INFLUENCE OF JOB SATISFACTION ON EMPLOYEE PERFORMANCE IN THE PUBLIC SECTOR IN KENYA: A CASE STUDY OF NATIONAL REGISTRATION BUREAU, NAIROBI

Abstract

The main objective of this study was to evaluate the influence of reward policy, organization communication, job security and training on employee performance in the public sector in Kenya with a consideration of the National Registration Bureau, Nairobi. Specifically, this study established effects of reward policy, organizational communication, job security and training on performance of civil servants at NRB. The study used equity theory, attribution theory, Maslow’s Hierarchy of Human Needs Theory model and Social Cognitive theory. A descriptive research design was used for the investigation. The investigation targeted the 1,918 employees who work at NRB in Nairobi County. The researcher used Krejcie and Morgan formula to determine sample size for study. A questionnaire served as the instrument for acquiring data in this investigation. Pilot examination was conducted in to determine the validity and reliability of the instrument. The statistics were modified, encoded, and imported into SPSS version 26.0 for analysis. Multiple regression model was used to ascertain how parameters relate to one another. The study revealed that a change in reward policy, organization communication, job security, and training significantly impacted employee performance. A 24.5% change in reward policy results in a 0.245unit change, while a 34.5% change in communication results in a 0.345-unit change. Job security affects performance by 42.3%, and training by 34.5%. These findings suggested that adjusting these factors can significantly impact employee performance, highlighting the importance of effective communication and training in enhancing employee performance. The study concluded that a well-structured reward policy, organization communication, job security, and training are important for improving employee performance in Kenya's public sector. The study recommended the following; Public-sector organizations should emphasize the creation and execution of a clear and equitable incentive strategy that is consistent with employee contributions and industry benchmarks. The study recommended that a bottom-up method to communication be implemented in Kenya's public sector; this can improve communication between managers and their subordinates, ultimately improving employee performance. Organizations should establish clear and open personnel policies that promote job stability and effectively convey them to all employees. The study also suggested that the business emphasize ongoing investment in employee training and development programs, ensuring that they are targeted to the individual requirements and functions of the employees. The report suggests doing the investigation again in different parastatals to facilitate generalization of the research findings.