JOB SATISFACTION INDICATORS AND EMPLOYEE PERFORMANCE AT THE NATIONAL COUNCIL OF PERSONS WITH DISABILITIES IN NAIROBI COUNTY, KENYA

Abstract

This study examines how measures of job satisfaction relate to the performance of the workers at the National Council for Persons with Disabilities (NCPWD) in Nairobi County of Kenya. In more detail, it discusses how job autonomy, remuneration of employees, career development, and work-life balance affect the performance of employees. The research also examines the moderating role of organizational culture on interrelation between job satisfaction and employee performance. The research is based on five major theories Self-Determination Theory (SDT), Equity Theory, Spillover Theory, and Organizational Culture Model by Schein- and the research takes a case study design. Census approach was applied and all 94 employees of NCPWD were taken as the sample of the research. The method of data collection was via the use of questionnaires, and a pilot study was done to determine the validity of the instruments and reliability. The data was analyzed using SPSS with the descriptive and inferential statistic methods such as correlation and multiple linear regression. The findings indicate that job autonomy (b= 0.394, p<0.05), employee compensation (b= 0.413, p<0.05), career development (b= 0.407, p<0.05) and work-life balance (b= 0.585, p<0.05) has significant influence on performance of the employees. Moreover, the organizational culture was identified to highly magnify the connection amid the job satisfaction and employee performance levels (R 2=0.803, p<0.05). The study makes recommendations of the NCPWD to put in place some policies that encourage independence, naturalness in promotions and enhancement of the career development policies. Also, this organization ought to conduct periodic assessments on its support provisions, including medical care and leaves policies to consider the changing need of the employees and optimize performance. It may be a subject of future research whether it is the leadership styles or organizational justice which affects the performance of the employees.