Organizational change management and employee performance in public sector organizations in Kenya: the case of parliamentary service commission

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dc.contributor.authorJumanne, Andrew Shangarai
dc.contributor.authorNjoroge, Jane
dc.date.accessioned2022-07-18T08:27:29Z
dc.date.available2022-07-18T08:27:29Z
dc.date.issued2018-06
dc.descriptionArticle in International Journal of Education and Research Vol. 6 No. 6 June 2018en_US
dc.description.abstractThe study investigated the effect organizational change management on employee performance Public Sector Organizations in Kenya; Case of Parliamentary Service Commission (PARLSCOM). A descriptive research design was employed to describe the performance of employees in PSC after the change. The study was conducted through a descriptive research design. The target population was all the 914 employees of PARLSCOM on permanent and pensionable terms. The study used stratified and simple random sampling techniques to draw a sample of 91 employees from the target study population. Self-administered questionnaire and interview guides were used to collect primary. Secondary data was obtained from PARLSCOM’s annual reports, government publications and earlier research. Reliability of the instruments was tested using Cronbach’s alpha reliability where Cronbach’s alpha of 0.94 was obtained which was greater than 0.7 which implied that the instrument had a high level of internal consistency. Data was analyzed using descriptive and inferential statistics. Descriptive statistics was used to summarize data while inferential statistics, specifically multiple linear regression was used to test hypotheses. The analysis was done using Microsoft Excel 2013 Analysis ToolPak. The results indicated that organizational change management had a positive significant effect on performance of employees in PARLSCOM. Cultural Change Management, Technological Change Management, Structural Change Management and Leadership Change Management were all found to be significant in explaining the variation of employee performance. The study recommends that Change Management is a critical factor in increasing employee performance therefore HR managers should ensure clarity and stability in the organization’s structure to improve change management. Finally, the study recommends further research be done by replicating the same study in other organizations and also using other independent variables other than the ones used in this study.en_US
dc.identifier.issn2411-5681
dc.identifier.urihttp://ir-library.ku.ac.ke/handle/123456789/23858
dc.language.isoenen_US
dc.subjectStructural Change Managementen_US
dc.subjectLeadership Change Managementen_US
dc.subjectCultural Change Managementen_US
dc.subjectTechnological Change Managementen_US
dc.subjectEmployees’ Performanceen_US
dc.titleOrganizational change management and employee performance in public sector organizations in Kenya: the case of parliamentary service commissionen_US
dc.typeArticleen_US
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