OVERTIME MANAGEMENT POLICIES AND EMPLOYEE PERFORMANCE AT KENYA PORTS AUTHORITY
OVERTIME MANAGEMENT POLICIES AND EMPLOYEE PERFORMANCE AT KENYA PORTS AUTHORITY
Fredrick Michael Otieno Opot - Master Student, Kenyatta University, Kenya
Dr. Laura Munene (PhD) - Department of Business Administration, Kenyatta University, Kenya
ABSTRACT
Kenya Ports Authority spent Ksh 214 million in excess on overtime payment over and above the provision of the relevant policies. Payroll and work allocation schedules at the organisation irregularly paid Ksh 1.7 billion to employees for working extra hours beyond their regular shifts. It is in this spirit that the research seeks to examine how overtime management policies influence employee performance at KPA. This study objectives were; To assess the effect of overtime payment policies on employee performance at Kenya Ports Authority, to assess how work life balance policies influence employee performance at Kenya Ports Authority, to determine whether shift hours work policy affect employee performance at Kenya Ports Authority and to establish the effect of part-time contractual policy on employee performance at Kenya Ports Authority. Descriptive research design wasiadopted in this study. The target population consisted of 6,393 employees and the sample size was 377. The sample population of 377 employees wasiselected using Stratified Random Sampling technique which is the most suitable sample method because the number of people to be studied is heterogeneous. Primary data wasicollected using a questionnaire. A pilot study of the questionnaires wasiconducted during the study before being administered to the respondents selected in this study. 10% of the sample population wasisufficient for the pilot study which wasicarried out on a random basis to check the validity and reliability of the research instruments. The reliability of the questionnaire wasirated with Cronbach's Alpha which measures the internal consistency. The researcher usediCronbach's alpha test, to examine the validity of the research instruments. The study adopted regression and correlation models of analysis. The study found that there was a significant relationship between overtime payment policies and employees’ performance (r=0.375; p=0.000) and it was also determined that an improvement of overtime payment policies would significantly lead to employees’ performance (β=0.173; t=3.141; p=0.002). t was also determined that there was a significant relationship between work-life balance policy and employees’ performance (r = 0.397; p=0.000) and it was also revealed that an improvement of work-life balance policy would significantly contribute to improvement in employees’ performance (β= 0.232; t= 4.333; p=0.000). On the third objective, it was determined that shift hours work policy significantly affect employees’ performance (r= 0.418; p= 0.000) and an improvement of shift hours work policy would also improve employees’ performance (β=0.269; t=4.859; p=0.000). On the final objective it was determined that part-time working policy significantly affects employees’ performance (r= 0.226; p= 0.000) and an improvement of part-time working policy will significantly contribute to the improvement of employees’ performance (β=0.269; t=4.859; p=0.000). Based on the study analysis and findings, this research concludes that overtime management policies (overtime payment policy, work-life balance policy, shift-hours work policy and part-time working policy) affects employees’ performance. KPA should undertake apply job sharing to reduce overtime practices contrast so that employees can enjoy both their work and personal life.
