How Social Intelligence Competency and Organizational Commitment affect Employee Performance (Published)

This paper presents a research model that elucidates the mechanism through which social intelligence competency influences employee performance in the county government in Kenya. There are mixed outputs on this influence and this study therefore seeks to fill the void by investigating the moderating effect of organizational commitment on the relationship between social intelligence competency and employee commitment. The explanatory research design was adopted for the study targeting 6,400 employees, out of which 198 respondents formed the sample size based on the Cochran formula. The findings revealed that that social intelligence competency had a positive significant effect on employee performance.  The moderator (Organizational commitment) was found to have a positive and significant effect on employee performance. The interaction effect indicated that organizational commitment negatively moderates the relationship between social intelligence competency and employee performance. The paper contributes to knowledge and provides insights into theory and practice. 

Keywords: Employee Performance, Organizational Commitment, Social Intelligence, competency training, competency-based training

Perceived Organizational Support and Employee Performance in Selected Commercial Banks in South East Nigeria (Published)

The seeming lack of support of employees by the organizations studied in form of low career development prospect, poor participatory avenue and low management care necessitated this study whose broad objective was to determine the type of relationship that exists between Perceived Organizational Support and Employee Performance in selected Commercial Banks in South East Nigeria. The study was anchored on Organizational Support Theory (OST) and Social Exchange Theory (SET). Correlation Research Design was employed for the study. The population of the study was 1552 and Krejcie and Morgan (1970) sample size formula was adopted to arrive at a sample size of 308. Pearson’s Product Moment Correlation Coefficient was used for the analysis. The findings indicated that Management Support significantly and positively related with Felt Obligation in the selected Commercial Banks in South East Nigeria. (Cal. r .929 >Crit. r .138). The study concluded that Perceived Organizational Support had a significant positive relationship with employee performance in the selected commercial banks in South East Nigeria. It was recommended that Management of the focused firms should do well to show employees genuine love and support not only as it relates to their jobs but also in the private endeavours of the employees.

Keywords: Employee Performance, felt obligation, management support, perceived organizational support.

The Effect of Non-Financial Motivators on Employee Performance: A Case Study of Baringo County Referral Hospital in Kenya (Published)

The research assessed the effects of non-financial motivators on employee performance, taking a case of Baringo County Referral Hospital. The specific objectives were to: document the non-financial motivators used; determine the role of work environment in employee motivation; assess the effect of effective communication on employee productivity, and determine the role of training on employee performance. The research gaps identified were lack of non-financial motivators in the institution to improve employees’ performance. The study was prompted by the frequent strikes in public hospitals in Kenya. The study adopted a descriptive research design. The sample comprised 50 employees out of the 250 working in different departments within the Hospital. The sample was selected using the Central Limit Theorem. To collect data, questionnaires were used. The collected data was then analysed using study descriptive statistics to with the aid of computer software Statistical Package for Social Science (SPSS). From the findings of the study, there were some non-financial motivators at the hospital, namely communication, training and working environment. Most of the respondents stated that there was inadequate use of non-financial motivators and only a few were of contrary opinion. It was found that the majority of the employees felt there was no free flow of information in the hospital. In conclusion it was found that there is no free flow of information and also there are communication barriers within the institution. Concerning working environment, the health and safety policy is in existence but most of the staff are not aware. The training committee should base their recommendations on training projections and the five day training policy so that it may enhance staff performance. In recommendations the institution should enhance free flow of information. On work environment the employees should sensitized on health and safety policy.  The researchers recognized the functionality of training committee. However, they should have a clear criterion of recommending employees for training to ensure equity achieved upon the staff.

Keywords: Baringo County Referral Hospital, Employee Performance, Kenya, Non-Financial Motivators

Conflict Management Approaches: A Tool for Productive Employee Performance in Business Organizations (A Study of Dangote Cement Plc, Gboko Plant) (Published)

This paper is a critical analysis of conflict management approaches as a tool for productive performance in business organizations, a survey of Dangote Cement Plc, Gboko plant. The study adopted simple empirical survey methods with a view of eliciting relevant data for analytical purpose so as to answer several questions and attain the objectives of the study. Both primary and secondary sources of data collection were utilized in a bid to attain the necessary result. Five point likert rating scale questionnaire were used in obtaining the opinions and views from respondents (i.e Strongly agree, SA (5), Agree, A (4), Undecided, U (3), Disagree, D (2), Strongly Disagree, SD (1)). The sample size for the study is 269 derived from the population of 825 employee of Dangote Cement Plc, Gboko plant. This was determined using Yaro-Yamane’s formulae. Bartlett’s test of Sphericity and Kaiser-Meyer Olkin measure of sampling adequacy, construct validity determination and Cronbach alpha for reliability determination was applied too. Multiple regression test was adopted for testing two formulated hypotheses. The findings of the study revealed that conflict management have positive impacts in enhancing productivity of employees of Dangote Cement Plc, Gboko plant. Another finding reveals that strategies and techniques for management of conflict have significantly impacted on the performance of Dangote Cement Plc, Gboko plant. The study recommended that the circumstance of conflict occurrence should be X-rayed, evaluated before deciding to adopt a suitable method, strategy and technique for conflict resolution and management. Secondly, the management of Dangote Cement Plc, Gboko plant should ensure that causes and varying forces that may cause conflict in organization are checkmated to ensure organizational success. These causes may include; limited resources, overlapping authority, inadequate treatment, differences in perception, role conflict, leadership styles and diversity differences amongst others.

Keywords: Business Organizations, Conflict, Conflict Management Approaches, Dysfunctional Conflict., Employee Performance, Functional Conflict, Productivity, Strategies and Techniques

Effects of Industrial Safety and Health on Employees’ Job Performance in Selected Cement Companies in Cross River State, Nigeria (Published)

This study investigates the effects of industrial safety and health on employees’ job performance in selected companies which include UNICEM, Dangote Plc. The study revolves around industrial safety/health strategies and productivity, together with relationships among employees, customers and management and how it affects turnover. To this end, a survey research design was adopted and a sample size of 100 staff was randomly selected for the study. The Pearson Moment correlation coefficient was used for the hypotheses tests. The result of the tests revealed that there is strategies and employee job performance. It recommended that employers should ensure adequate industrial safety/health strategies management in order to protect the lives of its employees at work place thereby reducing employee turnover and promoting staff performance

Keywords: Employee Performance, Health Strategies, Safety, Turnover

The Effect of Physical and Social Capital Resource Capabilities on Employee Performance in Courier Companies In Kenya (Published)

Incorporation of physical resources and social networking in organizations is a successful investment that managers can think of. They are essential in piloting corporate activities and production of goods and services for which the organization’s goal may be based on. The quality of physical resource capabilities lie in its fitness for purpose and its longevity. It relates to the concept and design of a building, and its suitability for the use to which it will be put. When employees work in a secure environment strengthened by the organization’s’ buildings, the tendency to have better performance will be evident. A shared vision embodies the collective goals of the employees. When employees have the same perceptions about how to interact with one another, they can avoid misunderstandings in their communications and have more opportunities to exchange their ideas freely. This paper thus sought to establish the effect of physical and social capital resource capabilities on the performance of Courier Companies in Kenya. The study was based on social capital theory and targeted a population of 2800 where a sample of 339 respondents was obtained using Cochran’s formula. The study used simple random sampling which employed explanatory research design. Data was analyzed using descriptive and inferential statistics. Correlation and moderated regression analysis were used to test the hypotheses. Physical capital resource capabilities had the greatest influence while Social capital resource capabilities were found not to be significantly associated with employee performance.

Keywords: Courier, Employee Performance, Physical capital resource capabilities, Social capital resource capabilities