Job Evaluation Factors and Employees’ Performance in 4 And 5 Star-Rated Hospitality Facilities in Nakuru County, Kenya
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Date
2024-12
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Publisher
Stratford Peer Reviewed Journals and Book Publishing
Abstract
Hospitality related jobs are prone to biasness and inequities especially in reward and
compensation structures vis-à-vis job grades and responsibilities. One of the major
contributory factors of such biasness and inequities is lack of a systematic basis of evaluating
jobs. Such biasness and inequities if not checked, may generate dissatisfaction and grievances
among employees which may eventually lead to low employee morale and poor performance.
The purpose of the research was to ascertain how front-line employees' performance is
impacted by job evaluation factors in 4 and 5 star rated lodges, resorts, hotels and camps located
in Nakuru County. Specifically, the study tested the influence of interpersonal skills, job
responsibility, decision making and job expertise on employee performance. Besides, the
moderating role of gender was tested. The study was underpinned by the Equity Theory of
Motivation. It utilized both descriptive and co-relational research designs. This study's
population consisted of all 4 to 5 star rated hospitality establishments located in Nakuru
County. The sample size comprised 403 front-line employees and 8 supervisors. Besides, 8
HRMs were included in the study, therefore, a total of 419 respondents were sampled.
Questionnaires were administered to the frontline employees and interviews were conducted
with the HRMs and supervisors. The study revealed that interpersonal skills (B=.227, p=.000);
job responsibility (B=.234, p=.000); decision making (B= .290, P=.000); and job expertise (B=
.238, P=.000) significantly influence the performance of employees. However, employees’
gender (ΔR2= .001, P=.382) does not influence the relationship between job evaluation factors
and employee performance. The content analysis results supported these findings. This study
concluded that job evaluation factors enhance employee’s performance, gender does not. The
study recommends that the HR departments should observe fairness and equity in all HR
processes especially recruitment and selection, training, promotion and compensation. All
these functions should be driven by skills, job responsibility, and expertise of the employee
and not subjective elements such as gender.
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Citation
Lenaiyarra, D. L., Bitok, J. & Shirandula, D. (2024). Job Evaluation Factors and Employees’ Performance in 4 And 5 Star-Rated Hospitality Facilities in Nakuru County, Kenya. Journal of Hospitality & Tourism Management