Response Rate
The response rate was analyzed to show the representative from the sample size. A response rate
is very important to the credibility of the research results. A low response rate may decrease the
statistical power of the data collected and undermine the reliability of the results. It may also
undermine the ability of the researcher to generalize the results to the larger target audience. This
is further complicated by the fact that a low response rate can be indicative of a non-response
bias within the sample. A low response rate can give rise to sampling bias if the non-response is
unequal among the participants regarding exposure and/or outcome.
The study administered 328 questionnaires and the results are as shown in Table 4.1.
Table 1: Response Rate
Response Frequency Percent
Returned 256 78%
Unreturned 72 22%
Total 328 100%
Source: Field Survey Data (2022)
According to Mugenda and Mugenda (2003) and Kothari (2004), a response rate of above 50% is
adequate for a descriptive study. Babbie (2004) also asserted that return rates of above 50% are
acceptable, 60% is good and 70% is very good. Thus, the response rate of 78% under this study
was very good for study.
Pilot Test
Reliability Test
Reliability is the consistency of a set of measurement items (Cronbach, 1951). Cronbach’s alpha
was used to test the reliability of the measures in the questionnaire (Cronbach, 1995). The study
used a 10% of the sample size was used for the pilot test. Therefore, 33 questionnaires was
piloted by issuing them to respondents who were not included in the final study sample. The
questionnaire response was entered into statistical package for social sciences (SPSS) and
Cronbach’s alpha coefficient was generated to assess reliability. The closer Cronbach’s alpha
coefficient was to 1, the higher the internal consistency reliability (Sekaran, 2006). A coefficient
of 0.7 was used as recommended by Cronbach (1951) The results are as shown in Table 4.2.
Table 2: Reliability Test
Variables Items Cronbach Alpha
Career Development 4 0.8213
Compensation 4 0.8145
Performance appraisals 4 0.8311
Recruitment 4 0.7992
Employee Performance 4 0.8283
The results indicated that the statements under career development (0.8213), compensation
(0.8145), performance appraisals (0.8311), recruitment (0.7992) and employee performance
(0.8283) had a Cronbach alpha of above 0.7 and thus the statement were considered reliable.
Validity Test
This study used both construct validity and content validity. For construct validity, the
questionnaire was divided into several sections to ensure that each section assessed information
for a specific objective, and also ensure that the same closely ties to the conceptual framework
for this study. To ensure content validity, the questionnaire was subjected to thorough
examination by the project supervisors. They were asked to evaluate the statements in the
questionnaire for relevance.
Demographic Characteristics
This section consists of information that describes basic characteristics including gender, age,
highest level of education and duration in the health sector.
Gender
The respondents were asked to indicate their gender and the results are as shown in the Table
4.2.
Figure 1: Gender of Respondents
Source: Field Survey Data (2022)
The results show that majority of the respondents were men who represented 56% of the sample
while 44% were female. This indicated that the composition of the staff in the public hospitals
had more male than female staff representation.
Age
The respondents were asked to indicate their age bracket and the results are as shown in Table
4.2.
Male
56%
Female
44%
Table 2: Age of Respondents
Age Bracket Frequency Percent
Below 25 years 12 5%
26-30 years 27 11%
31-40 years 91 36%
41-50 years 70 27%
Above 50 years 56 22%
Total 256 100
Source: Field Survey Data (2022)
Results indicated that most of the respondents were aged between 31-40 years represented by
36% and they were followed by 41 - 50 years at 27%. Those with above 50 years were at 22%
while least below 26-30 years was at 5%. The least was below 25 years with 5%. This indicated
that the health staff were middle and above middle age level. This can be associated by the high
level of experience required in healthcare that comes with time and age in training
Level of Education
The respondents were asked to indicate their highest level of education and the results are as
shown in the Table 3.
Table 3: Highest Level of Education
Level of Education Frequency Percent
Diploma 30 12%
Bachelor’s 121 47%
Master 78 31%
PhD 27 11%
Total 256 100
Source: Field Survey Data (2022)
The results indicated that most of the respondents had attained a bachelor’s degree and this was
represented by 47% followed by those with masters at 31%. Further, those who had diploma
were at 12% and the respondents who had PhD was the least with 11%. The level of education
outcomes suggest that, the respondents were adequately educated and that they able to
comprehend to the questions raised and give substantial reaction since they would be
advised to understanding as guided by their level of instruction which for this situation
majority share having graduate as their education level.
Duration
The respondents were asked to indicate their job duration in the health sector service and
the results are as shown in the Table 4.4.
Table 4.Duration
Duration Frequency Percent
Less than 1 year 9 4%
2- 4 years 61 24%
5-7 years 77 30%
8-10 years 97 38%
Above 10 years 12 5%
Total 256 100
Source: Field Survey Data (2022)
The results indicated that most has worked in the health sector for 8-10 years as
represented by 38% and followed by 5-7 years represented by 30%. Those who had
worked in the healthcare sector for 2-4 years were at 24% while above 10 years was 5%.
The least was below 1 year was at 4%. The more the duration of work in the health
sector is likely to reflect on more experience.
