| dc.description.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. | en_US |
