Effects of Working Conditions on Performance of Public Administrators in Kenya: A Case of National Government Administrative Officers in Nandi County
Kaloki, Rosemary Mwikali
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The study aims to examine the effect of work conditions on employee performance. The effects of working conditions such as physical conditions, organizational health and safety, and internal organizational communication and how they affect employee job performance will be looked into. The variables in this study draws from the Herzberg’s theory, Goal-freedom alertness Theory and the systems theory. Descriptive and exploratory research designs were used to establish the effect of work conditions on performance of NGAOs in Nandi County, Kenya. The target respondents for the study were County Commissioner, Deputy County Commissioners, Assistant County Commissioners and Chiefs in the county. 103 respondents were obtained through random sampling and convenience sampling from a population of 139 National Government Administrative Officers (NGAO). The questionnaires were then administered to the respondents and allowed fourteen days before the responses were collected. The respondents were requested to participate and show their willingness to contribute to the items in the questionnaire. The collected data were coded and analyzed using the mean and standard deviation while inferential statistics used regression analysis. Frequency tables, percentages, pie charts and bar graphs were used to represent the data collected. The results of the study showed that majority of NGAO employees were male, chiefs in designation, aged 36-49 years, married and had been in employment for at least 10 years. The findings of the showed a strong positive relationship between physical work conditions and employee performance (r = 0.748, p = .000). The regression model showed that physical conditions was positively associated with employee performance (β = 0.494, p < 0.05). The results also showed a strong positive relationship between occupational health and safety and employee performance (r = 0.612, p = .000). The regression model also shows that OHS was positively associated with employee performance (β = 0.232, p < 0.05). Furthermore, the findings indicated a strong positive relationship between internal organizational communication and employee performance ((r = 0.731, p = .000). The regression model showed that internal organizational communication was positively associated with employee performance (β = 0.344, p < 0.05). Ethical considerations were applied and respondents made to understand that the findings were only be used for academic purpose only. The findings of the study have an implication on Kenyan public sector policy makers on the need to improve working conditions of national government administrative officers.