Relationship Between Realistic Job Preview and Job Satisfaction Among Civil Society Organizations in Nairobi, Kenya

Abstract

Organizations strive to attract, select and retain highly skilled employees that steer it to the realization of its objectives. One of the ways that has been advocated in order to attract and retain high calibre staff is the adoption of the realistic job preview. The objective of the study was to investigate the effect of realistic job preview on employee job satisfaction of civil society organizations in Nairobi, Kenya. The dimensions of realistic job preview investigated were information on job description, job reward, promotion system and, training and development. The research adopted a descriptive research design while the questionnaire was the main data collection instrument. Data analysis was done based on 41 questionnaires that were duly filled and collected and the analysis was done using descriptive measures of mean and standard deviation. Presentation of the findings was done using tables. From the study findings, with regard to job description, the study found a negative relationship between job description and job satisfaction while a positive association was found between job reward, promotion and learning and development. The results shows that there exist a positive correlation between CSO realistic job preview information and job satisfaction (r=0.712). Further, the coefficient of determination (R2) obtained from the data shows was 0.507 implying that 50.7% of changes in the job satisfaction among the CSOs performance is explained by the predictor variables. The ANOVA was also found to be significant as the p-value of 0.000 was less than 0.05. Among the realistic job preview practices, job reward and promotion system information was found to be significant with p-values of 0.009 and 0.000 respectively which is lower than the cut-off level of 0.005. On the other hand, job description and training and development information was found to be insignificant. The study recommended more attention to be directed by the CSOs during the recruitment process on the job description and at the same time offer relevant training and development so that the same can influence the employee job satisfaction among the CSO organizations. The limitation of the study was with regard to the scope whereby only the civil society organizations were investigated and there is need to look at other sectors to augment the findings.