The Influence of human resource management practices on employee satisfaction in public health institutions: a case of Nairobi county
Date
2022
Authors
Mwihaki, Kariuki Rachael
Journal Title
Journal ISSN
Volume Title
Publisher
Strathmore University
Abstract
Human resources are the backbone for the provision of quality services in every organization. High level of satisfaction among employees brings about a higher level of work force retention and most importantly customer satisfaction. This applies to all sectors including the health sector. The health systems cannot function efficiently without enough skilled and satisfied health workers. There is a global crisis in the health workforce characterized by the rampant strikes pointing to employee dissatisfaction. In order to solve these problems, policies and actions need to address the dynamics of the health labor market and management of the health workforce to enhance employee satisfaction. The purpose of this study was to analyze the influence of human resource management (HRM) practices on employee satisfaction in public health institutions in Nairobi County. The objectives of the study were to find out the influence of training and development on employee satisfaction of public health workers in Nairobi County, to find out the influence of compensation practices on employee satisfaction in the public health sector in Nairobi County and to establish the influence of recruitment and selection on employee satisfaction of public health workers in Nairobi County. This study was anchored on two theories which are the Motivator-Hygiene theory and the Equity theory. The study adopted a cross- sectional descriptive research design and a total of 172 respondents were drawn from the health facilities in Nairobi. Data was collected by administering questionnaires to the respondents and the data collected was edited, cleaned, and coded and analyzed using descriptive analysis techniques such as mean, mode and standard deviation. The study then used a regression analysis model to express the relationship between the independent and dependent variables as well as to estimate the effect of the dependent variables on the independent variable. Results showed that recruitment and selection was the mostly adopted human resource management practice, followed by training and development then compensation as shown by their overall mean scores. On the influence of each (HRM) practice on employee satisfaction, the (HRM) practices: training and development, compensation and recruitment and selection were found to be significant to employee satisfaction in public health institutions in Nairobi County. The study however had limitations, in that it was only limited to three HRM practices and only looked at 3 cadres in the public health sector. The results therefore are not generalizable to all the other HRM practices and other cadres. Further research should therefore be done to find out what influence other HRM practices have on employee satisfaction in public health institutions and in other cadres.
Description
A Thesis submitted for partial fulfillment of the degree in Master of Commerce at Strathmore University