Effects of Organizational Change Management Factors on Employee Performance and Job Satisfaction: a Case Study of World Vision Kenya

Abstract

This study examined the change management factors affecting employee performance and job satisfaction at World Vision - Kenya. The objectives that guided it included the effects of communication, functional leadership, employee development and tolerance to change on employee and job performance at World Vision- Kenya. A Case Study design was adopted, with a target population of 150 staff members. Stratified Simple Random sampling techniques were used to arrive at the sample size of sixty employees. Questionnaire and Interview Guide were the key data collection instruments. Data analysis was done using quantitative and qualitative approaches, while Statistical Package for Social Sciences v21 was used to summarize the quantitative data into frequencies and percentages. The summarized information was presented using figures, tables and pie charts. Inferential analysis was done to establish the relationships between the variables. The study established that the influence of communication (p=.040), functional leadership (p=.000) and employee development (p=.019) on employee performance and job satisfaction was significant. It also established that there was no relationship between tolerance to change and employee performance and satisfaction (p=.084); that there was need for an effective communication system to be provided in the organization especially for sharing information relating to any new changes being introduced in the organization; and that the communication should be able to clearly indicate the goals and objectives of the organizational changes as well as clearly indicate the roles that each member of the organization is expected to play. Further, the management of the organization should provide strategic guidance and instructions to the employees on the change management process, as well as involve the entire stakeholder regime in the change process. It is also recommended that employee development be an activity that is constantly undertaken in the organization. The management should ensure that the skills and knowledge of the employees is constantly improved. There is need for further studies to be carried out, too: on the effects of organizational change management on the organizational performance of World Vision Kenya, the impact of initiative overload on staff performance and the role of tolerance to change on organizational change management at World Vision - Kenya.