Moderating Effect of Human Resource Policies on Balanced Contract and Performance of Academic Staff in Selected Public Universities
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Date
2022
Authors
Odengo, Ruth Anyango
Bula, Hannah
Kiiru, David
Journal Title
Journal ISSN
Volume Title
Publisher
IPRJB
Abstract
The objective of the study envisaged examining moderating effect of human resource
policies on balanced contract and performance of academic staff in selected public universities.
Methodology: This study was conducted using descriptive and explanatory research design.
Equity theory, proposed by Adams (1963) and regarded as a justice theory, anchored this study.
This study targeted six public universities whose student population are above 15,000 and a
minimum of 4 similar schools across the universities. The target population was 6 selected
public universities with a population size of 6,271 academic staff. The sample size was 362
academic staff of the selected schools, in the selected public universities. Primary data was
collected using a questionnaire, bearing both structured and semi-structured questions. Given
that the dependent variable in this study is continuous, multiple linear regression was
performed in this investigation. The hypotheses was tested from the regression model output
and presented by way of Υ=β0+ β1Х1 + β2Х2 + β3Х3 + ε.
Findings: The study findings demonstrated that human resources policies significantly
moderated the relationship between balanced contract and performance of academic staff in
selected universities in Kenya. The study concluded that progressive and interactive human
resource policies communicate the values the institutions attribute to staff and can cause either
sustainable performance of staff or negatively impact on the type of contract between
employees and institutions. These policies also affect directly, the performance of staff by
determining their level of job satisfaction. Equity theory, asserts that employees attempt to
preserve parity between their contributions to a job and the rewards they receive, as compared
to others' perceived contributions and incentives.
Unique Contribution to Theory, Practice and Policy: The study finally recommends that
human resource departments streamline existing HR policies and formulate new policies that
will enable recognition of existence of various psychological contracts and provide ways of
ensuring employees adopt balanced contracts that will have positive impact on staff
performance.
Description
Article
Keywords
Human Resources Policies, Balanced Contract, Staff, Performance, Universities
Citation
Odengo, R., Bula, H., & Kiiru, D. (2022). MODERATING EFFECT OF HUMAN RESOURCE POLICIES ON BALANCED CONTRACT AND PERFORMANCE OF ACADEMIC STAFF IN SELECTED PUBLIC UNIVERSITIES. Journal of Human Resource and Leadership, 7(1), 94–106. https://doi.org/10.47604/jhrl.1646