Employee Attributes, Organisational Factors, Time Management Tendencies, and Employee Performance in Chartered Universities in Kenya
Abstract
The concept of time is as a major topic for organizational and management research. This
research investigates the influence of time management tendencies and organizational
factors on the relationship between employee attributes and performance. The one-sizefits-all
approach to management for ensuring maximum employee performance is no
longer an appropriate strategy (Riccucci, 2002). University staff are always under great
pressure to conduct research, publish articles, teach classes, advise students and serve on
committees. Successfully balancing and juggling all commitments requires an organized
approach to both time and task management. This formed the basis for carrying out this
study. The main objective of the study was to determine the influence of time
management tendencies and organizational factors on the relationship between employee
attributes and performance in chartered universities in Kenya. The present study is based
on two theories - attention-based theory and the theory of reasoned action. A crosssectional
survey of all employees in all chartered universities in Kenya was conducted
using a questionnaire on organizational performance, individual attributes, organizational
factors and time management tendencies. A sample size of 1365 employees of the
universities was randomly selected. Using quantitative and qualitative techniques to
analyze data collected. Through linear regression and stepwise multiple regression, the
results from the study have demonstrated that there is a relationship between employee
attributes of satisfaction, empowerment, motivation, commitment and competence and
employee performance as exhibited by effectiveness and efficiency. When the elements
are considered individually, the results show that employee satisfaction and employee
motivation have a negative relationship on employee performance. The other variablesempowerment,
commitment and competence - have a positive relationship on employee
performance. The results also show that a significant relationship exists between
organizational factors (strategy, structure, leadership and culture) and employee
performance. Organizational factors were also found to positively and significantly
moderate the relationship between employee attributes and employee performance. In
relation to time management behaviors, the research demonstrated that certain time
management behaviors have a direct and an indirect effect on performance. Time
management tendencies were also found to positively and significantly moderate the
relationship between employee attributes and employee performance. Preference-driven
variations in the temporal pattern of employees' activities affect their strategic decision
processes and, consequently, organizational performance. This leads to the conclusion
that time management tendencies and organizational factors influence the relationship
between employee attributes and performance in the workplace. The findings are relevant
as they provide vital information to managers, supervisors and employees. Therefore,
universities through the human resource departments should consider time management
tendencies and organizational factors in determining the employment of its staff, noting
that it is potentially beneficial to understand the differences in workplace attitudes and
behaviors which affect the use of time so that the "right" mix of individuals may be hired
to fit an organization's situation.
Publisher
University of Nairobi
Description
PhD