Browsing by Author "THAIRU JOYCE WANJIRU"

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    EMOTIONAL INTELLIGENCE, JOB DEMANDS - RESOURCES, OCCUPATIONAL SELF-EFFICACY AND WORK COMMITMENT OF MILLENNIALS IN KENYA’S TELECOMMUNICATION SECTOR
    (management university of africa, 2024-10) THAIRU JOYCE WANJIRU
    The personal characteristics of employees and the conditions within organizations play a crucial role in fostering favorable work outcomes such as commitment. However, research indicates that many organizations fail to fully grasp and utilize these factors such as emotional intelligence (EI), occupational self-efficacy (OSE), and job demands-resources (JD-R) to their advantage. In addition, there is limited research on their combined effect on millennial workers within Kenya’s telecommunication sector. The main aim of the study was to evaluate the impact of EI, JD-R, and OSE on work commitment (WC) among millennials in Kenya's telecommunication sector. The specific objectives of the study were to examine: the relationship between EI and WC; to determine the moderating effect of JD-R on the relationship between EI and WC; the mediation effect of OSE on the relationship between EI and WC; and the moderation-mediation effect of JD-R and OSE on the relationship between EI and WC of millennial employees in the Kenyan telecommunication sector. The study adopted a positivist research philosophy and cross-sectional research design. A sample of 157 employees, aged between 23 and 43 years, was selected from the IGOs using random sampling techniques. Participants were asked to complete an online survey that measured their EI, JD-R, OSE, and WC. A response rate of 85.4% was achieved (134 respondents). The collected data was analyzed through descriptive and correlational analysis using IBM SPSS version 24 and Macro Process. The study's findings showed that EI, JD-R, and OSE explained 2.6%, 24.5%, and 16.2% of work commitment respectively. In addition, JD-R increased the between EI and WC by 21.7%. The findings imply that EI is significantly associated WC of millennials in Kenya’s telecommunication sector. In addition, JD-R moderated the relationship between EI and WC. Also, OSE mediated partially the relationship between EI and WC. Lastly, JD-R and OSE had a moderated-mediated effect on the relationship between EI and WC of millennial workers in Kenya’s telecommunication sector. The findings may contribute to theory, inform policy, and provide insights into how organizations can enhance employee commitment by promoting EI while enhancing JDR, and OSE.