Moderating Role of Employees’ Attitude on Effects of Human Resource Management Practices on Employees’ Commitment in Public Health Sector in Kenya

Abstract

Over the years, there has been public complains concerning poor service provision at public hospitals in Kenya. This has been partly blamed on the lack of enough workers and working equipment and other resources. However, there is evidence from the existing literature that people working in those institutions could be the problem, the reason why patients prefer private hospitals and clinics. Given this phenomenon, there is need for researchers to investigate what has contributed to poor commitment to work by employees in public health sector in Kenya. This study therefore seeks to fill the existing knowledge gap by investigating effects of human resource management practices and mediating role of attitude on employee commitment to duty in the public health sector in Kenya. Specifically, the study focused on the following human resource management practices: recruitment and selection practices, training and development practices, employee compensation practices; and the moderating effect of employees’ attitude on the relationship between fore mentioned human resource management practices and employee commitment in the public health sector in Kenya. Knowledge generated will help the government to formulate and undertake more efficient human resource management strategies. The study adopted descriptive, survey research and co-relational designs, and target population was 849 employees in public hospitals in Kirinyaga County from which a sample of 271 respondents was drawn. Data was collected using interview method and analysed using both descriptive and inferential statistics. Descriptive statistics was used to describe the characteristics of the respondents. Inferential statistics involved use of regression analysis to determine the relationship between independent variable and the dependent variable. Selection and recruitment of employee significantly influenced employee commitment in public health sector in Kenya. Moreover, training and development significantly affected employee commitment in public health sector in Kenya. Employee compensation has a positive and significant influence on employee commitment. Further, it was established that employee attitude had a significant moderating role on the effect of human resources management on employee commitment. The study recommends a clear criterion that is elaborate to be used in selecting candidates, and after hiring, health organizations are supposed to avail training programs based on the needs and abilities of employees. Health sector employees are supposed to be trained to be whole rounded individuals who can deal with challenges easily. It is also important that health organizations strengthen the compensation schemes for their employees in order to motivate employee. The study further recommends counseling of health employees that undergo difficulties while undertaking their duties.