Kenya's Lake Region Economic Bloc County Governments. The study recommends that county governments in the Lake Region Economic Bloc in Kenya emphasize implementing forecasting and restructuring strategies objectively and rationally to enhance employees' job satisfaction.

Strategic Fund Management Practices and Financial Sustainability of Social Economy Organizations in Kenya

Mon, 01 Jan 2024 00:00:00 GMT

Strategic Fund Management Practices and Financial Sustainability of Social Economy Organizations in Kenya Njogu, Grace W. Social-economy entities are dedicated to social objectives rather than profit maximization. Among them, Agricultural NGOs (A-NGOs) play a crucial role in promoting sustainable farming practices. However, due to the financial pressures during COVID19 pandemic, some A-NGOs succumbed, while others managed to sustain enhanced operations. Anchored on the resource based theory, the study sought to assess the effect of strategic fund management practices on financial sustainability of the A-NGOs during Covid19 pandemic. Data was obtained from forty-two (42) A-NGO’s that had fully or partially engaged in agricultural activities for at least one year preceding the COVID19 pandemic. Using a mixed method research design, the study examined the effect of strategic fund management (SFM) practices adopted by these entities on their financial sustainability. Regression output provided insights on the effect of strategic financial management practices including scenario planning, rolling forecasts, and cost control, suggesting statistical significance of the strategic fund management practices on the longterm financial sustainability. Specifically, the study found that A-NGOs that practiced scenario-based financial planning and rolling budget forecasts with regular reviews, in addition to the adherence to comprehensive cost control and other internal controls for risks mitigation were more sustainable. The study had substantial unexplained variance, implying that financial sustainability of A-NGOs is multidimensional, and requires an integrated fund management practices.