Department of Human Resources Development
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Item EMPLOYEE WELLNESS PROGRAMMES, CREDIBLE LEADERSHIP AND SERVICE DELIVERY IN FAITH BASED HOSPITALS IN NAIROBI METROPOLITAN, KENYA(KARATINA UNIVERSITY, 2024-09) WAIRIMU, BEATRICE KARANJADespite the essential role of faith-based hospitals in provision of quality health services, they continuously face challenges, including workforce-related issues such as poor working conditions such as working for longer hours, seeing more than 8 patients in a day, high rates of absenteeism, lack of critical services, depression and other mental illness as well as drug and substance abuse. These occurrences affect service delivery. The main objective of the study was to investigate the influence of employee wellness programmes on service delivery in faith-based hospitals in Nairobi metropolitan. Specific objectives were; to assess the influence of employees’ emotional wellness programmes, intellectual wellness programmes, occupational wellness programmes and employee physical wellness programmes on service delivery in faith-based hospitals in Nairobi metropolitan and examine the moderating role of credible leadership on the influence of employee wellness programmes on service delivery in faith-based hospitals in Nairobi metropolitan. The study adopted descriptive survey and correlational research designs. The study targeted 1154 employees in the faith-based hospitals in Nairobi metropolitan. The study used stratified random sampling to select the respondents. The study sample size was 297 respondents. The study obtained primary data using a questionnaire. The descriptive and inferential statistics was used to analyse data. Descriptive statistics included frequencies, mean, standard deviation and percentage. Correlational analysis was used to determine the relationship between the independent and dependent variables. The study also carried out a regression analysis to determine the level of association of the study variables. Results were presented in graphs and tables. The study established that there was moderate emphasis on employee’s emotional wellness programmes among the faith-based hospitals in Nairobi metropolitan area, there were employee’s intellectual wellness programmes, there was agreement among the respondents on the adoption of employee’s occupational wellness programmes and that there existed employees’ physical wellness programmes in the faith-based hospitals in Nairobi metropolitan. The study further established that hospital leadership demonstrated moderate credibility. Correlation analysis results showed that a significant weak positive correlation existed between service delivery and employee’s emotional wellness programmes (r=0.324), while a significant moderate positive correlation existed between service delivery and intellectual wellness programmes (r=0.519), occupational wellness programmes (r=0.666) and physical wellness programmes (r=0.539). The study determined that emotional wellness programmes had a significant influence on service delivery (R2= 0.101; β=0.324; P=0.000), intellectual wellness programmes had a significant influence on service delivery (R2= 0.267; β=0.519; P=0.000), occupational wellness programmes had a significant influence on service delivery (R2= 0.442; β=0.666; P=0.000), physical wellness programmes had a significant influence on service delivery (R2= 0.288; β=0.539; P=0.000). The study also established that credible leadership had a significant moderating influence on the relationship between employee wellness programmes and service delivery. The study thus concluded that employee wellness programmes had a significant influence on service delivery. The study further concluded that credible leadership had a significant moderating influence on the relationship between employee wellness programmes and service delivery. The study recommends that the management of hospitals should ensure that there are employee wellness programmes for emotional, intellectual, occupational and physical wellness. The study results would be relevant to the management of faith-based hospitals, the government of Kenya, particularly the ministry of Health, and county governments because it would enlighten them when developing policies aimed at improving the quality of health care and working environment for their healthcare workers.Item MEDIA COVERAGE, CONTENT FRAMING AND AUDIENCE PERCEPTION OF WILDLIFE CONSERVATION DISCOURSE IN KENYA(2023-10) MBURU, JINARO PAULA THESIS SUBMITTED TO THE SCHOOL OF BUSINESS IN PARTIAL FULFILMENT OF THE REQUIREMENTS FOR THE CONFERMENT OF THE DEGREE OF DOCTOR OF PHILOSOPHY IN COMMUNICATION STUDIES OF KARATINA UNIVERSITYItem INSTITUTIONAL COMPETENCY MAPPING, FIRMS’ CULTURE AND ORGANIZATIONAL PERFORMANCE AMONG INSURANCE COMPANIES IN KENYA(Karatina University, 2020-12) MWANGI, GRACE WANGARIKenyan insurance companies do constantly face many challenges such as mispricing of insurance policies, lack of the required human resource capacities, and changes in interest rates among others. This study sought to determine the influence of institutional competency mapping on the performance of insurance companies in Kenya. Specifically, the study sought to establish the influence of relationship management, emotional intelligence and innovativeness on the performance of insurance companies in Kenya. In addition, the study sought to determine the moderating influence of firm’s culture on the relationship between institutional competency mapping and performance of insurance companies in Kenya. The study was anchored on competency theory, resource-based view theory, theory of comparative advantage, the balanced score card model and institutional theory. The research philosophy adopted was positivism. Descriptive and correlational research designs were adopted with the study population comprising all the 453 management staff in the 55 registered insurance companies in Kenya as at 28th February 2017. A sample size of 208 participants was drawn from the lower, middle, and the top level management using stratified sampling technique. Primary data was collected via semi-structured questionnaires while secondary data on organisation performance was collected using data collection sheet. Data analysis was conducted using descriptive statistics where the mean and standard deviation were determined. Multiple regression analysis and correlation analysis were used to aid in inferential analysis of the data. Results shows that most Kenyan based insurance firms undertake to map relationship management, emotional intelligence, and innovativeness among their employees during the selection process to a moderate extent. Correlation results shows that there was a significant positive correlation between organisation performance and relationship management (r=0.282; P=0.000), emotional intelligence (r=0.094; P=0.000), innovativeness (r=0.096; P=0.000) and firm’s culture (r=0.840; P=0.000). The regression model results indicated that institutional competency mapping predicted 72.8 percent of the variations in performance of insurance companies in Kenya. Relationship management, emotional intelligence, and innovativeness significantly influenced firm performance. Firm’s culture significantly moderated the relationship between institutional competency mapping and organization performance. The conclusion made was that relationship management, emotional intelligence and innovativeness influenced performance of insurance companies in Kenya while firm’s culture significantly moderated the relationship between institutional competency mapping and organizational performance. The study recommends that management of insurance companies should cultivate, create, and maintain good rapport with stakeholders, develop programs designed to offer training and enhancement of self-awareness and promote high levels of adaptability to remain productive in the changing environment. The results of the study will be beneficial to the managers of insurance firms, their employees and the government as it shows the significance of competency mapping in stimulating performance of insurance companies in Kenya.