THE INFLUENCE OF CAREER DEVELOPMENT STRATEGY ON EMPLOYEE PERFORMANCE OF LEVEL FIVE HOSPITALS IN KENYA - THE CASE OF VIHIGA COUNTY REFERRAL HOSPITAL

Autori

  • Wilberforce Kitiezo Gwadoya MBA Student, Kaimosi Friends University, Kenya
  • Joseph Otsyulah Dr. Department of Business Administration and Management Systems, Kaimosi Friend University, Kenya

DOI:

https://doi.org/10.46827/ejhrms.v7i1.1601

Ključne reči:

career development strategy, employee performance, level V hospitals

Apstrakt

The main objective of this study was to evaluate the influence of career development strategy on employee performance of level V hospital, case study of Vihiga referral hospital. The study was carried out in Vihiga county referral hospital. The study was guided by a two-factor theory of motivation-hygiene The study used a descriptive research design. The study employed a census sampling technique where the target population was used in the study. Primary data was collected by use of questionnaires. The data was analyzed through inferential statistics. Inferential statistics were represented through regression analysis and correlation analysis to determine the quality of the relationship between the dependent and independent variables. The findings of the study were presented using tables. The study results indicated that career development strategy has a positive and significant effect on the employee performance of level V hospitals in Kenya.

Biografije autora

  • {$ime} {$affilijacija}

    Wilberforce Kitiezo Gwadoya is a student at Kaimosi Friends University, Kenya studying a Master in Business Management (Strategic Management Option).

  • {$ime} {$affilijacija}

    Dr. Joseph Otsyulah is a Lecturer and Head of Department of Business Administration and Management Sciences at Kaimosi Friends University, Kenya with research interests in the field of Accounting and Finance.

Reference

Bevins, D. T. (2018). Herzberg's two factor theory of motivation: A generational study. Retrieved from https://encompass.eku.edu/cgi/viewcontent.cgi?article=1547&context=honors_theses

Chen, T., Chang, P. L., & Yeh, C. W. (2006). The effects of career development programs on R&D personnel in Taiwan. Asia Pacific Journal of Human Resources, 44(3), 318-341.

Choge, E. J. (2020). Factors Affecting Employee Performance in the Health Sector: A Case of Kenyatta National Hospital. Nairobi: Repository of United States International University-Africa.

Filtvedt, R. E. (2016). Motivation and Job Satisfaction: Does Herzberg’s “Two-Factor” Theory Apply to Knowledge Workers of Today? As, Norway: Norwegian University of Life Sciences. Retrieved from https://www.scirp.org/(S(czeh2tfqw2orz553k1w0r45))/reference/referencespapers.aspx?referenceid=2886670

Gile, P., Buljac-Samardzic, M., & Klundert, J. V. (2018)). The effect of human resource management on performance in hospitals in Sub-Saharan Africa: a systematic literature review. Human resources for health, 16(1), 1-21.

Guha, A. (2010). Motivators and Hygiene Factors of Generation X and Generation Y - The Test of Two-Factor Theory. The XIMB Journal of Management, 7(2).

Herzberg, F. (1966). Work and the Nature of Man. Retrieved from https://psycnet.apa.org/record/1966-35012-000

Kenya Constitution. (2010). Kenya Constitution. Nairobi: Kenya.

Knott, E. (2016). The effect of talent management practices on employee performance among real estate companies in Kenya: A case of Suraya Property Group Limited. Nairobi: Repository of United States International University-Africa.

Lethbridge, J. A. (2017). World Bank undermines right to universal healthcare. Bretton Woods Project, 6.

Lis, E. Y., Wahyuddin, W., Thoyib, A., & Ilham, R. (2022). The Effect of Career Development and Work Environment on Employee Performance with Work Motivation as Intervening Variable at The Office of Agriculture and Livestock in Aceh. International Journal of Economic, Business, Accounting, Agriculture Management and Sharia Administration (IJEBAS), 2(2), 227-236.

Mark, L., & Nzulwa, J. (2018). Effect of career development programs on employee performance in Kenya. a case of national hospital insurance fund. International Journal of Social Sciences and Information Technology, IV, 693-709.

Muchibi, W., Mutua, D., & Juma, D. (2022). Influence of career development on employee engagement in the public health sector in Kenya. International Academic Journal of Human Resource and Business Administration, 4(1), 297-327.

Muthumbi, D., & Kamau, J. (2021). Effect of career development on employee performance in Deloitte Limited, Kenya. Human Resource and Leadership, 1(1), 9-16.

Nasution, F., Mariatin, E., & Zahreni, S. (2018). The influence of career development and organizational culture on employee performance. International Journal of Scientific Research and Management, 6(01), 57-65.

Niati, D., Siregar, Z., & Prayoga, Y. (2021). The effect of training on work performance and career development: the role of motivation as intervening variable. Budapest International Research and Critics Institute (BIRCI-Journal): Humanities andSocial Sciences, 4(2), 2385-2393.

Pandey, P. D., & Pandey, M. D. (2015). Research Methodology: Tools & Techniques. Romania: Bridge Center.

Parola, A. (2020). Novel coronavirus outbreak and career development: a narrative approach into the meaning for Italian University Graduates. Frontiers in psychology, 11, 2255.

Rahayu, M., Rasid, F., & Tannady, H. (2019). The effect of career training and development on job satisfaction and its implications for the organizational commitment of regional secretariat (SETDA) employees of Jambi provincial government. International Review of Management and Marketing, 9(1), 79.

Sellar, T. (2022). Effect of Training and Career Development on Employee Performance: Moderating Effect of Job Satisfaction. International Journal of Research, 9(11).

World Bank. (2013). The World Bank annual report. The World Bank.

Preuzimanja

Objavljeno

2023-11-30

Broj časopisa

God. 7 Br. 1 (2023)

Rubrika

Articles