Person –job fit on intention to leave employee rewards, work environment, and employee performance at the Kenya Police Service

Abstract

The study sought to establish the moderating effect of work environment on the relationship between employee rewards and employee performance in Kenya police service. The study was anchored on Social Exchange Theory and Expectancy Theory. Social Exchange Theory proposed that an employee will interact with his employer to gain a reward and the employer will interact with his employee to achieve organizational goals. Expectancy Theory is premised on the fact that employees are rational people who think about rewards even before they perform the work. The positivism approach was used to aid in hypothesis testing. A descriptive cross-sectional design covering 397 respondents was adopted. A structured questionnaire was used in data collection. Both descriptive and inferential statistics were used to analyze the data collected. The study demonstrated that the work environment moderates the relationship between employee rewards and employee performance. The findings supported both Social Exchange Theory and Expectancy Theory. It is therefore concluded that the work environment significantly influences the relationship between employee rewards and employee performance in the Kenya Police Service. Policymakers must factor in both work environment and employee rewards aspects to enhance employee performance at Kenya Police Service. It is recommended that similar studies be conducted in other institutions dealing with security issues and results be compared for generalization purposes.