Organizational Learning and Employee Performance in Classified Hospitality Firms in Kenya
Loading...
Date
2021
Authors
Njoroge, Paul Thumbi
Journal Title
Journal ISSN
Volume Title
Publisher
Kenyatta University
Abstract
Employee performance is critical to effectiveness, competitiveness and sustainability of
classified hospitality firms. Organizational learning is key in developing organization’s human
capital capabilities to respond to volatile business environment. This study sought to establish
the linkage between organizational learning and employee performance in classified hospitality
firms in Kenya. The study examined the influence of knowledge acquisition, information
distribution, information interpretation and organizational memory on employee performance.
Work engagement and organizational culture mediated and moderated the relationship
respectively. The theories that underpinned the study were organizational learning theory,
ability, motivation and opportunity theory, Kahn engagement theory and organizational culture
theory. Positivist research philosophy and descriptive and explanatory research design were
adopted. From a target population of 75 firms comprising five star, four star and three star rated
firms, 225 respondents were selected comprising managers in charge of human resources, food
and beverage and accommodation and conferencing sections from each firm. A selfadministered
questionnaire was used for data collection. A pilot study was conducted and the
questionnaire was revised. The data collection tool had a high internal consistency with
Cronbach’s alpha of > 0.7. Data was analyzed and interpreted using descriptive statistics that
included mean and standard deviation and inferential statistics that included multiple regression
analysis and correlation analysis. The tests were conducted at 95% level of confidence. Before
subjecting data to analysis, diagnostic tests were conducted. The findings of this study reveal
that organizational learning significantly predicts employee performance. Organizational
learning variables, knowledge acquisition, information distribution, information interpretation
and organizational memory, had a statistically significant positive correlation with employee
performance. The correlation between work engagement and employee performance revealed a
statistically significant positive correlation. Mediation analysis indicated that work engagement
has partial mediation influence on the relationship between organizational learning and
employee performance and the moderation analysis found that organizational culture has
moderator effect on the relationship between organizational learning and employee
performance. It is evident from the findings of the study that effective implementation of
organizational learning practices and adoption and promotion of organizational contexts
characterized by work engagement and values of innovation and risk taking, employee
orientation and outcome orientation enhance employee outcomes in service delivery, efficiency
and citizenship behaviour. The study recommends that firms should create an enabling
environment for knowledge acquisition, new ideas generation and implementation, information
and knowledge distribution, effective system of knowledge and skills inventory, retention of
specialists and updated development programs. Formal mechanisms for knowledge sharing and
cross functional projects should be implemented. Firms should ensure that employees have a
shared framework of information interpretation and synthesis. A climate of collaboration and
trust should be cultivated to ensure employees freely express themselves, network and share
ideas. In order to create a climate of engagement, firms should focus on motivational aspects of
jobs such as job autonomy and participatory decision making. To build a high performance
culture, firms should seek a balance of values of innovation and risk taking, outcome orientation
and people orientation rather than an extreme orientation to one cultural dimension.
Description
A Thesis Submitted to the School of Business in Partial Fulfilment of the Requirements for the Award of Doctor of Philosophy in Business (Human Resource Management) of Kenyatta University, August, 2021
Keywords
Organizational Learning, Employee Performance, Classified Hospitality Firms, Kenya