WELFARE PROGRAMS ON THE EMPLOYEE PERFORMANCE IN THE ENERGY AND PETROLEUM REGULATORY AUTHORITY IN KENYA
Abstract
Workplace policies that ensure an individual may balance personal and professional obligations. The happiness of staff, their confidence, and the effectiveness of the firm as a whole are seriously threatened by poor welfare programs. The study's goal was to examine the relationship between staff performance at Nairobi, Kenya's Energy and Petroleum Regulatory Authority and welfare programs. The Spillover Theory, Compensation Theory, and Role Theory served as the study's pillars. A descriptive research design was used for this investigation. 160 personnel from the following directorates—Corporate Services, Petroleum and Gas, Economic Regulations, Electricity and Renewable Energy, Public Education Advocacy, and Consumer Protection—were included in the targeted population. A total of 101 employees, including 17 from Corporate Services, 15 from Petroleum and Gas, 20 from Economic Regulation, 20 from Electricity and Renewable Energy, and 29 from Public Education, Advocacy and Consumer Protection made up the sample size, which was 30 percent of the target population. To gather information for the sample, the study employed a semi-structured questionnaire with both closed- and open-ended questions. The questionnaire was sent to the respondents using a drop-and-pick approach. Before being used with the participants, the instrument underwent a preliminary evaluation for reliability and validity. SPSS was used to evaluate and report the data that have been gathered. Data was evaluated using statistical analysis like frequency and percentage. Frequency analysis was employed in the data presentation. Additionally, a correlational and multiple logistic analysis was performed to ascertain the connection between employee and their work-life balance. The study results presented that the company employed an efficient leave policy. The company allowed time off to assist employees care for my dependent. The authority adheres to the employment contract's leave policy, and extends employees yearly leave by giving them more time off. The results indicated that EPRA encourages looking at difficulties in different dimensions, creativity in problem solution, treats employees well, and recognizes the employee’s strengths and abilities are different from other. The results indicated that there was professional therapy offered to employees by EPRA. EPRA offers moderate good daycare options, gives permission to take time off to assist and care for a sick family member. The study concluded that changes in welfare programs had significant effect on employee performance.
Keywords: Welfare Programs, Employee Performance, Energy and Petroleum Regulatory Authority
CITATION: Mutuku, P. N., & Makhamara, F. (2022). Welfare programs on the employee performance in the energy and petroleum regulatory authority in Kenya. The Strategic Journal of Business & Change Management, 9 (4), 1524 – 1535.
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DOI: http://dx.doi.org/10.61426/sjbcm.v9i4.2508
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