IMPLICATIONS OF YOUTH WORKFORCE ON EMPLOYEE ENGAGEMENT IN THE INSURANCE SECTOR

Purpose: Youth are considered as the most active age bracket in the working environment hence their impact in organizations such as the insurance sector cannot be ignored. The objective of this study is to discuss and analyze the implications of the youth workforce on employee engagement in the insurance sector. The purpose of this study is to help the readers understand the importance of youth workforce and their impact in the insurance sector once the youth are involved in favorable employee engagement practices. Methodology: The study adopted a desktop methodology. Desk research refers to secondary data or that which can be collected without fieldwork. Desk research is basically involved in collecting data from existing resources hence it is often considered a low cost technique as compared to field research, as the main cost is involved in executive’s time, telephone charges and directories. Thus, the study relied on already published studies, reports and statistics. This secondary data was easily accessed through the online journals and library Findings: The study found out that some of the implications of youth workforce on employee engagement are; adaptability to change, improved customer experience and satisfaction, employee retention, talent management, leadership development and improving the company’s brand and image. Unique contribution to theory, practice and policy: It therefore recommended that the insurance sectors should come up with the best strategies for employee retention of the youth workforce since they play a vital role in influencing the consumer behaviors. The insurance sectors should embrace youth marketing since it is one of the best advertising techniques that has led to increase in productivity and profitability of companies and customer satisfaction.

THE ROLE OF JOB CONTENTS ON ACADEMIC STAFF TURNOVER INTENTIONS AMONG UNIVERSITIES IN KENYA: A DEVELOPING COUNTRIES CONTEXT

Purpose: The purpose of this study was to assess the role of job contents on academic staff turnover intentions in Kenyan Universities Materials and Methods: The study was guided by a positivism research philosophy and a descriptive cross-sectional survey design was used. The study population was 17210 academic staff in chartered universities in Kenya from whom a sample of 364 academic staff was drawn. A multistage sampling technique was used. Data was collected using a structured questionnaire. Data were analysed using both descriptive and inferential statistics. The study findings were presented using tables, charts, and graphs. Results: The study found that the relationship between job contents and academic staff turnover intentions was negative and statistically significant The study concluded that the academic staff agreed that they were happy with work tasks, job contents, duties, responsibilities, achievement, success, recognition, job independence, autonomy, and status in the university and society. Employee satisfaction with job content leads to low turnover intentions. A unique contribution to theory, practice, and policy: The study findings validate Herzberg’s Two-Factor theory. Results indicate that the theory is applicable in the study of staff turnover intentions. In addition, the findings may in the future serve as a platform for additional studies in the same subject for other academics, students and researchers. Human Resource managers would benefit from the recommendations set out in this study to retain employees by understanding the role of job content in employee turnover.

INFLUENCE OF RECRUITMENT AND SELECTION ON RETENTION OF TEACHERS SERVICE COMMISSION SECRETARIAT STAFF IN BUSIA COUNTY, KENYA

Purpose: Employee retention has been a key source of competitive advantage as well as achievement of business goals and objectives. Employee turnover can have a detrimental influence on the implementation of business strategies and eventually lead to productivity reduction. The secretariat staff labour turnover at the Teachers Service Commission (TSC) has for years increased and this has affected the overall performance at the TSC since qualified employees with experience leave the TSC yearly. For example, in 2018, the recorded turnover of employees was at 20% and the efficiency of TSC fell by 5%. The purpose of the study was to establish the influence of recruitment and selection on retention of Teachers Service Commission secretariat staff in Busia County, Kenya. Methodology: Human Capital and Motivation theories served as the foundation for this study. In this study, a descriptive research design was used. The target population was115 employees working at the TSC in Busia County as secretariat staff. The sample size was 115 according to Slovins, (1980). Findings: The findings revealed that recruitment and selection had a positive significant effect on retention (β=.408, p<.05). The study concluded that HRM practices have a positive influence on employee retention. The output of the research may be utilized by the Department of HRM practices at the TSC Kenya, by employers, academicians, employees, trade unions, HR practitioners, Ministry of Labour in the formulation of a systematic process of ensuring employee retention at work places. The outcome may also lead to efficient and effective service delivery as well as proper utilization of resources by all the departments at the TSC offices in Kenya.

INFLUENCE OF PARTICIPATION IN PUBLIC DEBATES ON RESPONSIVE GOVERNANCE IN NAIROBI CITY COUNTY GOVERNMENT, KENYA

Purpose- This study focused on establishing the influence of participation in public debates on responsive governance in Kenya. Its main objective was to establish the influence of participation in public debates on responsive governance in Kenya. Methodology- Descriptive research design and positivism research philosophy were adopted. The study focused on a target population of 680 respondents from Eighty-five wards within Nairobi County, and data was collected from the following groups of respondents; Civil society representative, religious representative, ward administration representative, youth representative, women representative, the special interest group representative, a representative of the citizens’ anticipating county services and a representative of the old aged residents were targeted. A sample size of 139 respondents was determined though purposive sampling technique. Primary data was collected through questionnaires and secondary data through published materials. Data was analysed through SPSS and presented in tables. Hypothesis testing was done through the use of t-test. F test (ANOVA) was also conducted to ascertain the difference between groups on study variable. Findings- The study found that participation in public debates had a positive and significant relationship with responsive governance. The study concluded that through participation in public debates citizens are able to support the incumbent leader to facilitate achievement of county goals. The results from participation in public debates indicated that an increased Participation in Public Debates resulted to responsive governance. Correlation results revealed that Participation in Public Debates and responsive governance were positively and significantly related. Regression further showed that participation in public debates have a positive and significant relationship with responsive governance in Nairobi city county government in Kenya. Unique contribution to theory, policy and practice - The study recommended that there is need to establish forums to in order to enable citizens to engage directly in planning, policy making and monitoring service delivery. Based on the study findings, the study recommends that there is need to establish, County, Sub-County and Ward Citizens Forums to enhance participation of residents in local governance. Originality/value – This paper fulfils an identified need understand how Participation in Public Debates can influence responsive governance.

DEVOLUTION AND SERVICE DELIVERY IN THE PUBLIC SERVICE IN KENYA, A CASE STUDY OF MARSABIT COUNTY GOVERNMENT

Purpose: The purpose of this study was to determine the effects of devolution on service delivery in the public service in Kenya. A case of Marsabit County. Materials and Methods: To achieve the objectives of the study primary data was collected through questionnaire administration. The data collected, tabulated and was analyzed using multivariate regression model with the aid of SPSS version 25 software. Mixed methods research is preferable for the study due to the provision of a better conception of a research issue or dilemma and that a solo research approach is inadequate. A mixed research approach is a research master plan that combines qualitative and quantitative research components to deal with research issues to enter into healthy research conclusions. The study used questionnaires for data collection from the staff members. The questionnaires were both open and close-ended questions. The close-ended questions provided more structured responses to facilitate tangible recommendations. Results: The findings of the study indicated that; 80% of the respondents stated that allocation of funds and approved for decision making were significant variables in determination of service delivery at Marsabit County government. The findings indicates that majority of respondents believed that the projects information are updated quarterly and semiannually, 20% weekly, 10% weekly while 6.67% others. The findings reveals that the updating time for information is more than three months, which risks the information accuracy. Majority (33.3%) of participants noted that the main advantage of accountability and transparency human resource is helping in offering exemplary service delivery, 25.0% enhances committed to and supporting the management in influencing the service delivery and 20% helps in coordinates and communicate well in implementation of services in the county The findings further indicate that 12% believed Marsabit County is not well staffed hence likely impacting on the quality-of-service delivery. Further Research: The study recommends further studies on influence of devolution of government service delivery on provision of healthcare in other health facilities of the same magnitude in other Counties. Given the fact that devolution is a new concept in Kenya, more study research should be carried out to evaluate the effect of devolution of government service delivery on healthcare staff motivation in provision of healthcare services.

EXAMINING THE IMPACT OF FLEXIBLE WORK ARRANGEMENTS ON PRODUCTIVITY IN AFRICA

Purpose: This paper aimed at examining the impact of flexible working arrangement on productivity. Methodology: The study adopted a desktop methodology. Desk research refers to secondary data or that which can be collected without fieldwork. Desk research is basically involved in collecting data from existing resources hence it is often considered a low cost technique as compared to field research, as the main cost is involved in executive’s time, telephone charges and directories. Thus, the study relied on already published studies, reports and statistics. This secondary data was easily accessed through the online journals and library. Results: The study showed that there is a higher level of productivity for workers who do their jobs on more flexible schedules than those with regular working hours. These results show that companies can benefit from flexibility under certain conditions. Recommendation: The findings of this study show surprising results and can influence changes in organizational policies and strategies for collaborating between working from home and working from an office for employees. Further, the study recommends companies to adopt and invest in information and communication technology so that it can facilitate implementation of FWA policy.

EMPLOYER PROMISES OF A PSYCHOLOGICAL CONTRACT AND EMPLOYEE PERFORMANCE: A CASE OF THE TEACHER SERVICE COMMISSIONA CASE OF THE TEACHER SERVICE COMMISSION

Purpose: The main purpose of this study was to examine the effects of employer promises of a psychological contract on employee performance at the Teachers Service Commission Materials and Methods: A case study research design was used in the study. The sample size was 341 respondents at the TSC who were arrived at using the Krejcie and Morgan Table of sample size determination. They were selected using a simple random sampling technique. Questionnaires were used for collecting the data. Quantitative and qualitative approaches were used in carrying out the analysis. The quantitative data comprised of descriptive and inferential analysis which were done with the help of the SPSS. The qualitative data was analyzed thematically and integrated within the quantitative data. Results: The following key findings were made: The coefficient of determination indicates that 82.0% variations on employee performance was explained by the four independent variables; promotion, training and career development, job equity, and job security. holding other factors constant, promotion (Beta=.175), training and career development (Beta=.372), job equity (Beta=.338) and job security (Beta=.208) are positively related to employee performance at the Teacher Service Commision. Additionally, the study concluded that there is a significant relationship between constructs of organizational promises of psychological contract (promotion, training and career development, job equity, job security) and employee performance (p=.00<0.05). Unique contribution to theory, practice and policy: It is recommended that the organization should take time to create opportunities for training and career development among its staff members. The organizational policies may also be reviewed to keenly address the issue of job equity. It should ensure that the aspects of fairness in terms of promotion, rewards/salaries and other practices are provided fairly and equally to all the staff members. With streamlined policies, the implementers should also be evaluated and examined to ensure that they followed the policies in ensuring that the organization operates in a fair environment.

EFFECTIVE TIME MANAGEMENT PRACTICES AMONG COLLEGES OF EDUCATION STUDENTS

Purpose: The purpose of this study was to examine the extent of effective time management practices of the teacher-trainees in the Colleges of Education in Ghana. Methodology: The population of the study comprised teacher-trainees (students) of the Public Colleges of Education in the Volta Region of Ghana. Two Colleges were chosen in the region based on convenience sampling technique. In all, a total of 336 participants completed the study survey questionnaire. Statistical data analysis was carried out using the Jamovi Statistical Data Analysis (JSDA) tool and the Microsoft Excel Application package. The instrument was pilot-tested on thirty students. The Cronbach’s Alpha (α) reliability analysis measures were computed. The returned α values obtained on the constructs include 0.95, 0.97 and 0.98, and with the overall α as 0.91. Findings: The findings revealed that the existence of time management strategies to check students’ time consciousness is of low rate in the Colleges. The respondents’ average rate of 60.5% totally disagreed on the items tested revealing strong indications of the Colleges low considerations of the awareness creation on effective time management strategies. On the students’ level of time management practices in the Colleges, the findings revealed a total frequency of about 52.8%, hardly or never adhere to time management practices as individuals. With this, the overall mean value of approximately 1.67 was calculated indicating the trainees’ low level of attainment on effective time management practices. Unique Contribution to Theory, Practice and Policy This study recommends that the authorities of the Colleges of Education should develop successful time management strategies in the Colleges to assist teacher-trainees in developing good time management habits

EFFECTS OF WORK-LIFE BALANCE PRACTICES ON ORGANIZATION PERFORMANCE IN HOMA BAY COUNTY REFERRAL HOSPITAL, KENYA

Purpose: The specific objective of the study was to establish the effects of compressed workweek on organization performance on public health sectors in Kenya. Methodology: The study adopted a descriptive research design. The populations were 696 and sample size was 254 employees’ while the respondents were 227 which constitute the response rate of 89.4%.The study used stratified sampling method and adopted the Yamane formula. The study used structured closed questionnaires and piloting testing was done on 10% of the sample. Cronbach’s Alpha was used to test the reliability. Validity was determined by posing a series of standardized questions. The study adopted SPSS for data analysis. The Inferential statistics of Pearson correlation analysis was done to establish the strength and direction of the relationship between the independent variables and the dependent variable. The study adopted descriptive statistics tool. Findings: Compressed workweek affects the organization performance and had a positive correlation and significance relationship. The null hypothesis was rejected (P0.01). The study concluded that, compressed workweek is important in improving performance index for Human Resource for health workers in Homa Bay County Referral Hospital (HBCRH) and hence the overall results will lead to improved organization performance. Unique contribution to theory, practice, and policy: Public health sectors are expected to guide policy and practices to address work-life imbalances at the workplace to improve efficiency and productivity at the workplaces. The study recommended that, HBCRH should provide space for more work-life balance practices to improve organizational performance.

HOW TO IMPROVE SEARCH COMMITTEE EFFECTIVENESS: REDUCING THE DEGREE OF SUBJECTIVITY IN SEARCHING FOR AND SELECTING EDUCATIONAL LEADERS

Purpose: The purpose in this study was to propose and illustrate methods for structuring Search Committee processes so that committee members have a shared understanding of the leadership attributes desired of candidates and of the important contextual factors to be considered in assessing the suitability of the various candidates for the position. Methodology: The study has substantial personal experiences with Search Committees and their decision processes; the article does not reflect an intent to do original research based on exploratory, experimental, or quasi-experimental research designs. No data collection is attempted; the reader will not find data driven analyses, or the results of hypotheses testing. Rather, the study intent was to provide readers with a logical set of ideas and tools that will aid them in conducting their leadership searches in a systematic rather than ad hoc manner. To identify and weight desired leadership attributes we have chosen to rely upon the writings of an illustrious group of individuals who have significant experience in leading public, private, and not for profit organizations, including higher education institutions. The study believes their books reflect "armchair empiricism" and provide distillations of their rich concrete leadership experiences. To identify and weight contextual factors to be taken into account in considering candidates for the specific organizational position to be filled, the study rely upon the seminal and classic empirical research study conducted by faculty of Harvard University. Findings: That study of the high turnover among School Superintendents in New England is a benchmark in the development of Role Theory. The language for Role Analysis produced by that study is drawn upon in the study to illustrate how the contextual expectations of the candidates for the leadership position in question can be thoughtfully addressed. Unique contribution to theory, practice and policy: The study has recommended the use of several theoretical/conceptual frameworks to structure Search Committee processes and improve their effectiveness in selecting the best qualified applicants for leadership roles. The study also describes a decision analysis method which, if employed, will lower the degree of subjectivity in Search Committee decision making processes.