Determinants of employees’ performance in the county governments of Kenya; a case of Bungoma county
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The study sought to determine factors that influence performance of the employees in County Government in Kenya; a case of Bungoma County. The study was guided by the following objectives: To determine the influence of compensation/remuneration on performance of the employees at the County government of Bungoma; To ascertain how leadership influences performance of the employees at the County government of Bungoma; To find out how training contribute to the performance of the employees in the County government of Bungoma and finally to determine how working conditions/environment influences the performance of the employees in the County government of Bungoma. The target population focused on all the employees of County government of Bungoma which totalled to 5,900 employees. The study adopted a descriptive survey research design. It used a sample size of 375 employees as computed by formula due to Yamane 1967. The sample size was obtained using stratified random sampling whereby the strata was represented by the levels of management which are top level management, middle level management and lower level management. Then the sample from each stratum was obtained using random sampling. The instruments used in the study were questionnaires and documents analysis. Structured questionnaires were developed and pretested; a pilot study was conducted to help establish content validity and reliability of the instrument. The questionnaires were provided to a total of 37 respondents (at least 10% of the sample size) from the neighboring County government of Kakamega. The data collected was analyzed by inferential statistics descriptive statistics such as frequency distributions and percentage. Findings from the study confirm that a significant association exists between compensation/remuneration, leadership style, employee training and development, working conditions and improved employee performance and there is need for the organization to improve on training and leadership in order to achieve continual improvement. In conclusion, the four independent variables assessed in the study all have shown a significant level of association with improved employee performance. It is therefore recommended that County government need to develop and implement focused training and development programs while at the same time embrace good leadership styles as well as motivate their employees through attractive remuneration/compensation and favorable working conditions so as to realize improved organizational performance. Since the County government plays a significant role in developing the country as a whole, the study provided more knowledge on factors that affect employee performance in the sector.
University of Nairobi