Determinants of employee performance in donor funded Programs: a case of University of Nairobi, college of Health Sciences Donor funded programs

Abstract

Every organization will always strive to have the right personnel at the workplace capable of effectively and efficiently completing the work required by the organization so as to achieve its objectives. This study sought to establish the determinants of employee performance in donor-funded programs at the College of Health Sciences (CHS), University of Nairobi (UoN) based on factors that influence employee performance. The objectives of this research were; to assess the influence of pay system to employee performance in donor-funded programs at the CHS, UoN; to establish the influence of leadership on employee performance in donor-funded programs at the CHS, UoN; to assess the influence of non-monetary incentives on employee performance in donor-funded programs at the CHS, UoN; to identify the influence of organization culture on employee performance in donor-funded programs at the CHS, UoN and to examine the influence of work-life conflicts on the performance of employees in donor funded programs at the CHS, UoN. The study employed a descriptive cross-sectional research design using a structured questionnaire as the data collection instrument. A census was done for employees working in ten (10) donor-funded programs at the College of Health Sciences which led to a total of fifty-one (51) employees. Data analysis was done using the Statistical Packages for Social Sciences (SPSS) software. The study established that the pay system, leadership, non-monetary incentives, organizational culture and work-life conflicts influenced employee performance for workers in donor-funded programs at the College of Health Sciences, University of Nairobi and recommended: introduction of more fringe benefits that would boost employee performance, communication on the programs’ objectives to employees to enhance their performance, involvement of employees in decision making, setting goals and giving feedback, use of targets to encourage to productivity and give formal supports to employees such as family-oriented policies job sharing and sick child care will help the employees deal with work-life conflicts.