HUMAN RESOURCE MANAGEMENT PRACTICES AND PERFORMANCE OF DEVOLVED HEALTHCARE FACILITIES IN NAIROBI CITY COUNTY, KENYA
Abstract
The overall objective of this study was to investigate the effect of HRMP on the performance of delegated health facilities in Nairobi County, Kenya. The study was based on three theories, namely the theory of goal-setting, the theory of human capital and the theory of resource-based vision. A descriptive research project was used, in particular a transversal research study to collect quantitative and qualitative data from employees of 78 health centers in Nairobi county, Kenya, with a target population of 3052. A sampling project was used. Simple randomized was used to select a sample size of 354 respondents with a 95% confidence level. The primary data were collected through structured self-administered questionnaires, both qualitative and quantitative data. Quantitative data were analyzed using descriptive and inferential statistics. The descriptive statistical data was summarized using percentages, average and standard deviation, while for the inferential statistics multiple regression analysis was used. The analysis was carried out with the help of the statistical package for social sciences (SPSS version 21). Qualitative data were analyzed by content analysis. The results were presented using tables and graphs. The null hypothesis was rejected when the P value was less than or equal to 0.05 and was accepted when it was greater than 0.05. The results indicated that there is a significant positive relationship between the occupational safety performance of the delegated health centers in the City of Nairobi. The county's occupational resources have had a significant positive relationship with the performance of decentralized health centers in Nairobi. In City County, employee training had a significant positive relationship with the performance of delegated healthcare facilities in Nairobi County, while employee compensation had a significant positive relationship with the facility's performance of decentralized health in Nairobi County. The political factor was found to be an explanatory variable to explain the relationship between medical care performance and human resource management practices.
Keywords: Decentralized Medical Care, HRM Practices, Performance, Job Security, Employee Compensation, Employee Resources, Employee Training, Political Factors
CITATION: Mahiri, E., Muli, J., & Kiiru, D. (2019). Human Resource Management practices and performance of devolved healthcare facilities in Nairobi City County, Kenya. The Strategic Journal of Business & Change Management, 6 (4), 1170 – 1184
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DOI: http://dx.doi.org/10.61426/sjbcm.v6i4.1419
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