PSYCHOLOGICAL CONTRACT AND EMPLOYEE ENGAGEMENT IN LEVEL V HOSPITAL IN KITUI COUNTY, KENYA

Augustus Mwangangi Mwalimu, Dr. Millicent Mboya

Abstract


The general objective of this study was to examine the influence of psychological contract on Employee Engagement in level V hospital in Kitui County, Kenya. The study's specific objectives were to ascertain the effects of career prospects and training and development on employee engagement at Kenya's Kitui Level V Hospital. The research design used in the study was descriptive research design. The target population consisted of 389 employees, both medical and non-medical staff working for Kitui Level V hospital. Cochran's (2007) formula was utilized to determine the sample size of 160 respondents and stratified random sampling was applied. Questionnaires that the respondents self-administered were used to gather primary data. The quantitative data was analyzed using SPSS version 28. Both descriptive and inferential statistics were applied to the data analysis. The data was analyzed by the researcher using regression, correlation, mean and standard deviation. The findings of the study demonstrate that employee engagement in Kitui Level V Hospital is positively and significantly impacted by each of the four independent variables. Career prospects contributed the most to employee engagement, according to the regression coefficient that found (?=.379, p<.001). The second most significant factor was the training and development (?=.371, p<.000). The study comes to the conclusion that at Kitui Level V hospital in Kenya, employee engagement is significantly impacted by psychological contracts (career prospects and training and development). This study recommends that Kitui Level V Hospital's management give career prospects, training and development top priority in order to increase employee engagement. The researcher also suggests that other scholars conduct research at other public and private institutions, as the research was based on a case study of Kitui Level V Hospital which is a public entity.

Key Word: Psychological Contract, Career Prospects, Training and Development, Employee Engagement


Full Text:

PDF

References


Ashula, P. (2023). 83 pc of Kenyan workers only warm seats, watch the clock. The Business Daily, Retrieved from https://www.businessdailyafrica.com/bd/economy/83pc-of-kenyan-workers-only-warm-seats-watch-the-clock--4307854

Armstrong, M. (2019). Armstrong's handbook of Strategic human resource management practice. 5th edn.London: KoganPage .

Argyris, C. (1960). Understanding Organisational Behaviour. London: Tavistock Publications

Andreani, F., & Petrik, A. (2016). Employee Performance as the Impact of Transformational Leadership and Job Satisfaction in Pt Anugerah Baru Denpasar. Journal of Management and JMK, 18(1), 25–32.Retrieved from https://core.ac.uk/download/pdf/295481335.pdf

Ashforth, B. E., Kreiner, G. E., & Fugate, M. (2020). All in a day's work: Boundaries and micro role transitions. The Academy of Management Review, 25(3), 472–491.

Bird, J. (2006), Work-life balance: doing it right and avoiding the pitfalls, Employment Relations Today, 33(3),21-30. Retrieved from https://onlinelibrary.wiley.com/doi/10.1002/ert.20114

Bendix, S., (2019), Labour relations: A southern African perspective, 6th edn., Juta Academic, Cape Town. Retrieved from https://juta.co.za/catalogue/labour-relations-7e-webpdf_24822

Burns, N. H., & Grove, J. W. (2019). Experimental Assessment of Factors Affecting Transfer Length, Structural Journal, 100, 740-748

Caldwell C., & Hasan Z. (2016). Covenantal leadership and the psychological contract: Moral insights for the modern leader. Journal of Management Development, 35(10), 1302–1312.

Dave, J. and Purohit, H. (2016), Work-life balance and perception: a conceptual framework, The Clarion- International Multidisciplinary Journal, 5(1), 98-104.

Dewing, J. and McCormack, B. (2018) Creating flourishing workplaces, 2nd edition. Oxford: Wiley-Blackwell.

Ezzedeen, S and Zikic, J. (2019). Finding balance amid boundarylessness: an interpretive study of entrepreneurial work–life balance and boundary management, 38, 1546–1576.

Grossman, R., & Salas, E. (2019). The transfer of training: What really matters. International Journal of Training and Development, 15(2), 103–120.

Kahn, W. A. (1990). Psychological Conditions of Personal Engagement and Disengagement at Work. Academy of Management Journal, 3(4), 692-724.

King, Z. (2020). Career self-management: Its nature, causes and consequences. Journal of Vocational Behavior, 65(1), 112-133.

Katz, D. & Kahn, R.L. (2021) The Social Psychology of Organizations. John Wiley and Sons, New York.

Kim, H.K. (2019). Work-life balance and employees’ performance: the mediating role of affective commitment”, Global Business and Management Research: An International Journal, 6, 37 -51.

Mugenda, M. O and Mugenda, G.A (2019). Research Methods: Quantitative and Qualitative approaches. Laba – Graphics services, Nairobi.

Mboya et al (2019) influence of leadership styles on quality assurance in selected institutions of higher learning in Kenya, A Phd thesis at JKUAT.

McDermott A. M., Conway E., Rousseau D. M., Flood P. C. (2019). Promoting effective psychological contracts through leadership: The missing link between HR strategy and performance. Human Resource Management, 52(2), 289–310.

Magano, K. D., & Thomas, A. (2019). Organisational change and the psychological contract at a pharmaceutical company. SA Journal of Human Resource Management, 15(1), 1-10.

Maxwell, J.A. (2019) Qualitative Research Design: An Interactive Approach. Sage Publications, Thousand Oaks, CA.

Moore, C. G., Carter, R. E., Nietert, P. J., & Stewart, P. W. (2020). Recommendations for planning pilot studies in clinical and translational research. Clinical and Translational Science, 4(5), 332–337. Retrieved from https://doi.org/10.1111/j.1752-8062.2011.00347.x

Njenga F.N.(2019) Psychological Contracting Process Model : Towards A Unifying Theory Of Psychological Contract. A research thesis submitted to the University of Nairobi.

Naeem R. M., Channa K. A., Hameed Z., Akram M., Sarki I. H. (2019). How does perceived career support make employees bright-eyed and bushy-tailed? The mediating role of career self-efficacy. Australian Journal of Career Development, 28(2), 92–102.

Ochieng PhD, O. J., & Waithaka, L. K. (2019). Evolution of labour law in kenya: historical and emerging issues. International Journal of Law and Policy, 4(1), 1 – 14. Retrieved from https://www.iprjb.org/journals/index.php/IJLP/article/view/1014

Skapinker. M. (2019).Money can’t make you happy, but being in a trusted team can. Financial Times, Retrieved from https://www.ft.com/content/208627f2-d1d0-11e6-9341-7393bb2e1b51

Subramanian K. R. (2019). Psychological contract and transparent leadership in organisations. International Research Journal of Advanced Engineering and Science, 2, 60–65.

Swanson, J. L. & Fouad, N. A. (2019). Career Theory & Practice: Learning through Case Studies. Thousand Oaks, CA: SAGE Publications.

Sigelman, C. & Rider, A. (2019). Life-Span Human development. Belmont, USA: Wadsworth, Cengage Learning.

Treven, S.J. (2019) International training: the training of managers for assignment abroad. Education & Training, 45( 8/9,), 550-557.

Taber, K. S. (2018). The use of Cronbach’s alpha when developing and reporting research instruments in science education. Research in Science Education, 48(6), 1273-1296.

Weng, Q., & McElroy, J. C. (2019). Organizational career growth, affective occupational commitment and turnover intentions. Journal of Vocational Behavior, 80(2), 256–265.

Wachira, J.M. (2018). Relationship between employee engagement and commitment in Barclays Bank of Kenya. (A research thesis submitted to the University of Nairobi).


Refbacks

  • There are currently no refbacks.