Browsing by Author "Wanyonyi, Kadian Wanyama"

Now showing 1 - 10 of 10

Analysis of Performance Appraisal Systems on Employee Job Productivity in Public Universities
(International Journal of Business and Management Invention, 2016-08-16) Maloba, Esther Munyifwa; Yatundu, Faraji Anduku; Wanyonyi, Kadian Wanyama; Mutsotso, Stanley Ngome
Universities appraisal system is meant to enhance the performance of employees by integrating an individual’s goal with those of the organization. Despite the Universities Management having an appraisal system, performance in public universities in the country remains relatively poor. The purpose of the study was to analyze performance appraisal systems on employee job productivity in public universities. The main objective of the study was to determine the effect of self-assessment on the performance of employees in Public Universities. The research study was carried out in four universities namely Masinde Muliro University of Science and Technology, Maseno, Moi and Jaramogi Oginga Odinga University of Science and Technology. Data collection instruments used was mainly questionnaire. Both content and construct reliability was carried out through engagement of experts in preparing the questionnaire. Piloting was done in Laikipia University College, though the results were not used in the study. To ensure that the instrument is reliable, a Cronbach’s Alpha of Coefficient of 0.876, was attained, which is far way above the recommended 0.7 in social sciences. The study employed descriptive survey research design. The target population consisted of 11,296 employees and 4 Registrars in charge of Administration. Purposive sampling was used to select the four universities and four registrars. Data analysis was done using the statistical Package for Social Science (Version 20). Both descriptive and inferential statistics were used in data analysis. The results were presented in form of tables, charts and cross tabulations. From the findings, self-assessment was an important section in performance appraisal as it contributed to improvement in employee job productivity. The findings will contribute to the pool of knowledge in the field of Human Resource Management and will form the basis of reference by interested parties in future. The management of public universities will use the findings of this study to guide them in performance management. Furthermore, the findings will be a source of reference for academicians who intend to carry out studies in relation to the subject of performance appraisal systems.
Analysis of Strategic Positioning on Organization Performance of Mobile Telecommunication Firms in Nairobi County Kenya
(IJRDO-Journal of Business Management, 2016-11-15) Kugun, Gloriah; Wanyonyi, Kadian Wanyama; Sialo, Felix; Sangoro, Oscar
The telecommunications industry has undergone dramatic shifts in its evolution. Since the end of the long-distance monopolies in the early 1980s and local monopolies in 1996, the industry has seen deregulation, innovation strategy, and new market entrants. Furthermore, the study was grounded on Diffusion Innovation Theory and the conceptual framework. The study adopted a descriptive and correlational research designs. Target population of this study comprised of 12,561 employees from Information Technology, Marketing and Procurement Departments: (Safaricom-6,500, Airtel-1,810 and Orange-4,251. The researcher then purposively select 10 managers from Safaricom Company Limited, 10 managers from Airtel and 10 managers from Orange Kenya. The 109 employees were selected through simple random sampling. Primary data was collected using questionnaires and interview schedules. The instruments was validated and tested for reliability through pilot testing. Quantitative data was analysed by use of descriptive and inferential statistics. Qualitative data from the in-depth interviews and focused group discussion were also analyzed and presented appropriately. For the study, the results indicated that innovation strategy had a statistically significant strong effect on the performance (R=0.715) and explained 51.2% of its variation (R2=.512, P=0.000). The results indicated that Marketing strategy had a statistically significant effect on the performance (R=0.773) and explained 59.7% of its variation (R2=.597, P=0.000). The unstandardized regression coefficient (β) value of the Marketing strategy was 0.956 with a t-test of 12.229and significance level of p-value=.000. The inferential results indicated that transformational leadership had a statistically significant effect on the performance (R=0.452) and explained 30.4% of its variation (R2=.204, P=0.000). Lastly, supply chain integration had significant relationship with the performance of sampled telecommunication firms in Kenya. This was achieved through affordable cost, conducive environment, distribution of services and clear logistics strategic plan. However, majority of the respondents disagreed that their organization is currently doing business with companies globally
Effect of Business Financing on the Performance of Small and Medium Enterprises in Lurambi Sub-County, Kenya
(European Journal of Business and Management, 2016-05-13) Manini, Muganda Munir; Abdillahi, Umulkher Ali; Wanyonyi, Kadian Wanyama; Simiyu, John
The purpose of this study was to examine the effect of sources of business financing on the financial performance of Small and Medium enterprises in Lurambi Sub-County. Specifically, the study sought to examine the effect of commercial loan-financing on the financial performance of Small and medium enterprises; to assess the effect of retained earnings financing on the financial performance of Small and medium enterprises and to establish the effect of trade credit financing on the financial performance of Small and medium enterprises in Lurambi Sub-County. Descriptive survey was used. The population of interest comprised of 450 small and medium enterprises in Lurambi Sub-County. Stratified random sampling was used to select 88 small and medium enterprises. The survey instrument used was questionnaires which were administered to owners and managers. Analysis of data was done using descriptive and inferential statistics. The study established that sources of business financing affected financial performance of small and medium enterprises significantly; commercial loan financing affected financial performance significantly; retained earnings financing affected financial performance significantly; trade credit financing affected financial performance of small and medium enterprises significantly. The study recommends that small and medium enterprises should make use of commercial loan financing, retained earnings financing and trade credit financing for them to realize higher levels of financial performance. The Government of Kenya should encourage lenders to share the financing risks with the government in order to reduce the cost of financing.
Employee Compensation on Job Performance in the County Government of Kakamega, Kenya
(The Strategic Journal of Business & Change Management, 2019-09-03) Puka, Stellah; Wanyonyi, Kadian Wanyama; Aliata, Victor Lusala
Despite the fact that County Governments have been investing heavily in staff empowerment strategies since inception its effect on job performance still remains vague. Several studies have been conducted on this subject and their results were diverse. More than 25% of organizations reported no significant empowerment-oriented practices in their organizations. The main purpose of this study was to investigate the effect of employee compensation on job performance among staff in the County Government of Kakamega, Kenya. This study was anchored on the Resource Based View Theory. A correlation research design was adopted for the study and the study targeted 242 respondents, drawn from all the county departments in the County Government of Kakamega. A sample size of 171 respondents was used. The questionnaire was the main instrument for data collection. Reliability analysis results illustrated that Cronbach alpha coefficients were above 0.7. The study employed criterion validity, construct validity of the instruments, and face validity. Data analysis and interpretation were based on descriptive statistics as well as inferential statistics using SPSS version 22. The findings of the study illustrated that employee compensation and employee performance were found to be linear, positive and significant (p-value less than 0.05). It was concluded that employee compensation accounted for 62.1% variation of job performance among staff of the County Government of Kakamega. This implied that if employee compensation were enhanced in the County Governments, employee job performance will be automatically improved. It was recommended that the county governments should fairly remunerate their employees through use of various types of bonuses like annual/year-end bonus and incentive bonus to motivate employees to better performance. The output of the study would be utilized by the Department of Human Resources Management by the County Governments of Kenya in the formulation of a systematic process of applying employee compensation. It would further guide formulation of policy in the key areas of employee compensation by County Governments and other policy makers. Finally, it would also contribute to scientific knowledge base for academic purposes for researchers in the area of employee compensation.
Green talent workforce planning and employee performance in Kenyan public hospitals
(International Journal of Research in Human Resource Management, 2025-04-15) Wekesa, Abraham Simiyu; Wanyonyi, Kadian Wanyama; Sirai, Sylvia Chebet; Barasa, Peter Wawire
Green Talent Workforce Planning on employee job performance in Kenyan public hospitals using a mixed-methods cross-sectional survey of 345 healthcare professionals. Structural equation modeling revealed a strong positive relationship between GTWP and performance (β = 0.385, p<0.001), with the model explaining 84.5% of performance variance and leadership support emerging as a critical moderator (β = 0.364, p<0.001); qualitative themes converged with these quantitative findings, highlighting benefits in competency development, resource management, team dynamics, career satisfaction, and organizational transformation. The study, grounded in Green HRM, Transformational Leadership, and Human Capital theories, concluded systematic implementation of GTWP strategies with robust leadership support to maximize employee performance and sustainability outcomes, providing recommendations spanning policy, practice, and future research to advance green talent management in healthcare.
Impact of motivation as HR bundle on performance of teachers of public schools in Bungoma County
(African Journal of Business Management, 2014-02-13) Wanyonyi, Kadian Wanyama; Nassiuma, Dankit; Zakayo, C.
The challenge for managers today is to keep the staff motivated and performing well in the workplace. By understanding employees' needs, managers can understand what rewards to use to motivate them. The goal of most companies is to benefit from positive employee behavior in the workplace by promoting a win–win situation for both the company and workers. This research sought to determine the impact of motivation as a HR bundle on teacher performance of public schools in Bungoma County. The study had the following hypothesis: there is no significant impact of motivation on teacher performance of public schools in Bungoma County. The study adopted descriptive and correlational survey designs. Validity of the research instruments was based on the three overarching forms of validity: content, face and construct validity. Reliability coefficient yielded a Cronbach’s alpha of 0.90. The data was analyzed using descriptive statistics and inferential statistics, namely, regression analysis and ANOVA. The main finding of this study was that motivation and as HR bundles had a marginally weak positive and significant association with teacher performance of public schools in Bungoma County.
Influence of Performance Appraisal Practices on Employee Retention in the Health Sector in the County Government of Kakamega
(The Strategic Journal of Business & Change Management, 2019-05-02) Mulievi, R. N.; Wanyonyi, Kadian Wanyama
This study sought to establish the influence of performance appraisal practices on employee retention in the health sector in the County Government of Kakamega with a view of proposing a mechanism to manage employee retention. The study was anchored on Equity Theory. The study employed a descriptive survey design. The target population was 1,153 health workers in Kakamega County drawn from 11 health facilities and a sample size of 297 respondents was used. The Data was collected by the questionnaires which was the main instrument to collect primary data. Quantitative data was analysed using descriptive inferential statistics (correlations and regression analyses). Performance appraisal practices and employee retention results revealed a positive and significant relationship in the health sector in the County Government of Kakamega. It was concluded that performance appraisal practices accounted for 36.9 percent of employee retention in the health sector in the County Government of Kakamega. The study recommended that organizations should effectively implement performance appraisal practices in various departments. The study findings may help to streamline the retention of staff in the health sector in Kakamega County by providing strategies of employee retention. The study provided a basis for future scholars, researchers and other stakeholders to use the results as a reference while also enabling researchers to carry out more investigation on other strategies that would increase employee retention. The County health sector HRM department would also gain from the findings of the study which would further enhance their skills in handling challenges of employee retention and understand factors which may have led to lack of employee retention.
Influence of Strategic Leadership on Service Delivery in the County Government of Busia, Kenya
(Journal of International Business, Innovation and Strategic Management, 2022-05-15) Simiyu, Titus Wamalwa; Wanyonyi, Kadian Wanyama; Aliata, Victor Lusala
In an Info track survey of August (2018), 76.7% of interviewed citizens of Busia County said that they are only surprised to see un-prioritized projects coming up. The County Government of Busia was also faulted for poor absorption of development and recurrent funds at a rate of 48.3% and 58.2% respectively. These disparities could be accredited to poor leadership in the County Government of Busia. The purpose of the study was to investigate the influence of strategic leadership on service delivery in the County Government of Busia, Kenya. The study was guided by Trait Leadership Theory and Strategic Leadership Theory. Data was analyzed using Statistical Package for Social Sciences (SPSS) Software version 24. The study was anchored on the explanatory research design. Target population consisted of 2,977 employees from the ten (10) Departments of the County Government of Busia from which a sample size of 353 respondents was arrived at. Study results were presented in the form of frequency distribution tables, graphs and pie charts that facilitate description and explanation of the study findings. From the results, strategic leadership had a significant positive influence on service delivery with p<0.01 and it significantly accounted for 57.9% variance in service delivery (R2=0.579, p<0.05). The study concluded that visionary leadership had significant influence on the service delivery in the County Government of Busia. The study recommends that employees in management positions in Busia county government to embrace visionary leadership by developing relevant sustainable development plans, setting clear performance targets and rewards as well as ensure that services meet all residents’ needs and expectations. These study findings are helpful in policy formulation in Busia County governments and industry.
Job Promotion and Employee Performance among the Administration Police in Bungoma County, Kenya
(Cross Current International Journal of Economics, Management and Media Studies, 2020-02-15) Ligare, Belyndah Shitakwa; Wanyonyi, Kadian Wanyama; Aliata, Victor Lusala
According to Kenya Police Service Annual Crime Reports (KPSACR) of 2016, the number of criminal offences is still on the increase with the 2013, 2014 and 2015 reports evidencing an offence number of 71832, 72,490 and 73,376 respectively. Based on this upward trend, it is still unclear if the trend is related to human resource practices such as job promotion as applied in the administration police which in turn have an effect on the performance of the administration police. In the service industry, especially the Kenya National Police Service, little research has been conducted on job promotion and employee performance especially in Bungoma County. The purpose of this study was to establish the influence of job promotion on the performance of administration police. The study adopted a descriptive survey design. The target population was 1,318 administration police officers in Bungoma County rom which a sample size of 384 respondents was used. Questionnaires were the main instruments used to collect primary data. Stratified random sampling, simple random sampling and systematic random sampling techniques were used. Data was analyzed using both descriptive and inferential statistics. Reliability analysis gave an average Cronbach alpha value of 0.8034 which indicated that the instruments were reliable. Results of the study showed that there was a statistically significant positive relationship between job promotion and employee performance and that job promotion accounted for 71.3% (R2 = 0.713) variations in the employee performance. It was concluded that if job promotion was well executed in the administration police, the performance of the staff would be enhanced. The following were the recommendations of the study: organizations should adhere strictly to its promotion policy, ensure promotion process is fair and that employees are promoted based on merit. The findings of this study is expected to inform administration police management policy makers, the government and other stakeholders on relevance and implications of on job promotion in the administration police aimed at improving the performance of staff.
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.