Influence of performance contracting strategies on employee performance of independent electoral and boundaries commission staff: a case of Nyanza Central and Nyanza South regions, Kenya

Abstract

Performance contracting at the Independent Electoral and Boundaries commission’s staff remains a challenge. Due to poor administration and supervision of the performance contracts, employees have developed negative perception and reduced morale to embrace performance contracts. This affects negatively on work performance. The purpose of this study was to establish the influence of performance contracting on the performance of Independent Electoral and Boundaries Commission staff in Nyanza Central and South Region, Kenya. Specific objectives of study were: to establish the effect of performance appraisal strategies, to investigate the effect of personal reward strategies, to examine the influence of staff training and to access the effect of career development on employee performance in IEBC Nyanza central and South Region, Kenya. The study adopted McGregor's Theory X and Theory Y, Expectancy Theory, Understanding Theory and goal setting theory. The study was modeled on a case study design. The population of study consisted of the 100 employees working under the arrangement of performance contracting in the Independent Electoral and Boundaries Commission in Nyanza Central and South Regions. Since target population under study is small, the researcher used purposive simple random sampling to arrive at sample size of 100 respondents who were interviewed during the study. Instruments of data collection were questionnaires and interview schedule. The researcher collected primary data by use of questionnaires and interview schedule. Descriptive analysis was done to study distributions of variables in terms of means and standard deviation, while correlation analysis was used to show the direction and strength of the independent variables. Data which was collected was analyzed both descriptively and in correlation analysis. Data was presented using percentages, graphs and charts. The study anticipated that its findings would help build in the body of knowledge. The study found that performance appraisals impact employee performance in the IEBC Nyanza Central and South Region, Kenya. Personal rewards also influence employee performance in this region. Additionally, employee training and career development within the IEBC Nyanza Central and South Region, Kenya, affect performance in these institutions. The study recommends that the IEBC in Kenya, in partnership with the IRA, should revise their performance appraisal policy to better support employees. The IEBC should incorporate effective reward management into their personal rewards. Furthermore, the IEBC in Kenya should enhance their training programs to include academic support and develop a comprehensive career development policy.