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Occupational Health and Safety Practices and Employee Productivity at the Kenya National Civil Registration Office, Nairobi City County, Kenya
(Kenyatta University, 2025-12) Otieno,Christine Auma
As the nation's economy has grown and the public and private sectors have expanded, there has been a growing interest in the connection between occupational safety and health (OSH) practices and worker productivity. Many organizations have recognized that inadequate safety standards not only endanger employees but also compromise productivity by contributing to increased absenteeism, higher medical costs, and reduced employee morale. The. study assessed the effect of workplace safety practices, evaluated the effect of safety training, assessed the effect of workplace ergonomics and determined the effect of workplace emergency management on employee productivity at the Kenya National Civil Registration office. This study was anchored on Goal-Setting, Behavior-Based Safety (BBS) and Human Factors and Ergonomics Theories. A descriptive study design was adopted, targeting 200 administrative staff, 105 registrars, and 351 clerical officers. The study used disproportionate stratified sampling, to sample 100 administrative staff, 52 registrars, and 70 clerical officers. Primary data collection was done using a questionnaire and an interview guide. The analysis of the quantitative data was done with aid of SPSS version 27 and present through mean and standard deviation, while qualitative data was done using thematic analysis. Inferential analysis was done using regression model Pearson Correlation Coefficient, analysis of variance (ANOVA) as well as Fisher’s test. The findings of this study conclusively demonstrate that a positive and significant relationship exists between occupational health and safety practices and employee productivity at the Kenya National Civil Registration office. The evidence suggests that a robust and comprehensive safety program, which includes clearly communicated policies, regular and relevant training, supportive ergonomic setups, and effective emergency management, is not merely a compliance issue but is a fundamental driver of a productive workforce. The study recommended that Kenya National Civil Registration office should establish a standardized and centrally managed occupational health and safety policy. The organization should invest in upgrading its ergonomic equipment to address physical discomfort among employees. A mandatory, hands-on safety training program should be implemented to ensure all employees are confident in their skills.
Proactive work behavior and performance of selected insurance companies in Nairobi City County Kenya
(Kenyatta University, 2025-08) Kiunga, Charity Njoki
In today's business environment, organizations must create a compensation strategy that attracts and motivates talent to reduce turnover. Developing a performance-driven program is essential for effective workforce management and enhancing competitive edge. This underscores the important link between HRM and organizational performance, making it a key focus in HR practices. Insurance firms are crucial in the financial ecosystem, providing security, promoting investments, and facilitating savings accumulation. Thus, they contribute to the long-term stability and expansion of national economies. This research intended to ascertain the influence of proactive work behavior on the success of selected insurance firms in Nairobi City County, Kenya. The precise aims were to evaluate the impact of Employees Taking Charge on the performance of insurance corporations in Nairobi City County, to ascertain the influence of Staff Voice Expression on the success of insurance corporations in Nairobi City County, Kenya, to ascertain the effect of employees engaging in innovative work behavior on the success of insurance firms in Nairobi City County, and to assess the impact of Employee Orientation on the performance of insurance entities in Nairobi City County, Kenya. The research was underpinned by the expectation theory, attribution theory, self-determination theory, and the ability, motivation, and opportunity theory. The research utilized a descriptive research design. The research included a population of 59 insurance firms that are based in Nairobi City County. The insurance firm's selection process utilized simple random sampling until a sample size of 170 responders was reached. The research utilized primary data collected through the questionnaire. The data gathering instrument was rigorously validated and tested for reliability. The quantitative data was studied utilizing both descriptive statistics and inferential statistics. Descriptive statistics included measures such as the mean, mode, median, and standard deviation. Regression and correlation analysis, which were inferential statistical methods, was employed to demonstrate the level of association between the independent factors and the dependent variable. The data was displayed via graphical representations such as graphs, charts, tables, and figures. The research found there was a positive significant of employee taking charge, staff voice expression, staff innovation and employee orientation on performance of selected insurance firms in Nairobi City County Kenya. The research concluded that when employees are given responsibility for the performance of their designated insurance firms, they are predisposed to experience an enhanced sense of ownership to their work. Employees who interact directly with clients can provide valuable feedback on customer preferences and pain points, enabling the company to tailor its products and services accordingly. Staffs who are encouraged to innovate can develop customized insurance products that meet the specific needs of local customers which lead to higher customer satisfaction and loyalty. A well-structured orientation program helps new staff understand the firm’s values and culture, resulting to a stronger emotional connection and commitment to the organization. The research recommends that organizations adopt a formal performance review procedure that evaluates staff on customer service, claims handling, and policy sales. Companies should use questionnaires, suggestion boxes, and digital platforms to allow employees to anonymously rate company performance. Companies should create ways for employees to express ideas without fear of criticism to stimulate creativity. New hires should attend courses on the insurance sector, company performance measures, and Kenyan regulation.
Financial Management Practices and Financial Performance of Insurance Companies Listed at Nairobi Securities Exchange, Kenya
(Kenyatta University, 2025-08) Kihara, Christine
Kenya's financial services sector includes the insurance sector, which is crucial because it aids in the expansion and improvement of the national economy. Over the years, the insurance industry contribution to gross domestic product has been improving. However, in Kenya, insurance industry has performed poorly financially, with overall growth rates flat or dropping. This analysis was driven by apparent shifts in the insurance industry's rate of return on equity. This study looked into the relationship between Kenyan insurance businesses that are listed on public markets' financial performance and their financial management practices. The specific objectives included examining the impact of working capital management, capital budgeting, and capital structure on the financial performance of listed insurance companies as well as the extent to which inflation affected the relationship between financial management practices and listed insurance companies' financial performance. The theory of agency, market timing, and stakeholders served as the foundation for this investigation. An explanatory research design was used. Six mentioned insurance companies made up the target population. In this analysis, all six listed insurance firms were considered. Because there were so few companies, a census was undertaken. Panel secondary data for the years 2015–2022 was used. Both descriptive and inferential statistics were used to analyze the data. The correlation analysis's findings showed that the working capital ratio and return on equity have a positive relationship. Furthermore, using random effects regression analysis, a high and positive association was shown between successful financial management and working capital management. However, return on equity and the debt-to-equity ratio were found to be adversely connected in the correlation study's results. Furthermore, a high and negative correlation between capital structure and financial performance is revealed by random effects regression analysis. The results of the correlation study indicated that return on investment and return on equity were positively correlated. Furthermore, using random effects regression analysis, it was discovered that capital budgeting and financial success had a positive and significant correlation. The study also discovered that the association between financial performance and financial management techniques is negatively moderated by inflation. According to the study's findings, capital structure has a detrimental effect on financial performance whereas working capital management and capital budgeting have a positive one. This study suggested that insurance companies listed at NSE should seek to maintain adequate current assets that would be enough to cater for all short term liabilities that may arise in the course of the business operations. Insurance firms should also seek to balance the use of debt financing and equity financing in order to ensure the negative effect of high debts is neutralized. This study hence recommended that insurance firms should seek to adopt practices that will reduce the cost of investment but also increase the return on the investment. This study also made suggestions that insurance firms listed at NSE should be able to understand the economic situations in terms of the inflation and make the right financial decisions that would not negatively impact their performance. The study also recommends that IAA should provide regulations that will protect the insurance firms against the effect of inflation.
Climate Change, Resource-Based Ethnic Conflicts and Socio-Economic Development in Baringo South Sub-County, Baringo County, Kenya
(Kenyatta University, 2025-10) Cheruiyot, Julius Kipngeno
Climate change poses major challenges by creating uncertainties that threaten rural populations reliant on natural resources. In Baringo South, extended droughts trigger conflicts over water and pasture among the Tugen, Pokot, and Njemps. These conflicts escalate into ethnic clashes, undermining peace, displacing communities, and reversing social and economic progress, leaving populations vulnerable to poverty and insecurity. This study interrogated the nexus between climate changes; resource based ethnic conflicts and socio-economic development in Baringo South sub-County. Three objectives were formulated for this study. To begin with this study interrogated the role of climate change in resource based ethnic conflicts in Baringo South sub-County. Secondly the study analyzed effects of resource based conflicts on social-economic development in Baringo South sub-County. Third, the effectiveness of initiatives and strategies put in place by various stakeholders in mitigating resource based ethnic conflicts in Baringo South sub-County were analyzed. Anchored on two complementary theories namely; legitimate domination theory and environmental insecurity theory, this study argued that environmental degradation and shrinking access to pasture and water resources as a result of changes in climatic conditions ignite resource-based disputes which take the form of ethnic conflicts among pastoralists communities. Such resource based ethnic conflicts have negative impactions on socio-economic development of communities affected. The study was in the form of a descriptive research design. This study made use of primary and secondary data in achieving intended objectives. The target population in this study included residents of Baringo South, NGOs leaders, women leaders, religious leaders and local administrators. Simple random and purposive sampling techniques were employed to identify a total of 300 respondents for field interviews. Random sampling was employed to select 280 residents while purposive sampling selected informants who NGOs leaders, women leaders, religious leaders and local administrators. Questionnaires were administered to 280 men and women from the dominant pastoralist ethnic groups while interview guides were administered to 20 purposively selected informants. Data collected was analyzed and interpreted both qualitatively and quantitatively. The study found that climate change intensifies resource scarcity and conflict political and economic agendas often fueled by elites exacerbate ethnic rivalries and prolong violence. It was observed that resource-based ethnic conflicts disrupt trade, education, health services, and infrastructure, causing shortages, school closures, damaged facilities, and destroyed roads, ultimately undermining socio-economic development in the region. The study noted that elders are most effective in resolving conflicts though enforcement is weak. Government efforts remain inadequate, NGOs show potential but lack support, while religious leaders, women, and youth have limited influence.
Compensation strategies and employee retention in public health sector in Nairobi City County, Kenya
(Kenyatta University, 2025-07) Nyukuri, Carolyne Murenga
Employees ought to be treated as valued assets and sources of competitive advantage because of their trust, high-quality skills and adaptability, knowledge and fresh ideas, and commitment. Healthcare professionals are essential to the functioning of the healthcare system in Kenya. Multiple studies indicate that the healthcare industry experiences a significantly higher effect from poor employee retention when compared to other industries. Quality service delivery is a crucial component of any health system and is seen essential for attaining sustainable development goals. Effective service delivery in the healthcare sector can be attained through expensive service providing, timely service delivery, sufficient access to healthcare facilities, and making sure healthcare providers fulfill their service obligations. The main objective of this research was to ascertain the effects of compensation strategies on staff retention in the public health sector in Nairobi city county, Kenya. The precise goal were to determine the effect of base pay, incentive pay, workplace environment, and recognition on staff retention in the public health sector in Nairobi City County. The research hinged on: Herzberg's two-factor theory, agency theory, reinforcement theory, Vroom's expectation theory, and the notion of wanted versus unwanted turnover. The research utilized a descriptive research design. The research chose a subset from the total population of 4,227 individuals working in the healthcare industry in Nairobi City County. The sample size was ascertained vi the Yamane formula. The population was divided into four categories: doctors, nurses, technicians, and nutrition and wellness officers, utilizing a random selection method. Next, the 365 participants were selected by a process of simple random sampling. The data collection tool underwent assessment to ensure its validity and reliability. The data collection process encompassed the utilization of both primary and secondary data gathering methodologies. Questionnaires were employed to acquire primary data. The research tools were rigorously assessed for their validity and reliability. The elements of the tool underwent testing for content validity and face validity, whereas the dependability of the research questionnaire was assessed utilizing Cronbach's alpha. The data was evaluated utilizing both descriptive and inferential statistics, employing the SPSS version 24 software. The descriptive analysis was through computing frequencies and percentages to examine the demographic characteristics of the participants. The inferential statistics involved the employing of multiple regression and correlation analysis. The analyzed data was presented in both tabular and graphical formats. The research revealed that base pay strategy, incentive pay strategy, work environment strategy and recognition strategy on staff retention in the public health sector in Nairobi City County. The research resolved that a base salary provides employees with a reliable and predictable income, which can reduce financial stress and improve overall job satisfaction. An effective incentive compensation strategy reduces turnover by fostering loyalty and commitment among employees. A well-structured work environment fosters a culture of respect, collaboration, and support, leading to higher job satisfaction among employees. A culture of recognition fosters a positive work environment where employees feel valued and appreciated, which can enhance overall job satisfaction. The study recommends that the County should regularly conduct salary surveys to compare public health sector salaries with those in the private sector and other regions to ensure in identifying gaps and ensuring competitive compensation. The County should conduct market research to ensure that salaries are competitive with both public and private sector healthcare jobs in Nairobi and the broader region. The County should create a workplace that values diversity and inclusivity, ensuring that all staff feel respected and valued regardless of their background. The County should create platforms where employees can recognize and appreciate their colleagues’ efforts, fostering a culture of mutual respect and support