https://ir-library.mmust.ac.ke/xmlui/handle/123456789/40 2026-07-28T12:27:10Z 2026-07-28T12:27:10Z Andeyo, Lily Mugove https://ir-library.mmust.ac.ke/xmlui/handle/123456789/3614 2026-07-09T12:05:48Z 2024-10-01T00:00:00Z

WORK-LIFE BALANCE STRATEGIES, ENVIRONMENTAL FACTORS AND PERFORMANCE OF NON-TEACHING EMPLOYEES IN SELECTED PUBLIC UNIVERSITIES IN KENYA Andeyo, Lily Mugove Most organizations are facing new demanding challenges, in maintaining a healthy balance between work-life. This has emerged as a critical concern for both employees and employer. Public universities, for instance, play a crucial global role in driving economic and social development through research and innovation. Whereas various universities have embraced and implemented various work-life balance practices, the extent to which they effect employee performance of non-teaching staff has not been explored. However, universities in Kenya are currently facing significant challenges, including employee stress, inadequate service delivery, strikes, and poor performance rankings. This study aimed to explore the impact of work-life balance strategies on the performance of non-teaching staff in selected public universities in Kenya, considering the moderating effects of environmental factors. Specifically, it examined the influence of social support, leave policies, flexible work arrangements, and health program support on the performance of non-teaching employees, as well as how these environmental factors impact that relationship. The research was grounded in the spill over theory, along with supporting theories such as social exchange theory, organizational support theory, and resource drain theory. Employed positivist research philosophy, the study used descriptive, cross-section survey approach and causal research designs. The target population encompassed 3538 respondents from support, middle level and supervisory staff in grade 1-13 as per the public universities staff grading system. Random and stratified sampling techniques were utilized. A sample size of 343 respondents determined through Taro Yamanes formula. Data collected were cleaned and analyzed using SPSS Version 27, with both descriptive and inferential statistics applied. A pilot study was conducted at University of Eldoret to test reliability of instruments, which achieved a Cronbach’s alpha of 0.896. Descriptive statistics were represented in tables, percentages, frequencies, means, and standard deviations, while inferential statistics included Pearson's correlation, ANOVA, and Linear regression analysis. Multiple regression analysis was conducted to test the proposed relationship. Validity of the research was established through content and expert judgment analyses on interview data. Ethical considerations were also factored into the research process. The results from the multiple linear regression indicated that social support (B=0.048, P=0.417), leave policy (B=0.056, P=0.298), flexible work arrangements (B=0.486, P=0.000), and health program support (B=0.275, P=0.000) had positive and statistically significant effects on employee performance. Hierarchical regression showed a progressive increase in R-square values from 64.2% (R2 =0.642) in the first model to 67.0% (R2=0.670) in the final model, suggesting that environmental factors significantly moderated employee performance. In conclusion, social support and leave policy were not significant while flexible work arrangements and health program support were not significant predictors of performance in chosen public universities in Kenya. The study recommends that human resource practitioners should develop strategies, policies that effect work-life balance and employee performance in a harmonious environment. The findings contribute valuable insights for the education sector, and government entities in crafting strategies, policies that promote for public employees performance. The insights gained from this research will not only inform future studies but also enrich the knowledge base for researchers, scholars in related fields

2024-10-01T00:00:00Z Andeyo, Lily Mugove https://ir-library.mmust.ac.ke/xmlui/handle/123456789/3613 2026-07-09T11:51:38Z 2024-10-01T00:00:00Z

WORK-LIFE BALANCE STRATEGIES, ENVIRONMENTAL FACTORS AND PERFORMANCE OF NON-TEACHING EMPLOYEES IN SELECTED PUBLIC UNIVERSITIES IN KENYA Andeyo, Lily Mugove Most organizations are facing new demanding challenges, in maintaining a healthy balance between work-life. This has emerged as a critical concern for both employees and employer. Public universities, for instance, play a crucial global role in driving economic and social development through research and innovation. Whereas various universities have embraced and implemented various work-life balance practices, the extent to which they effect employee performance of non-teaching staff has not been explored. However, universities in Kenya are currently facing significant challenges, including employee stress, inadequate service delivery, strikes, and poor performance rankings. This study aimed to explore the impact of work-life balance strategies on the performance of non-teaching staff in selected public universities in Kenya, considering the moderating effects of environmental factors. Specifically, it examined the influence of social support, leave policies, flexible work arrangements, and health program support on the performance of non-teaching employees, as well as how these environmental factors impact that relationship. The research was grounded in the spill over theory, along with supporting theories such as social exchange theory, organizational support theory, and resource drain theory. Employed positivist research philosophy, the study used descriptive, cross-section survey approach and causal research designs. The target population encompassed 3538 respondents from support, middle level and supervisory staff in grade 1-13 as per the public universities staff grading system. Random and stratified sampling techniques were utilized. A sample size of 343 respondents determined through Taro Yamanes formula. Data collected were cleaned and analyzed using SPSS Version 27, with both descriptive and inferential statistics applied. A pilot study was conducted at University of Eldoret to test reliability of instruments, which achieved a Cronbach’s alpha of 0.896. Descriptive statistics were represented in tables, percentages, frequencies, means, and standard deviations, while inferential statistics included Pearson's correlation, ANOVA, and Linear regression analysis. Multiple regression analysis was conducted to test the proposed relationship. Validity of the research was established through content and expert judgment analyses on interview data. Ethical considerations were also factored into the research process. The results from the multiple linear regression indicated that social support (B=0.048, P=0.417), leave policy (B=0.056, P=0.298), flexible work arrangements (B=0.486, P=0.000), and health program support (B=0.275, P=0.000) had positive and statistically significant effects on employee performance. Hierarchical regression showed a progressive increase in R-square values from 64.2% (R2 =0.642) in the first model to 67.0% (R2=0.670) in the final model, suggesting that environmental factors significantly moderated employee performance. In conclusion, social support and leave policy were not significant while flexible work arrangements and health program support were not significant predictors of performance in chosen public universities in Kenya. The study recommends that human resource practitioners should develop strategies, policies that effect work-life balance and employee performance in a harmonious environment. The findings contribute valuable insights for the education sector, and government entities in crafting strategies, policies that promote for public employees performance. The insights gained from this research will not only inform future studies but also enrich the knowledge base for researchers, scholars in related fields

2024-10-01T00:00:00Z Andeyo, Lily Mugove https://ir-library.mmust.ac.ke/xmlui/handle/123456789/3612 2026-07-09T11:49:31Z 2024-10-01T00:00:00Z

WORK-LIFE BALANCE STRATEGIES, ENVIRONMENTAL FACTORS AND PERFORMANCE OF NON-TEACHING EMPLOYEES IN SELECTED PUBLIC UNIVERSITIES IN KENYA Andeyo, Lily Mugove Most organizations are facing new demanding challenges, in maintaining a healthy balance between work-life. This has emerged as a critical concern for both employees and employer. Public universities, for instance, play a crucial global role in driving economic and social development through research and innovation. Whereas various universities have embraced and implemented various work-life balance practices, the extent to which they effect employee performance of non-teaching staff has not been explored. However, universities in Kenya are currently facing significant challenges, including employee stress, inadequate service delivery, strikes, and poor performance rankings. This study aimed to explore the impact of work-life balance strategies on the performance of non-teaching staff in selected public universities in Kenya, considering the moderating effects of environmental factors. Specifically, it examined the influence of social support, leave policies, flexible work arrangements, and health program support on the performance of non-teaching employees, as well as how these environmental factors impact that relationship. The research was grounded in the spill over theory, along with supporting theories such as social exchange theory, organizational support theory, and resource drain theory. Employed positivist research philosophy, the study used descriptive, cross-section survey approach and causal research designs. The target population encompassed 3538 respondents from support, middle level and supervisory staff in grade 1-13 as per the public universities staff grading system. Random and stratified sampling techniques were utilized. A sample size of 343 respondents determined through Taro Yamanes formula. Data collected were cleaned and analyzed using SPSS Version 27, with both descriptive and inferential statistics applied. A pilot study was conducted at University of Eldoret to test reliability of instruments, which achieved a Cronbach’s alpha of 0.896. Descriptive statistics were represented in tables, percentages, frequencies, means, and standard deviations, while inferential statistics included Pearson's correlation, ANOVA, and Linear regression analysis. Multiple regression analysis was conducted to test the proposed relationship. Validity of the research was established through content and expert judgment analyses on interview data. Ethical considerations were also factored into the research process. The results from the multiple linear regression indicated that social support (B=0.048, P=0.417), leave policy (B=0.056, P=0.298), flexible work arrangements (B=0.486, P=0.000), and health program support (B=0.275, P=0.000) had positive and statistically significant effects on employee performance. Hierarchical regression showed a progressive increase in R-square values from 64.2% (R2 =0.642) in the first model to 67.0% (R2=0.670) in the final model, suggesting that environmental factors significantly moderated employee performance. In conclusion, social support and leave policy were not significant while flexible work arrangements and health program support were not significant predictors of performance in chosen public universities in Kenya. The study recommends that human resource practitioners should develop strategies, policies that effect work-life balance and employee performance in a harmonious environment. The findings contribute valuable insights for the education sector, and government entities in crafting strategies, policies that promote for public employees performance. The insights gained from this research will not only inform future studies but also enrich the knowledge base for researchers, scholars in related fields.

2024-10-01T00:00:00Z Ayumba, Luvisi Moses https://ir-library.mmust.ac.ke/xmlui/handle/123456789/3598 2026-07-09T10:20:18Z 2024-02-01T00:00:00Z

RELATIONSHIP BETWEEN AUDIT QUALITY, FIRM SIZE AND FINANCIAL PERFORMANCE OF DEPOSIT TAKING SACCOS IN KENYA Ayumba, Luvisi Moses Audits exist because of a separation between the ownership and the control of companies in the modern economy where shareholders or owners have given resources to managers with the aim of maximizing their wealth. They therefore expect the agents to give them authentic reports that are true and perfect. However, an increasing number of Kenyan Saccos are reeling under the weight of mismanagement, fraud and bad loans that have put the Sh1 trillion sector on a path of instability that if not reversed could have damaging contagion on the entire economy. The main objective of the study is to determine the influence of audit quality on performance of deposit taking SACCOs in Kenya. The specific objectives are to determine the influence of auditor’s competence and experience on performance of deposit taking SACCOs in Kenya, to determine the influence of auditor’s independence on performance of deposit taking SACCOs in Kenya, to determine the influence of internal audit standards financial performance of deposit taking SACCOs in Kenya, to determine the influence of Audit committee characteristics on performance of deposit taking SACCOs in Kenya, and to determine the moderating influence of firm size on the relationship between audit quality and performance of deposit taking SACCOs in Kenya. The research was based on four theories: Agency theory, legitimacy theory, stakeholder theory, and transaction theory. The research philosophy used in this study aligns with the positivist approach. The study used a descriptive survey research approach. The research included both primary and secondary data. The research participants consisted of individuals holding the positions of Finance manager, Head of internal audit, and Chief accountant at deposit accepting SACCOs in Kenya. The sample size consisted of 528 participants. A sample size of 228 was chosen using simple random sampling procedure. A structured-questionnaire was used. A pilot test was conducted in 8 SACCO. The data was analyzed using descriptive and inferential statistics. Descriptive statistics, such as mean, standard deviation, and percentages, were used to summarize the data. For inferential correlation analysis, multiple, hierarchical and step wise regression was used. Data was analyzed using the SPSS 26 software. The results revealed that independent variables used in the research were able to account for about 64.3% (R2=0.642, P=0.000) of the variations that were noted in the financial performance of Deposit Taking SACCOs in Kenya. A unit increase in auditor’s competence and experience leads to a 0.263 unit’s improvement in the financial performance (β1=0.263, p=0.000). A unit increase in internal auditor’s independence leads to a 0.343 units improvement in the financial performance (β2=0.343, P=0.000). a unit increase in internal audit procedures and standards leads to a 0.139 units improvement in the financial performance (β3=0.139, P=0.010). A unit increase in audit committee characteristics leads to a 0.181 units improvement in the financial performance (β4=0.181, P=0.015). Hierarchical regression analysis revealed that Sacco size significantly accounts for 3.7% change in financial performance. The research recommended that the internal personnel should possess relevant academic and professional credentials. Saccos should prioritize the promotion of autonomy for both their internal and external auditors, since this has a major impact on their financial performance.

2024-02-01T00:00:00Z