Leadership Empathy and Employee Retention in Health Sector NGOs in Kenya

Employee turnover undermines the achievement of organizational goals. Retaining talented employees is a significant challenge for many health sector non-governmental organizations (NGOs), and it threatens their sustainability. Previous studies have been conducted to determine the causes of employee turnover in Kenya; however, there is inadequate empirical evidence regarding the correlation between emotional intelligence competencies and employee retention. This study aimed to determine the impact of leadership empathy on employee retention in health sector NGOs in Kenya. The study was conducted based on Bar-On’s Emotional Intelligence Competencies Model. Positivism was the philosophical foundation of this descriptive design study. The analysis unit included 30 health sector NGOs in Kenya, while the observation unit included 1,500 management-level employees. The Yamane formula was used to determine the study sample size, which consisted of 316 respondents. A stratified random sampling technique was implemented to determine the sample. A semi-structured questionnaire was used to collect the study data. Statistical Package for the Social Sciences software (version 26) was used for data analysis, where descriptive and inferential statistics were computed. The findings are presented in tables and figures and prose form. We found a positive influence, indicating that increased empathy enhanced employee retention. Therefore, we concluded that leadership empathy is positively and significantly correlated with employee retention in health sector NGOs in Kenya. Managers and supervisors in health sector NGOs should receive training and development programs to enhance their empathy skills. Additionally, health sector NGOs should provide workshops, seminars, and coaching sessions that emphasize developing leadership empathy skills through active listening, perspective-taking, and genuine concern for other

Public–private partnership in higher education provision in Tanzania: implications for access to and quality of education

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Assessing the Link Between Organizational Work Life Programmes and Employee Work Outcomes Among Lecturers in Public Universities In Kenya

This study sought to assess the link between Organizational work life programmes, and employee work outcomes among lecturers in public universities in Kenya. The target population comprised of 6299 full time lecturers and a sample of 391 lecturers was chosen by the use of the multi-stage sampling procedure. The Correlational survey design was used in order to determine the statistical relationship between the Independent and Dependent variables. Primary data was collected by use of questionnaires. Data was analyzed using descriptive and inferential statistics where correlation analysis and linear regression were used. The study found that while work life programmes are available in the public universities and they enhanced positive attitudes towards work, their availability did not automatically lead to improved performance. Lecturers did not also consider their compensation as adequate and they took additional work when they had time off work to supplement their income. This affected the attainment of organizational and personal goals negatively. Remuneration was also found to have a moderating effect on the relationship between organizational work life programmes and employee work outcomes. The researcher recommends that the lecturer’s pay to constitute of performance based incentives. In addition, a similar research should be done in other schools in public universities other than the Business schools since the conditions under study are different. Key words: Correlation survey design; remuneration; work life programmes; work outcome

Transformational Leadership and Employee Performance of Community Conservancies in Kenya

Community conservancies in Kenya play a crucial role in wildlife conservation and sustainable development, but face significant challenges in leadership and employee performance.  Hence, this study examined the relationship between transformational leadership and employee performance in Kenyan community conservancies. Specifically, it investigated how four components of transformational leadership individualized consideration, idealized influence, inspirational motivation and intellectual stimulation relate to employee performance. The research employed a descriptive cross-sectional survey design, targeting managers from 165 community conservancies in Kenya. A sample size of 115 respondents was selected using Yamane's formula. Data was collected through questionnaires and analyzed using both descriptive and inferential statistical methods. The study found strong, positive and statistically significant relationships between these leadership traits and employee performance, highlighting the importance of transformational leadership in improving motivation, job satisfaction, and overall productivity. Key findings include the significant impact of individualized consideration, which explains 65.3% of employee performance, and the high correlation between intellectual stimulation and other leadership dimensions. The study concluded that transformational leadership plays a critical role in enhancing employee performance, recommending that leaders within conservancies strengthen their leadership skills, foster a culture of innovation, and align employee goals with the organization's broader mission. Suggestions for further research include exploring the long-term impact of transformational leadership, comparing conservancies across different regions, and examining the role of other leadership styles such as transactional and servant leadership in influencing employee performance. Keywords: Transformational Leadership, Employee Performance, Community Conservancies, Keny

Performance Appraisal and Service Delivery in Huduma Centres in Nairobi County

Performance appraisal is a formal management system by which the job performance of an employee is examined and evaluated, with the intent of identifying their strengths and weaknesses for improvement in future. In today’s difficult economic context, one of the main challenges for managers is to execute an effective human capital strategy to increase general performance. The aim of this study was to establish the effect of performance appraisal on service delivery in Huduma Centres in Nairobi County. The specific objectives were to determine the effect of appraisal feedback, performance rewards and appraisal method on service delivery in Huduma Centres in Nairobi County. Appraisal Theory, Performance Feedback Theory and Expectancy Theory informed this study. The study carried was out at 5 Huduma Centers in Nairobi County as they serve the highest number of citizens in the country and also because this is the total number of Huduma Centres within Nairobi County. The study adopted a descriptive approach on the 5 Huduma Centres; Huduma GPO, Huduma City Square, Huduma Eastleigh, Huduma Kibra and Huduma Makadara. The sample size was 250 staff members. The study used quantitative methods and the data collection tool was a questionnaire. The data was then analyzed using descriptive and inferential analysis. The descriptive statistics included the frequencies and the means. The regression of coefficient results show that appraisal feedback and service delivery is positively and significantly related. The results further indicated that performance rewards and service delivery is positively and significantly related. Lastly, results showed that appraisal method and service delivery is positively and significantly related. The study recommends that supervisors should provide regular and timely feedback to staff. The supervisors should ensure that appraisal feedback is free from errors based on personal bias such as stereotyping to have positive effect on staff delivery. The study recommends that rewards systems used should be regularly reviewed with the changing times. Remuneration of the staff should be reviewed according to human resources policy. Keywords: Appraisal feedback, performance rewards, appraisal method & service deliver

Family Responsibilities and Employee Performance in Selected Level Five Private Hospitals in Nairobi County, Kenya

This study investigated the influence of family responsibilities on employee performance within private Level Five hospitals in Nairobi County. Utilizing the Compensation Theory, which suggests that employees may compensate for dissatisfaction in one area by finding satisfaction in another, the research aimed to understand how family obligations impact healthcare professionals' job performance. A descriptive research design was adopted to provide a comprehensive analysis of the situation. The study targeted all staff members from four selected private Level Five hospitals: Nairobi West Hospital, Coptic Hospital, St. Mary’s Hospital, and MP Shah Hospital. A proportional stratified random sampling technique was employed, resulting in a sample size of 79 respondents from a total population of 520 employees. Data were gathered using structured questionnaires and analyzed with SPSS to produce descriptive statistics and conduct multiple regression analyses. The findings indicated a significant negative correlation between family responsibilities and employee performance, with increased family obligations leading to decreased job performance. The study concludes that addressing family responsibilities through supportive workplace policies is crucial for enhancing employee productivity and overall healthcare service delivery. It recommends that private Level Five hospitals implement flexible work arrangements, comprehensive employee support programs, and foster a supportive organizational culture to help employees balance their work and family responsibilities effectively. Keywords: Family Responsibilities, Employee Performance, Private Hospitals, Work-Life Balance, Healthcare Service Delivery, Nairobi County

Workload and Employee Performance; A Survey of Selected Level Five Private Hospitals

The study sought to examine the impact of workload on employee performance in private Level Five hospitals in Nairobi County. Guided by the Spillover Theory, which posits that work-life interactions can have both positive and negative consequences, the research aimed to uncover how workload management affects healthcare professionals' performance. A descriptive research design was employed to provide a detailed analysis of the current state of affairs. The target population included all staff members from four selected private Level Five hospitals: Nairobi West Hospital, Coptic Hospital, St. Mary’s Hospital, and MP Shah Hospital. A proportional stratified random sampling technique was used to ensure representation across different staff categories, resulting in a sample size of 79 respondents from a total population of 520 employees. Data were collected using structured questionnaires and analyzed using SPSS to generate descriptive statistics and conduct multiple regression analysis. The findings revealed that workload significantly influences employee performance. Specifically, a manageable workload positively impacts performance outcomes, with employees exhibiting higher motivation and productivity levels when they perceive their workload as reasonable and supported by adequate resources. The study concludes that effective workload management is essential for optimizing employee performance and improving overall healthcare service delivery in these hospitals. The study recommends that private Level Five hospitals implement comprehensive workload management strategies, including regular assessments and feedback mechanisms, to enhance employee satisfaction, performance, and overall patient care. Keywords: Workload Management, Employee Performance, Private Hospitals, Healthcare Service Delivery, Nairobi County &nbsp

The Mediating Role of Organizational Transformation on The Relationship Between Strategic Leadership and Performance of Agribusiness Companies Listed at Nairobi Securities Exchange, Kenya

Journal ArticleIn the face of continuous shifts in the business landscape and intensifying competition, organizational transformation serves as a critical catalyst, enabling strategic leaders to drive and enhance organizational performance. Studies investigating the relationship between strategic leadership and organizational transformation suggest that their interaction generates significant synergy. However, very little empirical research has been conducted to evaluate the direct relationship between strategic leadership, organizational transformation and performance. This study sought to evaluate the mediating role of organizational transformation on the relationship between strategic leadership and the performance of agribusiness companies listed at the Nairobi Securities Exchange in Kenya. The study was anchored on Transformation Leadership Theory and employed a mixed research method research design. The target population consisted of all the management staff in all the six agribusiness companies listed at the NSE in Kenya. The respondents were the directors, heads of departments or functions, middle-level managers and supervisors, totalling to 120 participants. Data was analyzed by use of descriptive statistics and inferential analysis through multiple regression analysis. The robustness of the model was tested by the use of R2, to test the significance of the model, F- statistic was computed at a 95% confidence level and to determine the significance of the variables, p-values were used at 0.05 significance level. Baron and Kenny's four-approach method was used to test the mediating effect of organizational transformation on the relationship between strategic leadership and the performance of agribusiness companies listed at the NSE, Kenya. The results indicated that strategic leadership had a significant positive effect on the performance of agribusiness companies listed on the NSE and organizational transformation had a moderate effect on the relationship between strategic leadership and performance

Influence of Employee Engagement on Teacher Performance of Private Primary Schools in Kajiado County, Kenya

This study examined the influence of employee engagement on teacher performance of private primary schools in Kajiado County, Kenya. Grounded in Kahn's Employee Engagement Theory, the research employed a descriptive survey design targeting 5,937 employees from 521 registered private primary schools in the county. Using Nassiuma's formula, a sample of 217 respondents was selected through stratified random sampling, achieving a response rate of 97.6%. Data was collected using structured questionnaires measuring four dimensions of employee engagement: empowerment, work relationships, responsibilities, and commitment. Data analysis was conducted using SPSS version 29.0, employing descriptive and inferential statistics. The results indicated that employee engagement had a positive and statistically significant influence on teacher performance (R²=0.290, β=0.493, p<0.05), explaining 29% of the variance in school performance. Correlation analysis revealed a moderate positive relationship between employee engagement and performance (r=.538, p<0.05). Descriptive statistics indicated high levels of employee engagement among teachers with an overall mean score of 4.05, particularly in areas of school pride (µ=4.16) and commitment to long-term success (µ=4.24). The study concluded that employee engagement significantly enhances teacher performance in private primary schools. The research recommends that school management implement comprehensive engagement strategies including teacher empowerment initiatives, structured recognition systems, collaborative work environments, and career development programs to optimize both educator satisfaction and institutional performance outcomes. Keywords: Employee Engagement, Teacher Performance, Private Primary Schools, Empowerment, Work Relationships, Educational Outcomes, Kajiado Count