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CITATION: Njine, J.,K., & Karanja, N. Determinants of Employee Commitment in Public Hospitals in Kenya: A Case of Thika Level Five Hospital. International Journal of Human Resource and Procurement. Vol. 5 (5) pp 1 – 19.



The main objectives of the study was to determine the influence of employee benefits, establish the influence of work environment, examine the influence of career enhancement and explore the influence of leadership styles on the employee commitment in public hospitals in Kenya. The study was guided by incentive theory of invention, parson-environment fit theory, Parsons Theory and the human capital and Mc Gregor’s XY Theory. A conceptual framework was adopted by the research study and the independent variables were; employee benefits, work environment, career development and organization leadership styles. The dependent variable was employee commitment in public hospitals. The study adopted descriptive survey and target population was 460 employees of Thika Level Five Hospital. A sample of 138 employees of the target population was used in this study. Stratified sampling technique method was used and data was collected through the use of questionnaires. The secondary data was obtained from published documents such as journals, periodicals, magazines and reports to supplement the primary data. A pilot study was conducted to pretest the validity and reliability of instruments for data collection. The data was analyzed by use of both qualitative and quantitative methods with the help of Statistical Package for Social Sciences (SPSS) version 21 and excel. The study adopted multiple regression analysis and ANOVA at 5% level of significance to determine strength and direction of the relationship of the variables under study. The analysis showed that employee benefits had the strongest positive (Pearson correlation coefficient =.765) influence on employee commitment in the health sector. In addition, leadership style, work environment and career enhancement are positively correlated with Pearson correlation coefficient of .593, .693 and .693 respectively. To test for the statistical significance of each of the independent variables, it was necessary to test at 5% level of significance of the p-values and from the study results the employee benefits had a 0.016; Leadership style showed a 0.034 level of significance, work environment showed a 0.021 level of significance and career enhancement had a 0.028 level of significance. Therefore, the most significant factor was employee benefits. The study recommends for similar studies to be undertaken in other hospitals in Kenya for generalization of the findings of this study.



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