INFLUENCE OF EMPLOYEE ENGAGEMENT PRACTICES ON FIRM PERFORMANCE IN STATE CORPORATIONS IN KENYA

Daniel Kipkemboi Kemei

College of Human Resource and Development,

Jomo Kenyatta University of Agriculture and Technology

P. O. Box 62000, 00200 Nairobi, Kenya

Corresponding Author email: This e-mail address is being protected from spambots. You need JavaScript enabled to view it

Dr. Wario Guyo

College of Human Resource and Development,

Jomo Kenyatta University of Agriculture and Technology

Dr. Joyce Nzulwa

College of Human Resource and Development,

Jomo Kenyatta University of Agriculture and Technology

CITATION: Kemei, D., K., Guyo, W., Nzulwa, J. (2019) Influence Of Employee Engagement Practices On Firm Performance In State Corporations In Kenya. International Journal of Human Resource and Procurement. Vol. 8 (7) pp 44 – 63.

ABSTRACT

The purpose of this study was to investigate the influence of Human Resource Management (HRM) practices on firm performance among state corporations in Kenya. The specific objectives of the study were to determine how workplace support programmes, employee development opportunities, job characteristics, reward systems and internal communication influence performance in state corporations in Kenya. The target population comprised all the 187 state corporations as at 2013, while the sample size consisted of 385 employees who were selected using simple random sampling technique. The study adopted explanatory research design using both qualitative and quantitative research approaches. SPSS version 23.0 and Excel computer software were used to analyze quantitative data and presented using tables, charts and graphs. Descriptive statistics, correlation analysis and multiple regression models were used to test the influence of independent variables on dependent variables. The study found out that coefficient of correlation R was 0.905; an indication of strong positive correlation between variables. Adjusted R squared was 0.817 which translates to 81.7%, indicating that variations on firm performance is explained by the five independent variables. Based on the study, it can be concluded that human resource practices are positive significant predictors of firm performance that employers need to focus in order to enhance the performance of their employees. Rapid changes in technology and social environment at the present workplace calls for innovative strategies by firms in order to check on their effects and challenges on the performance of employees. The findings suggest that the role of human resource management especially on the overall provision of supportive work conditions and environment by an organization, determines the performance and future of a firm.

Key Words: Workplace Support Programmes, Employee Development Opportunities, Job Characteristics, Reward Systems, Internal Communication And Performance Of State Corporations

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