Article : Moderating Influence Of Employee Engagement On The Relationship Between Employee Procurement And Operational Performance Of Counties In Western Kenya


Moderating Influence Of Employee Engagement On The Relationship Between Employee Procurement And Operational Performance Of Counties In Western Kenya


AKETCH, Josiah Roman, Dr. Fredrick Aila, Dr Benjamin Owuor Ombok

Ideal employee procurement process is responsible for strategic human capital for superior county government’s operational performance. Literature in Western Counties reveals absence of strategic human resource policy, lack of institutional framework and weak legislations to guide the process effectively. Consequently unstructured employee procurement resulted to overstaffing and unascertained quality of human capital. Employee engagement (EE) in a new environment of inequitable reward system, multiple reporting to political and administrative offices requires investigation. The County revenue absorption rate is still below 50%, and revenue collection is below 25% in western counties compared to the national average of 47 percent, indicative of low operational performance. The study investigated the moderating influence of EE on the relationship between employee procurement implementation (EPI) and operational performance of county governments in western Kenya (COP). The study was anchored on Human Capital and Social Exchange theories. Correlation research design was used for the study in selected counties in the western Kenya region. The target population was 170 sectional heads of devolved county departments. Census sampling was undertaken and data collected using questionnaire, interviews, observations and document analysis. For construct validity, factor loadings of more than 0.3, and content validity approval by experts’ opinion were realized. Cronbachs’ alpha coefficients were between 0.841 and 0.862, above the threshold value of 0.7 for reliability. Mixed approach methodology was used to facilitate the discussions. Hierarchical multiple regression model revealed that EE positively moderated the relationship between EPI and COP by accounting for extra 0.9% after introduction of the interaction term. The study concluded that EE moderated the relationship between EPI and COP. The study recommended a review of EPI on proper scientific process that guarantee acquisition of strategic human capital and enhance EE by realigning administrative systems and rewards. The study theories were held. The findings may be utilized to enhance strategic human resource procurement policy and legislation framework for establishment of strategic human capital to enhance operational performance.

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