- Published
- 2024-03-21
- Venue
- International Journal of Innovative Science and Research Technology (IJISRT), pp. 887-894
- Cited by
- 727
- Open access
- Yes, diamond
- DOI
- 10.38124/ijisrt/ijisrt24mar825
Abstract
According to Makori, M. & Kariuki, N., (2015), a study was conducted in Presbyterian University of East Africa (PUEA) by the HR Office in 2014 and disclosed that about 50% of employees in Kenyan institutions of Higher Learning merely come to work to do what is needed of them. The study showed that 47% of workers came to work and ended up using most of their time on social websites during work hours. Hence workforce turnover was registered at 43%. The major cause of these situations is not known. Scholars have given many suggestions that some Occupational changes in private universities are linked with digitalization, how information is shared, relocation of workers, change in task objectives and production costs. Nevertheless, it is not known whether these changes have any significant effect on employee engagement in Kenyan private universities. This study therefore was particularly concerned with the Effect of Occupational Transfers on Employee Engagement in Private Universities in Western Kenya. The conclusions of this study might be very useful to many stakeholders involved in the management of Private universities in Kenya. The study was based on the Job Characteristics theory. Correlational research design was used. Target population was 1440 workers of four selected Private Universities. Stratified random sampling techniques were employed. The sample of 313 workers from different sections was used. Questionnaires were given to Respondents to complete for the purpose of data collection. Questionnaire were developed using items from literature reviews. SPSS and Excel tools were used during the data analysis process. Data was presented using charts and Frequency tables. From the results, conclusions and recommendations were made. A pilot study was carried out with 10 respondents from Uzima University to assess the validity of the research instruments. The 10 respondents were not involved in the main study. The results revealed that occupational transfers had a negative effect (β=-.541, p<.05) and accounted for 29.3% variance in employee engagement (R2=.293, p<.05). It was concluded that Occupational Transfers have a significant effect on employee engagement. The study suggested that private universities in western Kenya should communicate to their employees before they are transferred.