Questionnaire Response Rate
The study targeted a total of 102 Human Resource department employees from 6 accredited
public universities in western Kenya. Primary data was collected by means of self
administered questionnaires, of which out of the 92 expected respondents, 90 of the
questionnaires were completed, a response rate of 97.8% was deemed sufficient. This
response rate was good and representative and conforms to Mugenda and Mugenda (1999)
stipulation that a response rate of 50% is adequate for analysis and reporting; a rate of 60%
is good and a response rate of 70% and over is excellent. The questionnaires that were not
returned were due to reasons like, the respondents were not available to fill them in at that
time and with persistence follow-ups there were no positive responses from them. The
response rate demonstrates a willingness of the respondents to participate in the study. The
corresponding response rate is presented as shown in Table 4.1.
Table 4.1: Population and Response Return Rate of the Respondents
Category Percentage
(%)
Number of Respondents targeted in the survey
Actual Number of participants who took part
92
90
Number of Non-Response 2
Percentage response rate 97.8
Source: Field Survey, 2022
Background Information
Background data on Public Universities in Western Kenya was obtained. This included the
years of existence since the Universities were established, major divisions within the
Universities, functions performed under the office the Registrar Administration and the
functions performed under the Directorates of the Human Resources.
Years of the University Existence
Table 4.2 shows the distribution of sampled respondents based on the number of years
University in which they worked had been in existence. According to the table, majority of
respondents (56.7%) reported that their University had existed for between 11-15 years,
while 22.2% had existed for over 15years, 20.0% had existed for 6-10 years while 1.1%
indicated that their University had existed for 0-5 years. This infers that majority of public
Universities within Western Kenya had existed between11-15 years.
Table 4.2: Distribution of Respondents based on the Years of Existence of the
Universities
Years Frequency Percent Cumulative Percent
0-5 years 1 1.1 1.1
6-10 years 18 20.0 21.1
11-15 Years 51 56.7 77.8
over 15 years 20 22.2 100.0
Total 90 100.0
Source: Field Survey, 2022
Major Divisions in Public Universities in Western Kenya
Table presents the results in frequency counts and percentages of the Major Divisions in
Public Universities in Western Kenya. Respondents were requested to indicate the number
of major divisions that existed within their universities. Majority of the respondents
indicated that they had 3 major divisions, 61% indicated they had 3 divisions, 34.4%
indicated that they had 2 divisions, 3.3% indicated that they had 2 divisions while1.1%
indicated that they had 6major divisions within their university. This therefore implies that
majority of the universities were divided into 3 major divisions.
Table Major Divisions in Public Universities in Western Kenya
Divisions Frequency Percent Cumulative Percent
2 31 34.4 34.4
3 55 61.1 95.6
4 3 3.3 98.9
6 1 1.1 100.0
Total 90 100.0
Source: Field Survey, 2022
Extent of Employee Relations Strategies
Descriptive data analysis was carried out as per the objectives of the study in the
following subsections.
Extent of staffing and promotions in Public Universities in Western Kenya
The respondents were requested to indicate the extent of staffing and promotions on their
performance in their respective Universities. The results were as indicated in Table.
Table : Extent of staffing and promotions Descriptive statistics
N
Mean Std.
Deviation
Rank
Staffing and promotions encourage employees
to do their best knowing that good performance
will be rewarded.
90 4.60 .776 1
Staffing and promotion opportunities in the
organization affected employee overall
commitment and loyalty.
90 3.62 1.118 3
Staffing and Promotion also enables employees
to advance themselves educationally and also in
the gaining of new skills.
90 3.64 .865 2
Staffing and promotion comes with increase in
responsibilities and increases employee ability.
90 2.89 .827 5
Employee skills increase with job promotion. 90 2.98 .783 4
Seniority in positions is considered during
promotions
90 2.71 1.408 6
Overall 90 3.6846 .57270
Source: Field Survey, 2022
The results for descriptive statistics as shown in Table 4.4 with N=90 as the total number of
respondents indicates the following as the findings. Overall, promotions on employee have
been reported to be prevalent to a moderate extent as shown by the overall mean value of
3.6846 and a standard deviation value of .57270 in Public Universities in Western Kenya.
This therefore implies that public Universities in Western Kenya have adopted staffing and
promotion strategies to a moderate extent even though much still needs to be done to that
effect.
