GEOGRAPHICAL LABOUR MOBILITY, PERCEIVED ORGANIZATIONAL SUPPORT AND SERVICE DELIVERY OF SELECTED REFUGEE ORGANIZATIONS IN KENYA

Abstract

Labour mobility has enabled the business world of today to be strategically competitive and dynamic. Labour migration contributes positively to the economies of both countries of origin and destination. Success of organizations in today’s global economy rely on geographically dispersed workforce. Kenya is one of the countries in the world hosting refugees. Turkana County, which plays host to these refugees has historically been marginalized with some of the lowest development indicators. Despite the harsh environmental challenges that affect Turkana Region the various NGOs and INGOs continue to attract human resources through geographical labour mobility. Critical Determinants of this labour mobility have not yet been identified. The study sought to establish the pull and push factors that drive people to work in the refugee organizations despite the harsh climatic and socio- economic conditions. The study assessed the determinants of Geographical Labour Mobility and how they affected Service Delivery of Selected Refugee Organizations in Kenya. The specific objectives were to establish the effect of Reward factors, Political factors, Career Development factors and socio-cultural factors on service delivery of selected Refugee organizations in Kenya. The study also checked on moderating effect of perceived organizational support on the relationship between geographical labour mobility and service delivery of selected Refugee organizations in Kenya. Neo classical theory of migration and Herzberg’s Two-Factor Theory guided the study. The study conceptually and empirically reviewed reward-based factors, career development factors, socio cultural factors and political factors and how they affected Service Delivery of Selected Refugee Organizations in Kenya. The study adopted positivist approach. It also employed both explanatory and descriptive research designs. The study was conducted in Turkana County, Turkana West Sub –County, where refugee organizations are located. The study focused on the following selected refugee organizations namely Department of Refugee Services (DRS), World Vision Kenya, Film Aid International, Dan Church Aid (DCA) and InkoMoko. The sampling techniques were adopted, i.e Purposive sampling and Census. The respondents for this research were 300 comprising of the Heads of the selected Organizations, Management and general staff in the refugee organizations, a representation of the host community including the area Members of County Assembly, Ward Administration, respective Village Administrators, Community Elders a representative of the youth from Kakuma and Kalobeyei refugee and host communities. Validity was tested using construct and content validity tests while reliability was tested using Cronbach Alpha tests. Questionnaires and interview schedules were used for data collection and analyzed using descriptive and inferential statistics. Findings were presented using tables and graphs. The findings revealed that socio-cultural factors (β=0.364, p=0.000), career development factors (β=0.267, p=0.000) and political factors (β=0.134, p=0.012) positively and significantly influenced service delivery. Reward-based factors (β =0.108, p=0.077) effects were insignificant. Further, perceived organizational support had a positive but insignificant moderating influence on the relationship between determinants of geographical labour mobility and Service Delivery of selected refugee organization in Kenya. The study concluded that various determinants of Geographical Labour mobility had an effect on service delivery. The study recommends that organizations should have employment practices that embrace employee diversity in terms of gender, culture, Religion among others. They should also have robust career development plans and ladders to encourage organizational loyalty. Further, they should ensure they support employees and their various undertakings and welfare since this perception of support enhances service delivery. This can include providing adequate resources, recognizing employee contributions, and addressing concerns. By strengthening organizational support, organizations can boost employee morale and improve overall service delivery outcomes.