Nexus between External Recruitment, Leadership and Employee Productivity in Kenya Power and Lighting Company, Nakuru County
Main Article Content
Keywords
KPLC, external recruitment, leadership, employee productivity
Abstract
Employee productivity has grown to be a key business tactic since it helps companies cut and manage operating expenses. The effects of employee productivity remain a factor to be considered by management in decision making since organizations have failed to enhance employee productivity. External recruitment has an effect on employee productivity and organizational operational efficiency. Therefore, this investigation sought to ascertain the impact of external recruitment on employee productivity at Kenya Power and Lightning Company, Nakuru County. Additionally, the study aimed to ascertain the moderating effect of leadership on the links among external recruitment and employee productivity at KPLC. The research was based on theories of agency and social exchange. The study employed the explanatory research design and targeted 291 managers, middle managers, and support staff as respondents. Using census methodology, 291 participants were chosen to provide data for the study. The tool used to acquire the data was the questionnaire. Using descriptive and inferential statistics, quantitative data was analyzed and presented using frequencies, percentages, means, inferential statistics, correlation analysis, and hierarchical regression analysis. The findings showed that external recruitment positively and significantly correlated with employee productivity (β = 0.128, ρ-value = 0.011). In addition, it was established that the moderating effect of leadership positively and significantly corroborated with external recruitment (β = 0.119; ρ-value = 0.026) and employee productivity. The findings suggest that using external recruiting procedures with good leadership improves employee performance and contributes to the success of KPLC. Therefore, it is recommended for KPLC to maintain a focus on strategic recruiting techniques that are in line with the organization's goals and adapt to changes in the local labour market.
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Florence Chepchirchir Lagat , Department of Management Science and Entrepreneurship, School of Business and Economics, Moi University, P.O. Box 3900, Kesses, Eldoret, Kenya
Department of Management Science and Entrepreneurship, School of Business and Economics, Moi University, Kenya
Stanley Kipsang , Department of Management Science and Entrepreneurship, School of Business and Economics, Moi University, P.O. Box 3900, Kesses, Eldoret, Kenya
Department of Management Science and Entrepreneurship, School of Business and Economics, Moi University, Kenya
Zurah Mohammed , Department of Management Science and Entrepreneurship, School of Business and Economics, Moi University, P.O. Box 3900, Kesses, Eldoret, Kenya
Department of Management Science and Entrepreneurship, School of Business and Economics, Moi University, Kenya