Assessment of employees’ job satisfaction levels in parastatals in Kenya (a case study of Kerio Valley development authority (KVDA) Eldoret, Kenya)
| dc.contributor.author | Francis Osoro, Ondera | |
| dc.date.accessioned | 2019-12-12T13:57:07Z | |
| dc.date.available | 2019-12-12T13:57:07Z | |
| dc.date.issued | 2011-03 | |
| dc.description | Thesis Submitted to the Kampala International University in Partial Fulfillment of the Award of Master’s Degree in Business Administration | en_US |
| dc.description.abstract | This thesis was carried out at Kerio Valley Development Authority, a public corporation in the Republic of Kenya. The objectives of the study included: to determine the human resource practices used by KVDA to increase the levels of job satisfaction among its employees, to establish human resource related factors which influence the levels of job satisfaction among employees, to establish the effects of human resource practices on levels of job satisfaction, to find out the challenges facing KVDA in enhancing job satisfaction and to find out the policies to be adopted to improve human resource practices for high levels of job satisfaction amongst employees. A case study design was used and a target population of 400 respondents. A sample size of 120 translating to a proportion of 30% was selected using stratified random sampling technique. Questionnaires were used to collect data from the respondents. A validity test result of 0.80 was and reliability was tested by piloting research instruments to ensure that the instruments were appropriately designed. Data analysis was used to carry out correlation test as well as the percentages used to manipulate the results from the study. I Based on the findings, it was concluded that levels of employee satisfaction in KVDA were dependent on the following factors: Human resource practices are crucial in elevating levels of employee satisfaction; well defined job content, pay as a facet of job satisfaction tends to provide potential for self-esteem. When supplemented by promotion, levels of job satisfaction are likely to be sustained; supervision though necessary should be handled cautiously and consistent to the needs of the organization. Encouraged team work had potential for effective operations and realization of results thereby sustaining levels of employee satisfaction. Challenges such as poor leadership, cultural influences, lack of adequate finances. The following recommendations were made: There is need to monitor and enhance human resource practices that cut across cultural diversity for sustainable levels of job satisfaction; Job content should be consistent with the employee’s professional and academic qualification so as to provide the necessary job impetus; there is need for frequent salary reviews; Carry out employee appraisals; Encourage transformative leadership. A suggestion for further study is made on the contribution of job satisfaction | en_US |
| dc.identifier.uri | http://hdl.handle.net/20.500.12306/5272 | |
| dc.language.iso | en | en_US |
| dc.publisher | Kampala International University, school of Economics and Management | en_US |
| dc.subject | Employees’ job satisfaction | en_US |
| dc.subject | Development authority | en_US |
| dc.title | Assessment of employees’ job satisfaction levels in parastatals in Kenya (a case study of Kerio Valley development authority (KVDA) Eldoret, Kenya) | en_US |
| dc.type | Thesis | en_US |