Relationship of Employee Counselling Services and Performance of NGOs in Kenya

Abstract

Employee performance is key to the success of many organizations. This service is normally provided by the human resources in that organization. Corporate leaders of business organizations provide employee welfare services among them employee counselling services as a way of either motivating their employees to improve their productivity. However, little information is known about such as employee counselling services by all the stakeholders in NGOs. The primary purpose of this study was to focus on the relationship between employee welfare services and performance in non-governmental organizations in Kenya. The specific objectives of the study were: to assess the influence of employee counselling services on performance in NGOs in Kenya. The study is likely to aid the NGOs management boards, policy makers in government, human resource professionals and scholars and researchers in policy formulation for employee counseling services in order to improve performance in NGOs in Kenya. The study employed both correlational and descriptive survey designs. The fundamental model shaping this study was the linear regression model. The target population of the study was 14,283 employees in NGOs in Kenya. The sample size of the study was 372 respondents comprising junior management at 242, middle management at 97 and top management staffs at 33 chosen by simple random stratified sampling technique. Primary data was collected using both questionnaires and interviews. The data was analysed using the Statistical packages for social sciences (version 23). The main findings of the study indicated that employee welfare practices such as employee counselling services influenced performance of NGOs in Kenya. The study also found that 81% of performance in NGOs in Kenya was explained by the independent variables of the study such as employee economic support, recreational facilities at work place, employee counselling services and social support. Finally, the study also contributed to theory and knowledge for humanity. However, the study found that the most significant factor influencing performance of the NGOs in Kenya was employee social support with P-Value at 0.439, followed by employee economic support with P-Value at 0.372, recreation facilities with P-Value at 0.358 and lastly employee counselling with P-Value at 0.208. The study had limitations, that is, the respondents were not consistent and the sample size of the study was limited in scope. The study concluded that employee welfare practices such as employee counselling services had a significant positive relationship with performance in NGOs in Kenya and recommended that a policy on other employee welfare practices such as grievance cells and suggestion schemes be considered and adopted by NGO management boards. This is likely to motivate employees to work better and with determination to enhance performance in NGOs in Kenya.

Social Support Programs and Teachers’ Performance in Private Primary Schools in Bomet County, Kenya

“…These findings concur with Bophela and Govender [7] discoveries that social support programs increased performance of teacher and reduced rate of absenteeism. The findings also concur with Lumiti, Wekesa and Omondi [20] discoveries that teacher social support (bereavement contribution, wedding support and anniversary support) led to a sense of belonging among the staff, improved morale and motivation of the staff.…”

“…However, the research was done only in a public institution and hence the findings are not generalizable to the private sector. Lumiti, Wekesa and Omondi [20] researched on the impact of teacher social support and performance of NGOs in Kenya and found that teacher social support (bereavement contribution, wedding support and anniversary support) significantly influenced the performance of NGOs in Kenya. However, having been conducted among non governmental organizations, the findings of this study cannot be utilized in the private sector.…”

“…Lumiti, Wekesa and Omondi [20] researched on the impact of teacher social support and performance of NGOs in Kenya. Both correlational and descriptive survey designs were used.…”

Employer attractiveness, employee engagement and employee performance

“…Similar to EE, EP factor has received a lot of researches before. In which, the researchers explore the factors affecting EP listing as employee motivation (Chaudhary and Sharma, 2012), economic support (Lumiti et al, 2018), compensation (Jailani and Nawangsari, 2020) and so on. Thereby, it can be seen that not many studies on the effect of EA on EP have been conducted.…”

The Role of Employer Branding in Improving Employee Performance in Vietnam Enterprises

“…Although employee performance has been concentrated in many exploratory studies, few studies are related to the impact of employer branding. Recently, only a few studies have mentioned the factors affecting employee performance related to employer branding such as: Employee brand equity (Huang & Lai, 2018), Employee economic support (Lumiti et al, 2018), Compensation, competence, leadership (Jailani & Nawangsari, 2020), Internal organizational policies (Makau & Muna, 2020), employer attractiveness (Nguyen & Nguyen, 2022) and so on. Not many current studies explore the direct relationship between employer branding and employee performance while employer branding, an important strategy, helps improve employee satisfaction and engagement in the organization.…”