Institutional Factors Influencing Employee Job Satisfaction in Rongo University, Migori County, Kenya

Abstract

The purpose of this study was to investigate institutional factors influencing employee job satisfaction in Rongo University: A Case Study of Rongo University, Migori County, Kenya. The study was guided by the following objectives: to determine the influence of availability of social amenities, financial incentives, availability of professional development support and career support in Rongo University, Migori County, Kenya. The study was guided by Herzberg’s two-factor (HTF) theory (1959). The study adopted descriptive research design. The study target population was 804 employees from Rongo University both non-academic and teaching staff. The sample size constituted of 20 academic staff and 60 non-academic staff totalling 80 respondents. Data collection tools were questionnaires for non-academic and teaching staff. Instrument validity was assured through seeking expert opinion of University supervisors. Instrument reliability was determined through test-retest method. Descriptive and inferential statistics that included correlation and regression were used for analysis of quantitative and qualitative data which included mean and standard deviation, results presented in frequencies and percentages. Statistical Package for Social Sciences version 23.0 was used for data analysis. The findings of the study were; based on the first objective of the study, which was to investigate the influence of availability of social amenities on employee job satisfaction. It was found to be statistically significant (M=3.91, r=0.734, p<0.05). The second objective of the study, which was to examine how availability of professional development support influences employee job satisfaction was positive and statistically significant (M=3.12, r=0.461, p<0.05). Based on the third objective of the study, which is to establish how financial incentives influence employee job satisfaction. It was found to be statistically significant (M=3.11, r=0.734, p<0.05).The fourth objective of the study sought to establish the influence of career support on employee job satisfaction. It was found to be statistically significant (M=3.07, r=0.126, p<0.05). The study concludes that there was a significant relationship between level of job satisfaction and availability of social amenities, adequacy of financial incentives and availability of professional development programs. The study further revealed, positive relationship between level of job satisfaction and availability of social amenities and adequacy of financial incentives. The study further revealed, that four parameters used (availability of social amenities, adequacy of financial incentives, availability of professional development programs and career support) explains 60% of variance of the dependent variable which was the level of employee job satisfaction. The study recommends that, Rongo University Administration should enhance Professional Development Programmes to enable employees acquire relevant skills and knowledge geared towards value and competency that motivates, retains hence employees job satisfaction. The University should reassess and improve on employee salaries and allowances as well as health insurances cover this boost employee morale thus improve their job satisfaction.