Research Design on influence of employee relations strategies on employee performance in
public universities in western Kenya
This study adopted correlational research design. Both qualitative and quantitative approaches
were used. A research design functions as the research blue print for measurement and analysis
of data. Kothari (2004) describe a research design as a plan and a structure of investigation
conceived to find answers to research questions. According to Mugenda and Mugenda (2003),
correlational research design is connected with providing solutions to the problems. It is found
suitable for examining effect.
Study Area
The study was conducted in Western Kenya region namely; Kisumu, Kakamega, Homabay,
Busia, Bungoma, Vihiga, Kisii, Siaya, Nyamira and Migori.The region is located between
latitudes 0° 15'N and 1° 45'S, longitudes 35° 15' E and 34° E, and borders Lake Victoria from the
East, Western Province to the north, Rift Valley province to the east and the Republic of
Tanzania and Uganda to the south and west respectively (GOK, 2012). The total study area is
12,646 km2. The main source of livelihood is mixed farming and other livelihoods strategies
include fishing, cash crop farming and casual labor (GOK, 2012). The study area is characterized
by bimodal rainfall pattern sufficient for agricultural production with peaks experienced in
April/May and October/November. The temperatures vary within the counties depending on
altitude and proximity to the Lake Victoria. The annual minimum temperatures vary from 17° to
18°C and maximum temperatures vary between 27° C and 34.8°C. The study was conducted in
six accredited public universities in western Kenya namely; Kisii University, Jaramogi Oginga
Odinga University of Technology, Maseno University, Masinde Muliro University of Science
and Technology (Appendix -D).
Masinde Muliro University of Science and Technology is situated within Kakamega town in
Kakamega County. It began as a constituent college of Moi University in 2006 and became fully
accredited public university in 2007. Maseno University is situated in Maseno, Kisumu County.
It began as a constituent of Moi University in 1990 and became fully fledged in 2001.Kisii
University is situated within Kisii town. It began as a constituent college of Egerton University.
It became fully fledged in 2013. Jaramogi Oginga Odinga University of Science and Technology
is situated in Bondo Town within Siaya County. It began as a Constituent College of Maseno
University in 2009 and became full-fledged in 2013.
Target Population
According to Mugenda and Mugenda (2008), population refers to the entire group of individuals,
events or subjects having common observable characteristics. The total population of this study
constituted respondents from six accredited public universities in Kenya as per the Commission
of University Education Report (2017). A total of 102 HR department employees from 6
accredited public universities in western Kenya constituted the study population (Table 3.1)
Table 3.1 Population Distribution
NO UNIVERSITY NAME NUMBER OF HR STAFF
1 Maseno University 25
2 Masinde Muliro university of Science &
Technology
18
3 Jaramogi Oginga Odinga University of
Science & Technology
19
4 Kisii University 20
5 Rongo University 11
6 Kibabi University 9
TOTAL 102
Source: Office of Human Resource of respective universities under the study (2018)
Sampling Size and Sampling Procedure
The unit of analysis for the study was employees in the Human Resources offices. The target
population constituted all respondents from six accredited public universities in western Kenya.
Western Kenya has a total of six accredited public universities nanely: Kisii University, Masinde
Muliro University of Science and Technology, Maseno University, Rongo Univesity College,
Kibabii University and Jaramogi Oginga Odinga University of Science and Technology. Census
study was conducted on all the 102 Human Resource employees from a total population of 5547
employees from six accredited public universities in western Kenya (Human Resource Offices,
2018).
Data Collection Method
Primary data was collected using self-administered structured questionnaire. Secondary data was
collected through document review, library research and internet search.
Data Type and Source
Both primary and secondary data were used. The primary data for the study was collected from
respondents using structured questionnaires, while secondary data was gathered through library
research and internet search.
Data Collection Procedure
The researcher personally collected the data. After administering the questionnaires, the
researcher was present in order to clarify any ambiguity and collected the questionnaires
thereafter.
Data Collection Instruments
Structured questionnaires were administered to employees working in the Human Resource
Directorates and Offices of Registrar Administration in the six selected accredited public
universities in western Kenya. The questionnaire comprised of questions related to employee
relation strategies and its effects on employees‟ performance. (Appendix: B)
Reliability Tests
Reliability test was ascertained through Cronbach‟s alpha test that was conducted on pilot data
from the 10 respondents for determination. For this study reliability was between 0.765 and
0.876 as presented in Table 3.2 implying that the variables in the questionnaires were reliable.
Kumar (2005), suggests that an Alpha of 0.7 or above is considered reliable. Sekaran (2003) also
affirms that reliabilities of 0.7 range is considered acceptable and over 0.8 is good. The result of
the reliability test is as presented in table 3.2.
Table Internal Consistency Scale
Constructs No. of Items Cronbach’s alpha
Staffing and promotions 6 0.783
Training and Development 6 0.811
Performance Appraisal 6 0.876
Employee Performance 18 0.765
Source: Field Survey, 2022
Validity Tests
Expert opinion was sought on the data collection instruments. The researcher‟s supervisor
provided this opinion. This helped in validity check. The study was also pre-tested on 10
conveniently chosen respondents to check for reliability. The pilot data was not included in the
actual study.
Data Analysis and Presentation
Qualitative data obtained from interviews were transcribed and organized into various themes
and sub themes according to study objectives. The data then was reported in descriptive and
inferential statistics. Regression analysis was used to determine the influence of employee
relations strategies on employees‟ performance in public universities in western Kenya.
Model Specification
Y= β0+β1X1 + β2X2+ β3X3+ε...........................................................Equation 3.1
Source: Adapted from Fairchild and MacKinnon (2009)
Y
= Employee Performance
X1= Employee Training and development (T&D)
X2= Employee Performance Appraisal (PA)
X3= Employee staffing and Promotion (S&P)
β0= Y intercept in the equation
β1= measure of effect of Training & development on employee performance
β2= measure of effect of Performance Appraisal on employee performance
β3= measure of effect of e Employee staffing & Promotion on employee performance
ε = error term
