Effect of Recognition on Employee Job Output in Faith Based Health Facilities in Kakamega County, Kenya

Abstract

Reward system is an important device not only to monitor performance of employees but it can also be used as a motivation tool to retain employees as well as attract new talents. Despite the existence of the faith-based health facilities, they have experienced high staff turnover due to lack of equitable and sustainable reward systems in place. This study focused on the effects of recognition on employee job output in faith-based Health Facilities in Kakamega County. The study was anchored on the two theories; Self- determination theory and Cognitive evaluation theory. The study used a cross sectional research design approach and the unit of study was faith-based health facilities in County Government of Kakamega. The target population was 166 employees of faith-based health facilities in Kakamega County. The study used self-administered questionnaires to collect data. This study adopted content and construct forms of validity. Cronbach alpha, which is a measure of internal consistency, was used to test the internal reliability of the measurement instrument.

The study findings were: there was a statistically significant effect of recognition on employee job output of the faith-based Health Facilities in Kakamega County; where employees were recognized for the work done; this would lead to intrinsic motivation, ultimately improving the performance of the employees at workplace. The study concluded that high levels of recognition in the organization could translate to improve employee job output of the faith-based Health Facilities in Kakamega County. Where employees were recognized for the work done, this would lead to intrinsic motivation, ultimately improving the performance of the employees at workplace. The study would assist the practitioners on faith-based institutions matters which include provision of an insight on the perceptions of employees towards intrinsic rewards.