INFLUENCE OF EMPLOYEE PERCEPTIONS OF REWARD MANAGEMENT PRACTICES ON EMPLOYEE PERFORMANCE AT KENYA URBAN ROADS AUTHORITY

L'aim of the research was to find out how employee perceptions of reward management practices influence their performance. L'étude a porté sur trois objectifs spécifiques : enquêter sur l'influence des perceptions des employés en matière de récompenses financières, de formation et de développement des opportunités et des pratiques de reconnaissance des employés sur les performances des employés. Due to the small number of the target population, the study adopted census in three regional offices of Kenya Urban Roads Authority instead of sampling. S elf-administered questionnaire s were applied to collect data. Descriptive research design using Statistical Package for Social Sciences was adopted to analyze statistical data. Les analyses corrélatives et de régression ont été utilisées pour analyser les effets des perceptions des employés des systèmes de récompense sur les performances des employés. La présentation des données a été faite à l'aide de tables et de pourcentages. Findings of the study indicated that KURA had a satisfactory pension scheme for employees and health care insurance to employees and their dependents which further indicated that employee perceptions of financial rewards significantly influences employee performance. Additionally, on employee perceptions of training and development opportunities of on employee performance, KURA had a well-defined training policy and the employees had fairly adequate skills and abilities to perform their work though nomination for training was not fairly done. Pearson Correlation results showed a strong relationship between employee perceptions of training and development opportunities and employee performance. L'analyse de la régression linéaire indique que les perceptions des opportunités de formation des employés sont significativement expliquées par la variation des performances des employés. Finalement, l'étude a trouvé que les employés de KURA ont trouvé leur environnement de travail plus conducteur lorsqu'ils obtiennent une meilleure reconnaissance pour le travail qu'ils font. Similarly, recognition by supervisor encouraged employees to work better. Therefore, employee perceptions of recognition practices was found to be a significative predictor of employee performance at Kenya Urban Roads Authority. From the above findings, the study recommended that the organization embrace the reward management practices to improve employee performance. Plus tard, l'étude a recommandé l'impartialité dans l'allocation de formation et l'offre régulière de prix pour les employés ayant des performances exemplaires. Key Words : Employee Perceptions, Financial Rewards, Training and Development, Employee Recognition CITATION : Wanyonyi N. I., & Juma, D. (2020). Influence of employee perceptions of reward management practices on employee performance at Kenya Urban Roads Authority. The Strategic Journal of Business & Change Management , 7(3), 569 – 590.
The aim of the research was to find out how employee perceptions of reward management practices influence their performance. The study looked at three specific objectives: investigating the influence of employee perceptions of financial rewards, training and development opportunities and employee recognition practices have on employee performance. Due to the small number of the target population, the study adopted census in three regional offices of Kenya Urban Roads Authority instead of sampling. S elf-administered questionnaire s were applied to collect data. Descriptive research design using Statistical Package for Social Sciences was adopted to analyze statistical data. Los análisis correlacionales y de regresión se utilizan para analizar los efectos de las percepciones de los empleados de los sistemas de recompensa sobre el rendimiento de los empleados. Data presentation was done using tables and percentages. Findings of the study indicated that KURA had a satisfactory pension scheme for employees and health care insurance to employees and their dependents which further indicated that employee perceptions of financial rewards significantly influences employee performance. Additionally, on employee perceptions of training and development opportunities of on employee performance, KURA had a well-defined training policy and the employees had fairly Adecuate skills and abilities to perform their work though nomination for training was not fairly done. Pearson Correlation results showed a strong relationship between employee perceptions of training and development opportunities and employee performance. Análisis de regresión lineal indica que las percepciones de los empleados de las oportunidades de formación explican significativamente la variación en el rendimiento de los empleados. Finally, the study found that employees at KURA found their work environment more conducive when they get better recognition for the work they do. Similarmente, recognition by supervisor encouraged employees to work better. Therefore, employee perceptions of recognition practices was found to be a significant predictor of employee performance at Kenya Urban Roads Authority. From the above findings, the study recommended that the organization embrace the reward management practices to improve employee performance. Further, the study recommended impartiality in training allocation and regularly offering awards for employees with exemplary performance. Palabras clave: Percepciones del Empleado, Recompensas Financieras, Capacitación y Desarrollo, CITACIÓN de Reconocimiento del Empleado: Wanyonyi N. I., & Juma, D. (2020). Influencia de las percepciones de los empleados de las prácticas de gestión de recompensas sobre el rendimiento de los empleados en la Autoridad de Carreteras Urbanas de Kenia. The Strategic Journal of Business & Change Management , 7(3), 569 – 590.
The aim of the research was to find out how employee perceptions of reward management practices influence their performance. The study looked at three specific objectives: investigating the influence of employee perceptions of financial rewards, training and development opportunities and employee recognition practices have on employee performance. Due to the small number of the target population, the study adopted census in three regional offices of Kenya Urban Roads Authority instead of sampling. S elf-administered questionnaire s were applied to collect data. Descriptive research design using Statistical Package for Social Sciences was adopted to analyze statistical data. Correlational and regression analyses were used to analyze the effects of employee perceptions of reward systems on employee performance. Data presentation was done using tables and percentages. Findings of the study indicated that KURA had a satisfactory pension scheme for employees and health care insurance to employees and their dependents which further indicated that employee perceptions of financial rewards significantly influences employee performance. Additionally, on employee perceptions of training and development opportunities of on employee performance, KURA had a well-defined training policy and the employees had fairly adequate skills and abilities to perform their work though nomination for training was not fairly done. Pearson Correlation results showed a strong relationship between employee perceptions of training and development opportunities and employee performance. Linear regression analysis indicated that employee perceptions of training opportunities significantly explained variance in employee performance. Finally, the study found that employees at KURA found their work environment more conducive when they get better recognition for the work they do. Similarly, recognition by supervisor encouraged employees to work better. Therefore, employee perceptions of recognition practices was found to be a significant predictor of employee performance at Kenya Urban Roads Authority. From the above findings, the study recommended that the organization embrace the reward management practices to improve employee performance. Further, the study recommended impartiality in training allocation and regularly offering awards for employees with exemplary performance. Key Words: Employee Perceptions, Financial Rewards, Training and Development, Employee Recognition CITATION: Wanyonyi N. I., & Juma, D. (2020). Influence of employee perceptions of reward management practices on employee performance at Kenya Urban Roads Authority. The Strategic Journal of Business & Change Management , 7(3), 569 – 590.
The aim of the research was to find out how employee perceptions of reward management practices influence their performance. The study looked at three specific objectives: investigating the influence of employee perceptions of financial rewards, training and development opportunities and employee recognition practices on employee performance. Due to the small number of the target population, the study adopted census in three regional offices of Kenya Urban Roads Authority instead of sampling. S elf-administered questionnaire s were applied to collect data. Descriptive research design using Statistical Package for Social Sciences was adopted to analyse statistical data. Correlational and regression analyses were used to analyse the effects of employee perceptions of reward systems on employee performance. Data presentation was done using tables and percentages. Findings of the study indicated that KURA had a satisfactory pension scheme for employees and health care insurance to employees and their dependents which further indicated that employee perceptions of financial rewards significantly influenced employee performance. Additionally, on employee perceptions of training and development opportunities of on employee performance, KURA had a well-defined training policy and the employees had fairly adequate skills and abilities to perform their work although nomination for training was not fairly done. Pearson Correlation results showed a strong relationship between employee perceptions of training and development opportunities and employee performance. Linear regression analysis indicated that employee perceptions of training opportunities significantly explained variance in employee performance. Finally, the study found that employees at KURA found their work environment more conducive when they get better recognition for the work they do. Similarly, recognition by supervisor encouraged employees to work better. Therefore, employee perceptions of recognition practices was found to be a significant predictor of employee performance at Kenya Urban Roads Authority. From the above findings, the study recommended that the organization embrace the reward management practices to improve employee performance. Further, the study recommended impartiality in training allocation and regularly offering awards for employees with exemplary performance. Key Words: Employee Perceptions, Financial Rewards, Training and Development, Employee Recognition CITATION: Wanyonyi N. I., & Juma, D. (2020). Influence of employee perceptions of reward management practices on employee performance at Kenya Urban Roads Authority. The Strategic Journal of Business & Change Management , 7(3), 569 – 590.
كان الهدف من البحث هو معرفة كيف تؤثر تصورات الموظفين لممارسات إدارة المكافآت على أدائهم. نظرت الدراسة في ثلاثة أهداف محددة: التحقيق في تأثير تصورات الموظفين للمكافآت المالية، وفرص التدريب والتطوير وممارسات تقدير الموظفين على أداء الموظفين. نظرًا لقلة عدد السكان المستهدفين، اعتمدت الدراسة التعداد في ثلاثة مكاتب إقليمية لهيئة الطرق الحضرية في كينيا بدلاً من أخذ العينات. تم تطبيق الاستبيانات التي تديرها SELF لجمع البيانات. تم اعتماد تصميم البحث الوصفي باستخدام الحزمة الإحصائية للعلوم الاجتماعية لتحليل البيانات الإحصائية. تم استخدام تحليلات الارتباطات والانحدار لتحليل تأثيرات تصورات الموظفين لأنظمة المكافآت على أداء الموظفين. تم عرض البيانات باستخدام الجداول والنسب المئوية. أشارت نتائج الدراسة إلى أن كورا كان لديه خطة معاشات تقاعدية مرضية للموظفين وتأمين الرعاية الصحية للموظفين ومعاليهم مما يشير أيضًا إلى أن تصورات الموظفين للمكافآت المالية أثرت بشكل كبير على أداء الموظفين. بالإضافة إلى ذلك، فيما يتعلق بتصورات الموظفين لفرص التدريب والتطوير على أداء الموظفين، كان لدى كورا سياسة تدريب محددة جيدًا وكان لدى الموظفين مهارات وقدرات كافية إلى حد ما لأداء عملهم على الرغم من أن الترشيح للتدريب لم يتم بشكل عادل. أظهرت نتائج ارتباط بيرسون وجود علاقة قوية بين تصورات الموظفين لفرص التدريب والتطوير وأداء الموظفين. أشار تحليل الانحدار الخطي إلى أن تصورات الموظفين لفرص التدريب تفسر بشكل كبير التباين في أداء الموظفين. أخيرًا، وجدت الدراسة أن الموظفين في كورا وجدوا بيئة عملهم أكثر ملاءمة عندما يحصلون على تقدير أفضل للعمل الذي يقومون به. وبالمثل، شجع تقدير المشرف الموظفين على العمل بشكل أفضل. لذلك، وُجد أن تصورات الموظفين لممارسات التقدير هي مؤشر مهم على أداء الموظفين في هيئة الطرق الحضرية في كينيا. من النتائج المذكورة أعلاه، أوصت الدراسة بأن تتبنى المنظمة ممارسات إدارة المكافآت لتحسين أداء الموظفين. علاوة على ذلك، أوصت الدراسة بالحياد في تخصيص التدريب وتقديم جوائز منتظمة للموظفين ذوي الأداء المثالي. الكلمات المفتاحية: تصورات الموظفين، المكافآت المالية، التدريب والتطوير، تقدير الموظفين الاقتباس: Wanyonyi N. I.، & Juma، D. (2020). تأثير تصورات الموظفين لممارسات إدارة المكافآت على أداء الموظفين في هيئة الطرق الحضرية الكينية. المجلة الاستراتيجية لإدارة الأعمال والتغيير، 7(3)، 569 – 590.