Browsing by Author "Kaltuma, Ibrein Ibrahim"

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    Workplace Diversity and Employee Performance of Private Universities in Nairobi City County, Kenya
    (Kenyatta University, 2024-02) Kaltuma, Ibrein Ibrahim
    Given the turbulent industrial applications, educational institutions have discovered that facilities must be supplied in accordance with the diverse stakeholder needs and expectations. As a result, the performance of employees is critical for service – based organizations. High employee performance becomes an important concern in organizations because it defines actual quality. However, poor employee performance has been attributed to the closure of five private universities in Kenya between 2015 and 2022. This has severely impacted on the Kenyan educational system this leading to the closure of these universities with hundreds of staff members rendered jobless and thousands of students been forced to relocate to other institutions. This has raised concerns over the standard of education in Kenya. Therefore, this study aims to examine workforce diversity effect on Nairobi City County’s private universities employee’s performance in Kenya. Of reference, this investigation evaluated age diversity, religion diversity, gender diversity and education diversity effect on employee performance of private universities in Nairobi City County, Kenya. Social identity theory, equity theory, pluralism theory and ability, motivation and opportunity theory are the project and theories. Descriptive research design was employed. The target population is the employees (management team, Deans/Heads of Department (HOD), Academic staff and support staff) of the 11 private universities located in the County of Nairobi. Stratified random sampling technique was employed on the 371 employees used. The information was accessed via closed and opened-ended questionnaire with Cronbach Alpha to test for reliability and validity using content and face to ascertain the instruments dependability. The primary data was analyzed on SPSS built-in platform in which descriptive statistics involving deviation from standard mean and mean as well as multiple regression analysis was performed. The evaluated output was illustrated in charts and tables and the study was upheld by ethics of confidentiality, respect and fairness. The output of the survey unveiled a positively effect of age diversity but insignificant on the performance of the employees; insignificant but positive effect on the employees’ performance was unraveled; observed a negatively significant effect on performance of the employees; and a positively significant educational diversity effect on the employees of private universities performance in Kenya’s Nairobi City County. The suggestion noted that university management prioritize hiring experienced staff. This approach aligns with the observation that experience often translates into higher productivity levels. In the event of employing young staff, merit should be upheld to avoid deteriorating employees’ performance in the private universities in Kenya.
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    Workplace Diversity and Employee Performance of Private Universities in Nairobi County – Kenya
    (IJARKE, 2023-04) Kaltuma, Ibrein Ibrahim; Muli, Jedidah
    The poor employee performance attributed to the closure of five private universities in Kenya between 2015 and 2022, has severely affected the Kenyan educational system. This has led to the closure of these universities with hundreds of staff members rendered jobless and thousands of students been forced to relocate to other institutions. This has raised concerns over the standard of education in Kenya. Therefore, this study aims to examine the effects of workforce diversity on employees’ performance among private universities in Nairobi County. Of reference, this investigation evaluated age diversity, religion diversity, and gender diversity and education diversity effects on employee performance of private universities in Nairobi County, Kenya. Social identity theory, equity theory, pluralism theory and ability, motivation and opportunity theory are the survey’s anchored propositions. The findings of the study were based on descriptive and inferential analyses using correlation and regression analyses. The output of the survey unveiled a positively effect of age and religion diversities but insignificant on the performance of the employees. A negatively significant effect between gender diversity and performance of the employees was unraveled, while educational diversity depicted a positively significant effect. The suggestion noted that university management prioritizes hiring experienced staff.