Determinants Of Employee Performance In Kakamega County Government

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ABSTRACT

There are questions about the viability and sustainable performance of county governments in the 2010 constitutional dispensation. Central to this question is how county governments prioritize employee performance to meet the increasing expectations of citizens. The main objective of this study was to assess determinants of employee performance in Kakamega county government. The specific objectives were: to assess how employee participation determines employee performance in the County government of Kakamega, establish extent to which employee training and development determines employee performance in Kakamega County government, evaluate extent to which job security determines employee performance in Kakamega County government, find out how compensation and benefits determine employee performance in Kakamega County government. The study was informed by three theories namely; Maslow’s Hierarch of needs theory, Benn’s Employee participatory management theory and Goal setting theory. The target population was the 6,266 Kakamega County government employees. The descriptive research design was adopted. The research used structured questionnaire as an instrument to collect primary data. Data analysis was by use of statistical package for social sciences (SPSS).Validity of the data instruments was ascertained by both theoretical and empirical literature, while data reliability was confirmed using Cronbach’s alpha test approach. Research findings were presented by means of tables. The research study conformed to all ethical standards as stipulated in the existing authority guidelines and regulations including ensuring confidentiality of data collected on the research participants. The study used a sample population of 375 Kakamega county government employees. The relationship between variables was tested by use of linear regression model. The findings showed that both training and development and employee participation at various stages of decision making had a strong positive effect on employee performance. The study recommends that: the county government comes up with policy guidelines and procedures of engaging staff at various levels for their input before implementation of programs, Proper policies on scholarships to further employee career progression should be clear and communication to unsuccessful staff made, that County government of Kakamega continue train her employees for quality skills for enhanced performance, that the county government put her employees on scheme of service and provide mortgage to deserving staff who qualify to benefit from such arrangement.