Papers by Florence Kagendo Muindi
LAP LAMBERT Academic Publishing eBooks, Mar 13, 2017
The objective of this study was to establish the relationship between employee retention practice... more The objective of this study was to establish the relationship between employee retention practices and OCB at D.T.Dobie (K) Limited. The factors explored on retention practices were Recruitment and selection, Realistic Job Preview, Corporate Image, Organizational Culture, Leadership style, Employee Relations, Communication, Reward and Recognition, Training and Development, Work Life Balance and Geographical Location/Transfers. The study then explored the intervening relationship of OCB factors thus; Helping Behaviours/ Altruism, Sportsmanship, Loyalty/ General compliance, Conscientiousness/ Individual imitative, Civic Virtue and Courtesy. The study population comprised of all the D.T.Dobie staff that were present at the time of data collection in July 2015. A sample of 151 respondents was selected from the population using Stratified Random sampling method that captured 30% of the total population in the ratio of 3.1 with representation from all categories of employment. A descriptive research design was used.
Journal of business and strategic management, Feb 6, 2017
The objective of the study was to establish the employee's perception of strategic change managem... more The objective of the study was to establish the employee's perception of strategic change management at Tourism Fund. Methodology: The study population are all employees of the Tourism Fund (CTDLT) Kenya. The respondents were 100 employees. This formed the population. The collected data was analyzed using quantitative procedures. Quantitative data was analyzed using descriptive statistics. The descriptive statistics involved frequencies, standard deviation and means. Results: The study findings indicated that the organization had established a sense of urgency in the need of change, it also created the guiding coalition for all employees to follow during the process and the company developed a vision and strategy that can be achieved. Results further revealed that the organization ensured there was good communication strategies for communicating the change vision to all employees, and ensured that all employees were empowered with broad-based action which helped the employees feel empowered to adopt the new changes. The study findings also indicated that the company ensured that it generated shortterm wins, consolidated gains and producing more change and anchored new approaches in the culture. This was to ensure that the employees felt as part of the process to make it a success. Unique contribution to theory, practice and policy: The study recommends that managers at Tourism Fund can use the results to craft strategies on which areas to improve and which areas to excel at. For instance, the managers may highlight the toughest challenges so that they may find ways to improve on the drivers of the weaknesses and also identify the drivers of Strengths with an intention to excel in these areas. It is also suggested that since the employee perceptions were that formation of strategic change management have brought about competitive advantages, it may be important to consider investing in the area of change management with a hope of building and enjoying further competitive advantages. This investment would take the form of more human and financial resources allocated to strategic change management.
Journal of human resources management research, May 1, 2011
This study examines the relationship between participation in decision making and job satisfactio... more This study examines the relationship between participation in decision making and job satisfaction among academic staff in public University of Nairobi. This study was conducted on the positivism approach to research. The study adopted a descriptive survey research design. The population of the study was all non-management members of academic staff at the school of Business, University of Nairobi. A structured questionnaire was prepared and distributed to all selected respondents. The study comprised of two major variables, namely participation in decision making, which was the independent variable and job satisfaction which was the dependent variable. A five point scale was used to collect data and analysis was based on averages, percentage, correlation coefficient and linier regression. The findings indicate that a significantly strong positive correlation was found to exist between job satisfaction and participation in decision-making (ρ=0.888). The findings indicate also a positively strong correlation between participation in decision-making and job satisfaction in relation to general working conditions (ρ=0.640); pay and promotion potential (ρ=0.703); use of skills and abilities (ρ=0.895); job design (ρ=0.750); and job feedback (ρ=0.632). The findings indicate that the level of job satisfaction for workers at the SOB increases proportionately with an increase in their level of participation in decision-making.
Archives of Business Research
Small and Medium Enterprises (SMEs) globally are currently operating in dynamic and uncertain bus... more Small and Medium Enterprises (SMEs) globally are currently operating in dynamic and uncertain business environments, making it necessary to attract and retain valuable human capital that can give them a competitive edge over peers. Most of these enterprises lack resource advantages and suffer from liabilities of size and newness, resulting in a big challenge in their attempts to compete favorably with large established firms. The ability of an enterprise to create and sustain a healthy and supportive innovation climate is consequential to its ability in attracting and retaining valuable human capital. This research aimed to ascertain the influence of innovation climate on attracting and retaining human capital among SMEs in Kenya. The top 100 SMEs for the year 2019 formed the study sample. A response rate of 59% was achieved. The study utilized structured questionnaires to collect data from founders of enterprises, and in their absence, the top management team was engaged. The data ...
Journal of Human Resource &Leadership
This study conceptualized and tested the relationship between authentic leadership and ethical be... more This study conceptualized and tested the relationship between authentic leadership and ethical behavior of employees in commercial banks in Kenya. Previous researchers have argued that authentic leadership influences performance of organizations. Few studies that have looked at the relationship between authentic leadership and ethical behavior of employees have reported conflicting results. As a result, there was need to conduct more studies to establish the existence of the relationship between the study variables. The main objective of the study was to establish the relationship between authentic leadership and ethical behavior of employees in commercial banks in Kenya. The study specifically aimed at establishing the effect of authentic leadership on ethical behavior of employees. A descriptive survey design used structured questionnaires to collect data from 384 employees of commercial banks in Kenya. Inferential statistics were used to analyze the data. Hypothesis test was done...
The International Journal of Humanities & Social Studies, 2021
The main objective of this study was to establish the role of employee commitment and organizatio... more The main objective of this study was to establish the role of employee commitment and organizational culture on the relationship between transformational leadership and performance of Deposit taking SACCOs in Nairobi City County, Kenya. The theories chosen to anchor the variables in this study include: transformational leadership theory Selfdetermination theory, organizational culture theory and contingency theory. This study adopted descriptive crosssectional research design. The population of the study was the (40) deposit taking savings and cooperative societies in Nairobi City County as at December 2016. Multiple regression models were used to test the significance of the influence of the independent variable on the dependent variable. T-test was used to test the direction of the relationship between the dependent and the independent variable. The study found that employee commitment and organizational culture played a significant mediating and moderating role in the relationship between transformational leadership and both financial and non-financial performance. Since organizational culture and employee commitment mediates and moderates the relationship between transformational leadership and performance respectively, the SACCO ought to continually invest in the development of employee's skills in order to stay competitive and meet ongoing business needs. The study recommends that building a capacity in the workforce to prepare for transition in commitment will require leadership training, communication, and clear expectations for the leaders and followers. Capacity development within an organization may be challenging to organizations with limited resources and limited time for training initiates. The study also recommends that it is critical that Sacco's leaders understand the cultures of their organization and seek to develop values and practices that are supportive of innovation. This can be influenced: through the beliefs and experiences of its members, through beliefs and values of leaders, and through organizational practices.
International journal of business and management, Apr 17, 2023
Past studies on the effect of innovation climate on the attraction and retention of human capital... more Past studies on the effect of innovation climate on the attraction and retention of human capital produce mixed results. For this reason, this study aimed to investigate the impact of founder characteristics on the correlation between innovation climate and the attraction and retention of human capital. Criterion sampling was used to select the top 100 SMEs in Kenya. Targeted respondents included founders of SMEs. Out of the targeted 100 SMEs, 59 responded, giving a response rate of 59%. The study used a structured questionnaire to collect data and the partial least squares structural equation modelling technique to analyze the collected data. Since previous researchers have found mixed results on the influence of innovation climate on the attraction and retention of human capital, the current study aimed to ascertain this and thus the moderating variable, founder characteristics. It established that the variable had an insignificant effect on the link between innovation climate and human capital attraction and retention (βeta = 0.230, t = 1.855, p = 0.064). Since talented employees usually desire to work in a conducive workplace environment, SMEs need to create a supportive innovation climate that can assist in attracting, maintaining and retaining human capital. Future scholars can investigate the influence of other moderating variables on the link between innovation climate and the attraction and retention of human capital. Keywords: Attraction and retention, founder characteristics, human capital, innovation climate
European Journal of Business and Management, 2018
Compensation is essential to the functioning of the relationship between the employee and employe... more Compensation is essential to the functioning of the relationship between the employee and employer and close to the heart of both the employer and the employee. Perceived unfairness in compensation can be harmful to an organization. When employees believe that they are not paid equitably they will be dissatisfied with work which can lead to voluntary employee turn-over, regular absence from work, non-commitment to the organization and low-trust employee relations. Lack of clear criteria and unfairness in distributing incentives to academic staff and supportive supervisors could influence academic staff motivation and performance. There is need to consider fairness in distributing incentives and to have supportive supervisors who will motivate the academic staff and in turn improve their performance. The main objective of this study was to establish the joint effect of perceived equity and supervisor support on the relationship between employee compensation and employee performance ...
This study focused its attention to the link among firm size and CEO compensation of firms listed... more This study focused its attention to the link among firm size and CEO compensation of firms listed at the NSE. Previous researchers have identified firm’s characteristics that influence the firm’s ability to perform. The identified characteristics include firm size, age, reputation and legitimacy. A firm’s characteristics could be described through reference to resources the firm owns and by the organization’s objectives. Previous researches examined the factors influencing CEO compensation revealed a lack of consensus to the explanation of increases in CEO’S compensation. While most of the studies confirm linkages between organizational performance and CEO compensation, they measured organizational performance using financial indicators of performance, this study investigates the link between firm size and CEOs compensation. The study’s population constituted 40 firms listed at the NSE. A mixed design was adopted in the study. Primary data was gathered to capture the opinion of boar...
Employee job performance plays a critical role in firm’s competitiveness, sustainability and cont... more Employee job performance plays a critical role in firm’s competitiveness, sustainability and continuous improvement and thus continues to fuel a great deal of research. A significant number of studies propose that reward predict employee job performance. Effective reward enables firms to attract, engage and retain key staff to achieve strategic and financial goals. The purpose of this study was to determine the effect of employee reward on nurse’s job performance in Kenyan national referral hospitals. The study employed cross sectional survey research design. The study found out that extrinsic and intrinsic reward is positively and significantly related to employee job performance, however extrinsic reward (77.3%) influenced job performance to a great extent as compared to intrinsic reward (64.9%). The study concludes that employees reward significantly enhances employees’ performance. Rewards are very essential in the organization to support confidence and to establish humanity bet...
Employee job performance plays a critical role in firm’s competitiveness, sustainability and cont... more Employee job performance plays a critical role in firm’s competitiveness, sustainability and continuous improvement and thus continues to fuel a great deal of research. Competences lead to flawless and accurate execution of tasks, quality awareness, analytical abilities and openness to change. Competences help employees act in an organized, objective, purposeful and responsible way and enhance creativity, sensitivity and good interpersonal qualities in the work context. The purpose of this study was to establish the moderating effect of employee competence on the relationship between employee reward and nurse job performance in Kenyan National Referral Hospitals. The study employed cross sectional survey research design. Descriptive statistics, correlation and regression techniques were used to analyze the data. The study found out that the relationship between employee reward and job performance is moderated by employee competencies. The results provided sufficient statistically si...
Compensation is essential to the functioning of the relationship between the employee and employe... more Compensation is essential to the functioning of the relationship between the employee and employer and very close to the heart of both the employer and the employee. This research investigated the effect of supervisor support in the relationship between compensation and employee performance. Lack of clear criteria and unfairness in distributing incentives to academic staff and supportive supervisors could influence staff performance. There is need to consider fairness in distributing incentives and to have supportive supervisors who will motivate the academic staff and in turn improve their performance. The main objective of this study was to determine the joint relationship between compensation, supervisor support and employee performance in Kenyan chartered public universities. The study was based on Expectancy Theory and Social Exchange Theory. The study adopted positivist research philosophy. A descriptive cross-sectional design was adopted to enable the researcher discover the ...
European Scientific Journal, ESJ, 2015
The success of any organization is highly dependent on how it attracts recruits, motivates, and r... more The success of any organization is highly dependent on how it attracts recruits, motivates, and retains a high performing workforce. Explaining the factors that influence employee performance remains a fundamental question for human resources management practitioners. The expectancy theories of Vroom, Porter, and Lawler, assert that employee performance depends not only on the amount of effort exerted, but also on the intervening influences of factors such as person’s abilities and traits, as well as their role perceptions. Researchers also suggest that a range of organizational and employee factors could impact employee performance. These include Quality of work life, ability, effort, motivation, attitude, personality, competence, and job satisfaction. This study looked at selected employee related factors, namely: employee personality, job satisfaction, and competence. QWL was included because organizations are known to adopt a strategy for improving employees’ Quality of Work Lif...
European Journal of Business and Management Research, 2022
Organizations use human resource management practices to change employee attitude in order to enh... more Organizations use human resource management practices to change employee attitude in order to enhance employee performance. Disposition is a form of behaviour expressed by individual over time in different conditions. Individual dispositions include personality traits which explain one’s behaviour in different situations and are genetically determined. The aim of this study was to establish effect of employee disposition on the relationship between human resource management practices and employee performance. The research was based on ability, motivation and opportunity theory and social exchange theory Positivism research philosophy and descriptive cross-sectional survey were used. Stratified random sampling was used to study a sample of 384 National Police Service officers. primary data was collected using structured questionnaires. Data was analyzed using both descriptive and inferential statistics. The study findings showed that employee disposition mediates the relationship bet...
This study examines the relationship between participation in decision making and job satisfactio... more This study examines the relationship between participation in decision making and job satisfaction among academic staff in public University of Nairobi. This study was conducted on the positivism approach to research. The study adopted a descriptive survey research design. The population of the study was all non-management members of academic staff at the school of Business, University of Nairobi. A structured questionnaire was prepared and distributed to all selected respondents. The study comprised of two major variables, namely participation in decision making, which was the independent variable and job satisfaction which was the dependent variable. A five point scale was used to collect data and analysis was based on averages, percentage, correlation coefficient and linier regression. The findings indicate that a significantly strong positive correlation was found to exist between job satisfaction and participation in decision-making (ρ=0.888). The findings indicate also a posit...
Compensation is essential to the functioning of the relationship between the employee and employe... more Compensation is essential to the functioning of the relationship between the employee and employer and very close to the heart of both the employer and the employee. This research investigates the effect of employee motivation and employee performance. When employees believe that they are not paid equitably they will be dissatisfied with work which can lead to voluntary employee turn-over, regular absence from work, non-commitment to the organization and low-trust employee relations. Lack of clear criteria and unfairness in distributing incentives to academic staff and supportive supervisors could influence staff performance. The main objective of this study was to determine the effect of compensation on employee performance in Kenyan chartered public universities. The study was based on expectancy theory and equity theory. The study adopted positivist research philosophy. A descriptive cross-sectional design was adopted to enable the researcher discover the relationship between dif...
DBA-Africa Management Review, 2019
The study examined the effect of career management behaviour in the relationship between organiza... more The study examined the effect of career management behaviour in the relationship between organizational sponsorship and career success among managerial staff in large scale manufacturing firms in Kenya. A descriptive cross sectional research design was adopted. Primary data was collected using a well-designed questionnaire based on a sample of 255 managers from large manufacturing firms in Kenya. The study received a response rate of 79.6%. Data was analyzed using descriptive and inferential statistics. All the measurement items met reliability and validity test. Hypotheses were tested using linear regression model. The findings indicated that career management behaviour partially mediates the relationship between organizational sponsorship career success. The results support LMX theory which advocates for organizational sponsorship for career success of employees, and impression management theory that argues for the choice and use of proper career management behaviour. The study re...
European Scientific Journal ESJ, 2020
International Journal of Scientific Research and Management, 2019
This study examined the link between organizational performance, firm size and CEO’S compensation... more This study examined the link between organizational performance, firm size and CEO’S compensation of firms listed at the NSE. Past studies on the determinants of CEO’S compensation revealed a lack of consensus to the explanation of increases in CEO’S compensation. While most of the studies confirm linkages between organizational performance and CEO’S compensation, they measured organizational performance using financial indicators of performance, the current study investigates the relationship between organizational performance and CEO’S compensation but differs from the previous studies by expanding the measures of organizational performance to include the balanced scorecard measures of financial indicators, customer satisfaction, internal processes and learning and growth elements of performance. Additionally, the study sought to find out the moderating role of firm size on the relationship between organizational performance and CEO’S compensation. The theoretical foundation of th...
The main aim of the study was to examine the role of proactive personality in the relationship be... more The main aim of the study was to examine the role of proactive personality in the relationship between organizational sponsorship and career success of the managerial staff in large scale manufacturing firms in Kenya. Consequently, two hypotheses were formulated with the aim of achieving the set objective. The study was guided by positivist research paradigm and descriptive cross-sectional research design was adopted, primary data was collected from managerial staff of large scale manufacturing firms in Kenya. Data was analyzed using descriptive and inferential statistics. All the measurement items met reliability and validity tests. Hypotheses were tested using linear regression model. The findings indicated that proactive personality moderates the relationship between organizational sponsorship and career success. The study supports leader member exchange (LMX) theory which advocates for organizational sponsorship for career success of employees and social cognitive career theory (SCCT) that advocates for interaction of organizational factors and personality factors in achievement of career success. The study recommends that large scale manufacturing firms should enhance their employees' career success by providing them with organizational sponsorship programs particularly; training, mentorship, supervisor support and organizational resources. The findings also provide future researchers with a useful conceptual and methodological reference that can be used in the pursuit for further studies particularly in the area of career success and as far as the moderating role of proactive personality is concerned in different contexts other than manufacturing firms.
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Papers by Florence Kagendo Muindi