Project Management

Permanent URI for this collectionhttp://197.136.59.112:4000/handle/123456789/141

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Subject: search.filters.subject.Employee Performance

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    Socio-Cognitive Diversity and Employee Performance in County Governments in Kenya
    (EdinBurg Peer Reviewed Journals and Books Publishers, 2023-10-01) Kamweru, R. W.; Were, S.; Muchelule, Y.; Karihe, J.
    The purpose of this study was to analyse the influence of socio-cognitive diversity on employee performance in the county governments in Kenya. The study is anchored on conflict and contact theory. The study adopted a survey research design and the target population was 20,299 employees from 5 purposively selected county governments of Kenya. Stratified random sampling was used to sample 392 employees from the selected county governments. Questionnaires were used to collect data. Data was analyzed using descriptive statistics and regression analysis. The findings indicated that there was a positive and statistically significant relationship between socio-cognitive diversity and employee performance with the regression coefficient of (β= 1.087, p< 0.05). The study recommends policymakers establish a diversity policy that includes a requirement that the management of county governments; establish measurable objectives for achieving greater socio-cognitive and assess annually both the measurable objectives for achieving socio-cognitive and the progress in achieving it.
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    Educational Diversity and Employee Performance in County Governments in Kenya
    (EdinBurg Peer Reviewed Journals and Books Publishers, 2023-10-01) Kamweru, R. W.; Were, S.; Muchelule, Y.; Karihe, J.
    The purpose of this study was to analyze the influence of educational diversity on employee performance in the county governments in Kenya. The study is anchored on Human capital theory. The study adopted a survey research design and the target population was 20,299 employees from 5 purposively selected county governments of Kenya. Stratified random sampling was used to sample 392 employees from the selected county governments. Questionnaires were used to collect data. Data was analyzed using descriptive statistics and regression analysis. Regression analysis results showed that there was a positive and statistically significant relationship between educational diversity and employee performance with the regression coefficient of (β= 0.651, p< 0.05). Policymakers in county governments should set a strong example for diversity in the workplace by having policies that make management accountable for promoting inclusion. In particular, county governments should hire employees based on their accomplishments.