Healthcare Practices and Employee Performance in Non-Governmental Organizations (NGOs) in Kenya: Moderating Effect of Top Management Commitment

Abstract

 Employee welfare practices, such as health care practices, play a crucial role in employee performance. Therefore, this study aimed to determine the relationship between health care practices and employee performance in non-governmental organizations in Nairobi County, Kenya: moderating effect of top management commitment on the relationship. Both qualitative and quantitative methods were utilized in a cross-sectional survey involving 403 respondents, including top managers, middle-level managers, and lower-level managers selected through purposive, stratified, and simple random sampling procedures from a target population of 14,323 NGO employees in Nairobi County, Kenya. Questionnaires were used as primary data sources, while secondary data were gathered from reviewed journals, books, and articles. The study incorporated relevant theories such as Herzberg's two-factor theory, the Human Relations Theory, and Maslow's hierarchy of needs. A pilot study was conducted to ensure the validity and reliability of the tools used. Data analysis was performed using Version 25 of the Statistical Packages for Social Sciences software, employing frequencies, means, correlations, and multiple linear regression. Inferential and descriptive statistics were utilized as diagnostic tests, and the findings were presented using pie charts, graphs, and tables. The study revealed a positive and significant relationship between healthcare practices and employee performance when moderated by the top management commitment in NGOs in Nairobi County, Kenya, emphasizing the importance of top management support in enhancing employee health practices and performance within the organization. For collective mental programming, the non-governmental organizations (NGOs) in Kenya should develop staff health care policies. In order to decrease personal work stress and improve counselling facilities, frequency, and resources, it is necessary to increase employee access to healthcare practices. Access to counsellor outreach services and expert support can be acquired by forming relationships with colleges or institutions of counselling and psychology.