Authors :
Kerangani James Mariba; Joy Akoth Akinyi; Dr. Donald Indiya Gulali
Volume/Issue :
Volume 9 - 2024, Issue 3 - March
Google Scholar :
https://tinyurl.com/mr3unk5h
Scribd :
https://tinyurl.com/2fuyms7c
DOI :
https://doi.org/10.38124/ijisrt/IJISRT24MAR825
Note : A published paper may take 4-5 working days from the publication date to appear in PlumX Metrics, Semantic Scholar, and ResearchGate.
Abstract :
According to Makori, M. & Kariuki, N., (2015),
a study was conducted in Presbyterian University of East
Africa (PUEA) by the HR Office in 2014 and disclosed that
about 50% of employees in Kenyan institutions of Higher
Learning merely come to work to do what is needed of
them. The study showed that 47% of workers came to
work and ended up using most of their time on social
websites during work hours. Hence workforce turnover
was registered at 43%. The major cause of these situations
is not known. Scholars have given many suggestions that
some Occupational changes in private universities are
linked with digitalization, how information is shared,
relocation of workers, change in task objectives and
production costs. Nevertheless, it is not known whether
these changes have any significant effect on employee
engagement in Kenyan private universities. This study
therefore was particularly concerned with the Effect of
Occupational Transfers on Employee Engagement in
Private Universities in Western Kenya. The conclusions of
this study might be very useful to many stakeholders
involved in the management of Private universities in
Kenya. The study was based on the Job Characteristics
theory. Correlational research design was used. Target
population was 1440 workers of four selected Private
Universities. Stratified random sampling techniques were
employed. The sample of 313 workers from different
sections was used. Questionnaires were given to
Respondents to complete for the purpose of data collection.
Questionnaire were developed using items from literature
reviews. SPSS and Excel tools were used during the data
analysis process. Data was presented using charts and
Frequency tables. From the results, conclusions and
recommendations were made. A pilot study was carried
out with 10 respondents from Uzima University to assess
the validity of the research instruments. The 10
respondents were not involved in the main study. The
results revealed that occupational transfers had a negative
effect (β=-.541, p<.05) and accounted for 29.3% variance
in employee engagement (R2=.293, p<.05). It was
concluded that Occupational Transfers have a significant
effect on employee engagement. The study suggested that
private universities in western Kenya should communicate
to their employees before they are transferred.
Keywords :
Occupational Transfers, Employee Engagement.
According to Makori, M. & Kariuki, N., (2015),
a study was conducted in Presbyterian University of East
Africa (PUEA) by the HR Office in 2014 and disclosed that
about 50% of employees in Kenyan institutions of Higher
Learning merely come to work to do what is needed of
them. The study showed that 47% of workers came to
work and ended up using most of their time on social
websites during work hours. Hence workforce turnover
was registered at 43%. The major cause of these situations
is not known. Scholars have given many suggestions that
some Occupational changes in private universities are
linked with digitalization, how information is shared,
relocation of workers, change in task objectives and
production costs. Nevertheless, it is not known whether
these changes have any significant effect on employee
engagement in Kenyan private universities. This study
therefore was particularly concerned with the Effect of
Occupational Transfers on Employee Engagement in
Private Universities in Western Kenya. The conclusions of
this study might be very useful to many stakeholders
involved in the management of Private universities in
Kenya. The study was based on the Job Characteristics
theory. Correlational research design was used. Target
population was 1440 workers of four selected Private
Universities. Stratified random sampling techniques were
employed. The sample of 313 workers from different
sections was used. Questionnaires were given to
Respondents to complete for the purpose of data collection.
Questionnaire were developed using items from literature
reviews. SPSS and Excel tools were used during the data
analysis process. Data was presented using charts and
Frequency tables. From the results, conclusions and
recommendations were made. A pilot study was carried
out with 10 respondents from Uzima University to assess
the validity of the research instruments. The 10
respondents were not involved in the main study. The
results revealed that occupational transfers had a negative
effect (β=-.541, p<.05) and accounted for 29.3% variance
in employee engagement (R2=.293, p<.05). It was
concluded that Occupational Transfers have a significant
effect on employee engagement. The study suggested that
private universities in western Kenya should communicate
to their employees before they are transferred.
Keywords :
Occupational Transfers, Employee Engagement.
