Browsing by Author "TUHAME GODWIN"

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    JOB SATISFACTION INDICATORS AND EMPLOYEE PERFORMANCE AT THE NATIONAL COUNCIL OF PERSONS WITH DISABILITIES IN NAIROBI COUNTY, KENYA
    (THE CATHOLIC UNIVERSITY OF EASTERN AFRICA, 2025-06) TUHAME GODWIN
    This study examined the influence of job satisfaction indicators on the performance of workers at the National Council of Persons with Disabilities. This research examined the influence of job autonomy, employee remuneration, career development opportunities, and work-life balance on the performance of employees at the National Council of Persons with Disabilities in Nairobi County, Kenya. The study also sought to elucidate the moderating effect of organizational culture on the relationship between job satisfaction and employee performance at the National Council of Persons with Disabilities in Nairobi County, Kenya. This study focused on five distinct theories: Self-Determination Theory (SDT), Equity Theory, Spillover Theory, and Schein's Organizational Culture Model, in that sequence. This study used case study research. Ninety-four individuals were employed at NCPWD, constituting the target demographic. Utilizing the census method, every employee was selected to constitute the study sample. Questionnaire was used for data collection. A pilot study was done to assess the validity and reliability of the questionnaires. Descriptive and inferential statistics, together with the Statistical Package for Social Sciences, were used to analyze the collected primary data. Descriptive statistics included percentages, means, and standard deviations, in addition to being shown via frequency tables, pie charts, and bar graphs. Inferential statistics included correlation and multiple linear regression analysis in order to ascertain the relationship between the independent and dependent variables of the study as well as the effect of the moderating variable. From the analysis, the study established that job autonomy (β= 0.394, p=.001<0.05), employee compensation (β= 0.413, p=.000<0.05), career development (β= 0.407, p=.000<0.05), and work-life balance (β= 0.585, p=.000<0.05) had a statistically significant effect on employee performance at NCPWD. It was also established that organization culture had a statistically significant moderating effect on the relationship between job satisfaction and employee performance at NCPWD (R2=0.803, F-statistics=35.164, p=.000<0.05). The study recommended that to sustain and improve performance, NCPWD should institutionalize policies that promote autonomy while ensuring alignment with organizational goals and accountability structures. The organization should put in place a well-structured and equitable promotion policy that ensures fairness and meritocracy, thereby fostering trust, motivation, and improved employee performance across the board. It was further recommended that the organization continues to strengthen and expand its career development initiatives. The study further recommended that the organization should regularly assess the effectiveness of its support systems—such as medical care and leave policies—to ensure they remain responsive to the evolving needs of employees and contribute positively to their overall performance and job satisfaction. The study further recommended that further studies could also explore the role of other moderating or mediating variables such as leadership styles, organizational justice, or employee engagement in the relationship between human resource practices and employee performance.