Browsing by Author "Muli, Jedidah"

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    Compensation Strategies and Employee Retention in Public Health Sector in Nairobi City County, Kenya
    (The Strategic Journal of Business & Change Management, 2025-05) Nyukuri, Carolyne Murenga; Muli, Jedidah
    The main objective of this research was to ascertain the impacts of compensation strategies on staff retention in the public health sector in Nairobi city county, Kenya. 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 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 recommended 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.
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    Cost-Based Collaborations and Performance Courier Firms Nairobi City County, Kenya
    (Strategic Journal of Business & Change Management, 2017) Gachengo, Lydia Wanjiku; Muli, Jedidah; Maina, Samuel
    The Communications Authority of Kenya (2016) documented a 14.3% drop in courier transactions from the year 2010 to 2015. Further, outgoing international transactions experienced a 20.6% decline. This downward trend has been attributed to development of communication technology and organisational competitiveness which has immensely affected the performance of the firms in this business portfolio. This has led most organisations to embrace certain corporate strategies and partnering with other organizations to strengthen their market positions and improve on performance. This study sought to establish the effect of cost-based collaborations affect performance of courier firms in Nairobi City County. The study was anchored on the Transaction Cost Theory. The study adopted positivist philosophy that premises knowledge is based on facts and that no abstractions or subjective status of individuals is considered. To achieve the objectives, the study used a combination of descriptive and explanatory research designs. The target population consisted of 423 managers in 141 courier firms as at January 30th 2015(CAK, 2015) and the stratified sampling procedure was used to group the firms into strata using the licensing category. Secondly, using the Krejce and Morgan sampling table (1970) 103 organisations was purposively included in the study. The study used mainly Primary data which was collected using self-administered questionnaire. Quantitative data was analyzed using both descriptive and inferential statistics. Content analysis was also used for qualitative data. The analysis used SPSS Version 21 to aid data analysis. The study findings were that cost based collaborations had a positive significant influence on performance of Courier firms in Nairobi City County.
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    Human Resource Management Practices and Performance of Selected Commercial Banks in Kisii County, Kenya
    (International Academic Journals, 2018) Moraa, Billah; Muli, Jedidah
    Human resource management concerns the human side of the management of enterprises and employees’ relations with their firms. Its purpose is to ensure that the employees of a company are used in such a way that the employer obtains the greatest possible benefit from the abilities and the employees obtain both material and psychological rewards from their work. The performance of employees in an organization is fundamental to the organizational performance and achievement of that firm’s strategic goals. This study sought to establish the influence of human resource management practices on the performance of commercial banks in Kisii County, Kenya. It was based on the following specific objectives; to establish the effect of reward system, compensation, work-life balance and employee working conditions on performance of commercial banks in Kisii County, Kenya. The study was based on three theories which include; resource-based theory, human capital theory and Maslow’s hierarchy of needs theory. A descriptive research design was employed to analyse the findings. The target population of the study was 351 human resource department employees across the 17 commercial banks in Kisii, Kenya. The study used a sample of 105 respondents who were selected through purposive random sampling. Collected was analyzed using descriptive and inferential statistics then presented using charts, percentages, frequencies and tables. The study found out that coefficient of correlation R was 0.864 an indication of strong correlation between the objectives and coefficient of adjusted determinant R2 was 0.722 an indication that changes in dependent variable was explained by changes in independent variables. The study concludes that reward system influenced bank performance. The bank reviewed the salary structure of employees and the job grade or group progression was based on merit to foster performance. Commercial banks offered bank offer incentives to respondents such as bonuses and special packages to motivate employees. Employee compensation positively influenced bank performance since the bank offered additional responsibilities that come with additional benefits and pay to the staffs. Work life balance positively influenced bank performance. The study concludes that the bank had team building activities to promote bonding among the staffs, had an active guidance and counselling department. On working conditions, the study further concludes that the bank had issued a job description which clearly outlined staff duties. The study recommends that commercial banks ought to offer incentives to staffs for increased motivation by offering bonuses and special packages. The bank ought to have a higher rate of compensation compared to competitors and have a formal employee merit review process policy on employees to stimulate performance. The bank ought to have a clear salary scale for every employees, remunerate competitively and offer promotions that come with improved salaries to staffs. The bank ought to give employees incentives to encourage them to perform much better and have competitive allowances for additional work done. The Bank ought to have team building activities to promote bonding among the staffs. The bank ought to adopt active guidance and counseling department and rehabilitated its employees who are addicts of drugs or alcohol. Employee diversity ought to be adopted by the bank. Commercial bank ought to promote inclusivity and have a HIV policy. Employees ought to fit in the Bank’s job design. The bank ought to issue a job description which should clearly outline staff duties. Most employees ought to be willing to work longer for their bank and employees fill motivated. The job design adopted by the bank ought to fit employees job description and job design ought to be relevant with the Bank’s objectives.
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    Knowledge Management Practices and Teacher Performance in Public Secondary Schools in Murang’a County, Kenya
    (Journal of Human Resource & Leadership, 2025-04) Gakuru, Rosemary Nduta; Muli, Jedidah; Wanyoike, Rosemarie
    This study investigates the knowledge management practice effects on the teacher’sperformance in public secondary schools in Murang’aCounty, Kenya. The specific objectives include determining the effect of acquisition of knowledgeand conversion of knowledgeon teacher performance. The study adopteda descriptive research design informed by the knowledge-based view theory. A proportionate stratified random sampling design was used to select a sample size of 368 respondents from 4692 teachers in 309 public secondary schools in Murang’a County. Primarydata was collected using a semi-structured questionnaire and analyzed using descriptiveand inferential statistics. The findings show that knowledge acquisition and knowledge conversion have a positive and significant effect on teacher performance. The study concludes that implementing knowledge management practices is critical for enhancing teacher performance in public secondary schools.The study recommended that public secondary school stakeholders formulate strategies to improve the extent of knowledge management practices, such as knowledge acquisitionand knowledge conversion. The study also recommended that teachers in secondary schools should be sensitized tothe need to adopt knowledge management practices.
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    Process Control as aTotal Quality Management System and Performance of Selected Tea Processing Firms in Meru and Tharaka Nithi Counties of Kenya
    (Journal of Strategic Management, 2025-04) Mbae, Mwiti; Muli, Jedidah
    The tea sector is considered a key pillar of the national economy accounting for 25 percent of total export earnings. However, the general performance of the sector as reflected in the incomes attributable to farmers, cost of production, conversion factors, and total yields has been declining. Informed by the deteriorating performance indicators, tea processing firms have been pursuing quality initiatives to enhance performance as represented in theory. The investigation wanted to prove the effect of process control as a total quality management system on the performance of tea processing firms. The investigation choose a descriptive research design and the target population comprised eight tea processing firms managed by Kenya Tea Development Agency. Descriptive and inferential statistics were adopted in the analysis of data. The Pearson correlation analysis output showed that process control as a total quality management system has a positive and statistically notable relationship with performance of tea processing firms. Despite the findings that general performance of the tea processing firms was fairly good, it was established that the tea processing firms was operating with a significantly high average cost of production occasioning need to pursue containment measures. It is recommended that the tea processing firms should explore further cost containment initiatives to check escalation which dilutes the ultimate returns attributable to shareholders. To improve on process control as a total quality dimension, the study recommends heightened pursuit of this dimension of the total quality management system as results indicated great benefits towards enhancement of organizational performance. The study recommends enhanced appreciation and acknowledgment of the quality management system as a process that requires enhanced empowerment of stakeholders to positively contribute to improvement.
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    Resource-Based Collaborations and Performance of Courier Firms Nairobi City County, Kenya
    (Strategic Journal of Business & Change Management, 2017) Gachengo, Lydia Wanjiku; Muli, Jedidah; Maina, Samuel
    The Communications Authority of Kenya (2016) documented a 14.3% drop in courier transactions from the year 2010 to 2015. Further, outgoing international transactions experienced a 20.6% decline. This downward trend has been attributed to development of communication technology and organisational competitiveness which has immensely affected the performance of the firms in this business portfolio. This has led most organisations to embrace certain corporate strategies and partnering with other organizations to strengthen their market positions and improve on performance. This study sought to establish the effect of resource-based collaborations on performance of courier firms in Nairobi City County. The study was anchored on the Resource Based View Theory. The study used a combination of descriptive and explanatory research designs. The target population consisted of 423 managers in 141 courier firms as at January 30th 2015(CAK, 2015) and the stratified sampling procedure was used to group the firms into strata using the licensing category. The study used mainly Primary data which was collected using self-administered questionnaire. Quantitative data was analyzed using both descriptive and inferential statistics. Descriptive statistics was used to summarize data while inferential statistics applied stepwise multiple regression analysis to test hypothesized relationships. Content analysis was also used for qualitative data. The analysis used SPSS Version 21 to aid data analysis. The study findings were that resource based collaborations had a positive significant influence on the performance of Courier firms in Nairobi City County. The study recommended that firms should re-think on configuration of resources in assessment of any collaborations the firm intended to engage itself in order to enhance performance.
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    Reward Management Practices and Employee Retention in Public Referral Hospitals in Nairobi City County, Kenya
    (International Journal of Social Science and Economic Research, 2024-11) Mwasi, Trizah Shigadi; Muli, Jedidah
    Retention of healthcare workers in Kenya is a challenge occasioned by high brain drain, shortages and increased workload for the remaining employees. The ratio between health workers and patients is high over the standard set by World Health Organization. The referral hospitals report that its workers who are specialist medical workers do not intend to stay citing bad work conditions, low and delayed salaries and no room for growth. This study sought to find ways of improving retention of healthcare workers. The main focus of the study was assessing reward management practices effect on employee retention in public referral hospitals in Nairobi City County. The specific objectives included financial incentives, career development opportunities, employee recognition and employee benefits. The study was anchored on job embeddedness theory and supported by total reward and equity theories. The study adopted a descriptive research design and the target population consisted of 5,626 healthcare workers in the five public referral hospitals. Stratified and simple sampling technique was used and the Yamane formula employed to get the sample size of 373 respondents who were proportionately distributed across the strata. Primary data was collected using semi-structured questionnaires that yielded quantitative and qualitative data. The instrument was pilot tested to detect any weakness and it was edited to produce a valid instrument, while reliability was tested and the aggregate Cronbach alpha was 0.804 compared to the threshold of 0.7. A response rate of 71.6% was obtained from the returned 267 questionnaires. The researcher conducted analysis with the help of statistical package for social sciences program version 28 and findings presented in tables. The conducted descriptive analysis showed that respondents agreed that components of reward management practices led to retention of employees in the public referral hospitals. The study also found significant and positive effect between career development (r =0.616, β2 =0.369), employee recognition (r =0.681, β3 =0.904) and employee benefits (r =0.651, β4 =0.781) while financial incentives (r =0.413, β1 =0.235) had a moderate effect to employee retention in the referral hospitals. The regression analysis showed differences in magnitude of effect among the four study variables, where employee recognition had the largest effect, followed by employee benefits, then career development and lastly financial incentives. Therefore, the study concluded that employee retention in the public referral hospital was significantly affected by reward management practices although financial incentives had moderate effect. The study recommends establishment of formal reward management programs to solve the challenge of employees leaving the sector to European nations. The management in the referral hospitals need to allocate funds and develop programs for training in the quest of equipping the employees. It was suggested to increase salaries and wages to align with economic situation and have employees stay and continue working in the referral hospitals.
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    Worklife Balance and Employee Performance in Jomo Kenyatta University of Agriculture and Technology Kiambu County, Kenya
    (Journal of Social Sciences Management and Entrepreneurship, 2024-11) Ngugi, Joan Njeri; Muli, Jedidah
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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.