Browsing by Author "Mitalo, Ruth Atidah"

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Effects of Technological Changes on Employee Performance in Commercial Banks in Trans Nzioa County, Kenya
(IOSR Journal of Business and Management, 2022-05-19) Wanyama, Kadian Wanyonyi; Mitalo, Ruth Atidah
Increasing market pressures and market regulations have forced commercial banks to implement drastic organizational changes in order to remain competitive. However, while organizational change is a constant experience, the process of managing change involves a lot of challenges which if not well dealt with could hinder the attainment of desired goals. The purpose of this study therefore was to investigate the effects of technological changes on employee performance in commercial banks in Trans Nzoia County, Kenya. The study was guided by Uncertainty Management Theory, Lewin’s Change Management and McKinsey 7-S Change Management Models. The study adopted an explanatory research design. Target population of the study consisted of 470 employees drawn from 14 commercial banks in Trans Nzoia County. A sample size of 216 of employee was arrived at and stratified simple random sampling used to categorize managers, supervisors/administrators and clerical /tellers. Data was collected using the questionnaires. Validity and reliability of the study instrument were ascertained and results showed that the instrument was valid and reliable. Cronbach alpha coefficient was determined and yielded an alpha value of 0.770 which was considered reliable. Descriptive and inferential statistics were used to analyze the collected data. The results indicated that technological change (β=0.654, p=0.) had statistically significant effect on employees performance in commercial banks. Therefore, the study concluded that changes in technology at the commercial banks had statistically significant effect on the employee performance in commercial banks in Trans Nzoia County. The study recommended that management of commercial banks embrace participatory leadership and communication strategies to enhance employees’ readiness for technological changes. Further, commercial banks management should strive to be a learning organization and promoting changing attitudes those technological changes. The findings of this study would be beneficial to the employees of commercial banks as they would be sensitized technological changes adopted by the commercial banks in Kenya. The findings of this study would also be invaluable to future researchers who would wish to explore further on how technological changes affect employee performance in commercial banks.
How Talent Management Influences Performance of Supermarkets in Western Kenya
(Journal of International Business, Innovation and Strategic Management, 2023-08-18) Lufwarura, Ester Nekesa; Wanyama, Kadian Wanyonyi; Mitalo, Ruth Atidah
One major issue faced by supermarkets worldwide is poor business succession planning, which complicates the transfer of leadership, ownership, and management. In Kenya, this challenge is prevalent, with many supermarkets grappling with succession issues. Management problems have contributed to a decline in actual performance, dropping from 7% in 2019 to 6.7% in 2020. Although some studies have addressed business succession planning and performance, research specifically examining these practices in Western Kenya's supermarkets is limited. This study aimed to explore the relationship between talent management (independent variable) and supermarket performance (dependent variable) in Western Kenya. It was grounded in human capital theory, job characteristic theory, and social exchange theory. Using descriptive and explanatory research designs, the study targeted 193 staff, including managerial and technical departmental heads from 62 fully licensed supermarkets in the region. A sample size of 130 was obtained through simple random sampling with the Yamane formula. The study ensured content validity by reassessing the relevance of the data collection tools and construct validity by capturing all constructs in the framework. Reliability was tested using a Cronbach alpha of 0.7. A structured questionnaire collected quantitative data, analyzed with SPSS Software version 22 using descriptive and inferential statistics. The findings indicated that talent management had a moderate positive effect on supermarket performance. The conclusion emphasized the need for organizations to prioritize effective talent management practices to enhance performance. Recommendations included the implementation of talent management strategies and job rotation programs, providing a foundation for further research on this topic among scholars and academicians.
Moderating Effect of Perceived Equity on the Relationship between Employee Compensation and Academic Staff Performance in Kenyan Chartered Public Universities
(East African Scholars Journal of Economics, Business and Management, 2025-06-15) Mitalo, Ruth Atidah; Wanyonyi, Kadian Wanyama
Perceived unfairness in compensation can negatively impact employee motivation and organizational performance. When employees perceive inequity in pay, it may lead to dissatisfaction, turnover, absenteeism, and reduced commitment, thereby affecting overall performance. Addressing perceptions of fairness in distributing incentives is critical for motivating academic staff and enhancing their productivity. This study aimed to examine the effect of perceived equity on the relationship between employee compensation and employee performance in chartered public universities in Kenya. Grounded in Equity Theory, the research employed a descriptive cross sectional design, collecting quantitative data at a single point in time from academic staff across 23 Kenyan chartered public universities. A multistage sampling technique was used to select a sample of 370 respondents from a population of over 8,281 academic staff, with 247 questionnaires returned (response rate of 69%). Primary data was gathered through structured questionnaires measuring employee compensation, perceived equity, and performance. Reliability testing yielded a Cronbach’s alpha of 0.920, ensuring data consistency. Data analysis involved descriptive and inferential statistics, including regression analysis, to explore moderating effects. The findings indicated that perceived equity significantly moderates the relationship between employee compensation and performance (R²=0.282, F=49.356, p<0.05). The study concludes that fostering perceptions of fairness in compensation strategies can enhance employee motivation and performance outcomes. It recommends that universities develop transparent and equitable reward systems to optimize staff motivation and organizational effectiveness.