DSpace Repository :: Browsing by Author "Wambua, Peter Philip"

Browsing by Author "Wambua, Peter Philip"

Now showing 1 - 5 of 5

Effect of Job Rotation Training Technique on Employee Poductivity at East African Portland Cement Company, Kenya
(International Journal of Management Studies and Social Science Research, 2025-04) Wambua, Rukia; Wambua, Peter Philip
With the unpredictable business environment and intense business competition, organizations are required to reach certain standards by improving their performance to align with such great demands and an abundance of resources such as infrastructures or physical facilities are made meaningless without the support of qualified human resources that directly disrupt the continuity of the business operations. The objective of the study was to assess the effect of job rotation training technique on employee productivity at East Africa Portland Cement PLC at Athi River Kenya. Herzberg two-factor theory anchored the study. The target population of study comprised employees at East Africa Portland Cement PLC at Athi River Kenya and targeted 457 employees who had taken part in a form of training and development. Purposive and random sampling were used in selection of the 137 respondents who formed the sample size. Primary data was collected using questionnaires. The data collected was analyzed using Statistical Package for Social Sciences software. Descriptive statistics results showed that the respondents agreed that job rotation training technique had an effect on employee productivity in EAPCC. The regression results showed a positive and significant effect of job rotation training technique (β = 0.256, Sig. = 0.026) on employee productivity. The study concludes that job rotation is a powerful training technique that offers numerous benefits for both employees and organizations since it enhances skills, knowledge, and adaptability while promoting employee engagement and retention. The study recommends adoption of adaptability-focused job rotation in EAPCC since is a strategic initiative that contributes significantly to an organization's agility, innovation, and overall success.
Mobile Phone Money Fraudulency and Psychological Wellbeing of Victims in Nakuru County Kenya
(IOSR Journal Of Humanities And Social Science (IOSR-JHSS), 2024-05-04) Gitonga, Julius K.; Wambua, Peter Philip
Psychological wellbeing can be referred to the extent to which people experience positive emotions and feelings of happiness. Although baseline psychological wellbeing may be fairly stable, day to day events and experiences also exert an impact. For example, even the most resilient person may eventually become very low, or depressed, if his or her daily experiences are constantly troubling. However, Kenyans have undergone massive stressful tragedies that results from mobile money fraudulences across the country. Cases of fraudulence are reported every day where victims suffer financial strain, social estrangement and emotional distress that continues for many years after the scam has happened. Kenya has been among the world countries which have experienced a tremendous increase of the number of people who prefer using mobile phones devices to carry out financial transaction services. However, this has made the service users become vulnerable targets to fraudsters who have increased in large numbers because of the gain in the fraudulent activities they carry out on daily basis. Nakuru County is among the counties in Kenya with high incidences of mobile money fraudulence cases according to a survey that was conducted among the 47 counties in the country. This became the motivation factor to the researcher to conduct a study that is designed to assess techniques used by criminals to fraudulently steal money from users of mobile money services and the exiting psychological effects on the victims in Nakuru County and make recommendations on how to mitigate this vice in the county. The study will adopt a descriptive research design survey where it will target residents of the county from among business people, counseling psychologists, social workers, the victims, medical doctors, people working in mobile banking related fields such as banks and mobile money services agents and police officers in cybercrime departments who will form the target population. Raw data from respondents will be obtained using questionnaires, interviews and focused group discussions. The analyzed data will be presented in the form of narrative and verbatim quotations. Quantitative data will be analyzed using descriptive statistics including percentages and means which will be presented in tables, graphs, and pie charts.
Organizational Performance Management Practices and Employee Productivity in Garissa County Government, Kenya
(IJCAB Publishing Group, 2020) Shuriye, Hussein Hirab; Wambua, Peter Philip
Employee productivity is significant to the success and resources utilization in the county level since the employees take care of all other non-human resources for the purposes and achieving the set of objectives. Despite the contributions of the employees in the counties, scanty of studies have been carried out to determine the effect of organizational performance management practices on employee’s productivity. Therefore, this study aimed to establish the effect of organizational performance management practices on productivity of employees in Garissa County government. The specific objectives of the study were; to identify the effect of goal setting, career planning, competence based evaluation and continuous feedback on the employee productivity in County Government of Garissa. The study was anchored on human capital theory, reinforcement theory and goal setting theory. The study was carried out in Garissa County. Descriptive and exploratory research design was used. The total respondents targeted were 2611. Stratified sampling was used to classify the respondents and simple random sampling was used to sample 347 employees working in the County Government of Garissa. Questionnaires were used to collect primary data. Validity was sought from experts and reliability was tested using Cronbach alpha and a test score of 0.7 was the threshold. The data collected was analyzed by inferential statistics and descriptive statistics. SPSS was used to generate both descriptive data and inferential data which were presented into tables and figures. The findings of this study would be of great relevance to the county management as it highlights the relationships that exist between organizational performance management practices and employee productivity. The first objective on effect of goal setting on employee productivity, majority of the respondents agreed that employees had the necessary skills and power in handling the tasks assigned. Majority of the respondents agreed that proper and effective resources were not provided. The study concluded goals in the organizations are motivators and enables employees to improve on service provision. The second objective was on the effect of career planning on employee productivity. Majority of the respondents agreed that employees were oriented on their desired field of work to enable them plan for their careers. The study findings presented that majority of employees were able to attend to the duties allocated to them comfortably. The study concluded that career planning was vital in ensuring that employees grow their talent in an attempt in supporting organizational overall goals. Influence of competence based evaluation on employee productivity was the study’s third objective. The results presented that majority of the respondent agreed that employee communication skills had improved over time in the County. The study concluded that competence of employees was vital in explaining the productivity of employees in the county. The study recommended that competence based evaluation should be improved by the county managers through training, workshops and seminars. The fourth objective was to establish the effect of continuous feedback on employee productivity. The findings indicated that majority of the respondents agreed that there was effective feedback on information regarding customer service delivery collected from employees. The findings reported that the continuous feedback reports enabled the county to work on improving the employee’s skills and knowledge. The continuous feedback in the county is significant in ensuring that every department contributes towards the common objectives. The study recommended that the directors of communication and other relevant directors in the county government should ensure that there is continuous feedback on matters related to employee competence and areas that need improvement in the county.
Performance contracting and service delivery in selected Kenyan public universities
(2014-09-09) Wambua, Peter Philip
Performance contracting has largely been considered as the remedy to the quality of service delivery in public universities in Kenya. However this has not been the case and therefore, this study intended to analyze the disconnect between the implementation of performance contracting as a management tool in public universities in Kenya in 2012. It specifically sought to: (i) determine the extent to which employees' teaching workload affected the level of service delivery in selected public universities in Kenya; (ii) evaluate employee's administrative work systems contribution to service delivery; (iii) examine the effect of employees' participation in community service on the quality of service delivery; and (iv) establish the relationship between organizational factors and the level of service delivery in the study area. The study used a descriptive design to describe some aspects of performance contracting and make directional predictions on its effects on the quality of service delivery by university lecturers. Empirical evidence was collected from three (3) public universities comprising 848 lecturers among the 5,630 working in the seven (7) public universities in Kenya using questionnaires. In total 142 staff members were randomly selected as questionnaire respondents. Data collected were analyzed using descriptive statistics and a multiple regression based on a General Linear Model (GLM). The descriptive findings showed that a majority of lecturers were aware of performance contracting in their universities but understood it in different versions and terminologies. The prediction of between-subjects effects of employees' teaching workload on the level of service delivery established a strong relationship between the two at least at 90% confidence interval (CI).Moreover, the F-test confirmed at least at 90% C1 that there was a strong relationship between administrative work systems and the level of service delivery, and that it was not due by mere chance. Results of objective three upholds the working hypothesis stating that employees' participation in community service was positively related to the level of service delivery at university level in Kenya. Other tests of between-subjects effects established at least at 90% C1 that the level of service delivery was also significantly reliable on an organizational environment that was conducive for academic work. The study concluded that the university tangibles, and reliability of the lecturers as well as their responsiveness, assurance and empathy significantly depend on their teaching workload, administrative work systems, participation in community service and involvement in organizational matters. Hence, the researcher recommends that there should be stakeholders' consultation and involvement, proper management by objectives practices and setting of challenging and attainable targets. The universities shall endeavor to engage academic teaching staff in designing the targets of performance contracting to create their awareness and train them on the same. They shall also provide some socio-economic incentives to motivate academic teaching members of staff improve the quality of their services. The management of universities shall establish a body to develop, sustain, monitor and evaluate the performance contracting practices across public universities. It shall also extend its resources towards establishing causes of weak administrative work systems and participation in community service, which were sometimes unable to significantly explain the quality of service delivery in the selected public universities of Kenya. The researcher was able to link performance contracting to outcomes in public universities.
Performance Management Practices, Organization Structure and Service Delivery
(international Peer Reviewed Journal and Book Publishing, 2020) Kinyanjui, Hannah Wambui; Wambua, Peter Philip
Purpose: The general objective of this study is to determine the relationship between performance management practices, organization structure and service delivery. The specific objectives are; to determine the relationship between training and service delivery, to establish the relationship between performance appraisal and service delivery, to find out the relationship between performance contracts and service delivery, to investigate the moderating effect of organization structure on the relationship between performance management practices and service delivery, and to determine the mediating effect of total compensation on the relationship between performance management practices and service delivery. Methodology: The study adopted a desktop literature research design. The desktop literature review focused on previously published journals that looked at performance management systems in both public and private institutions. Desk research is not about collecting data. Instead, is to review previous research findings to gain a broad understanding of the field. Books and journals were used to collect information. To identify the right journals and books several keywords such as training and service delivery: performance appraisal and service delivery: performance contracts and service delivery and performance management practices were searched in google. Conclusions: From the reviews done by the researcher, there is a positive relationship between performance management practices and service delivery. Majority of the findings from the studies by various researchers also draws similar conclusions except for one study that found that there was no relationship between performance management system and service delivery. Unique contribution to theory, practice and policy: The researcher recommends that an in depth analysis of the relationship of performance management practices and service delivery be carried out incorporating various other moderating and mediating variables.

Browsing by Author "Wambua, Peter Philip"

Results Per Page

Sort Options