Influence of capacity building on employee job satisfaction in private universities in Kenya: A case of United States International University

Abstract

Capacity building focuses on enhancing different organizational abilities, it has also been accepted to be an important tool for implementing strategic programs. Organizations use capacity building strategies such as; internships, formal training, written materials, meetings, e-leaning, appreciative inquiry, coaching sessions and peer groups’ action learning to strengthen employees capacities. The general objective of the study was to establish the influence of capacity building on employee job satisfaction in private universities in Kenya a case of United States International University Africa. The specific objective of the study was to establish whether organizational communication, change management strategy, skills training affect employee job satisfaction in United States International University-Africa. This study was pegged on the Herzberg’s motivation-hygiene theory, also referred to as the two-factor theory and Maslow’s hierarchy of needs theory. Target population for this study was 438 permanent employees in the various cadres at United States International University-Africa where a sample 138 was drawn using stratified random sampling method based on the job category. The data collection method utilized primary data and a questionnaire. The data collected was analyzed using descriptive analysis. For the inferential statistics, the study utilized correlation and regression analysis to establish the relationship between the dependent and independent variables. As a result when encountered with a challenge employees are able to communicate with their supervisor or coworker and ask for an intervention. The study also concluded that USIU Africa utilizes top downward communication to create awareness among employees on the strategic plan, job procedures and performance rating is done and feedback shared in a good time. Horizontal communication is also encouraged and employees are able to undertake a peer to peer communication to manage task accomplishment and team collaboration. With regard to change management the study concluded that USIU Africa has the right talent to implement the University’s strategy. In addition, USIU Africa has developed policy, procedures and standards that are applicable during change management. Although there is a need for more training and employees sensitization with regard to change management. The study concluded that USIU Africa keeps employees updated with information for any upcoming training and development programs depending on the training needs analysis, despite there being lack of proper feedback on impact of training on productivity standards. The study recommended that all employees should be encouraged to undertake both vertical and horizontal communication in case they need an intervention to a problem. The human resource department should educate and shield employees against victimization by their supervisors. The board of directors and management board should be encouraged to communicate to the USIU Africa community often by addressing any problems arising as well as give feedback to employees to minimize cases of rumors and gossips whenever an event occurs. The study also recommended that since USIU Africa has the right talent to make the change, proper strategies needs to be put in place to ensure maximum retention and minimal turnover. The target put during change implementation process should be measurable and attainable by all employees.