SUCCESSION FACTORS AND EMPLOYEE PRODUCTIVITY IN PUBLIC UNIVERSITIES IN KENYA

Abstract

The study was on succession factors and employee productivity in public universities in Kenya.
The study was premised on four specific objectivities namely human resources planning,
organizational leadership, organizational culture and organizational policy. To strengthen the
conceptual framework the study adopted theories such as human capital theory, transformational
leadership theory and theory of organizational culture. This study adopted a cross-sectional
survey research design aimed at collecting large number of qualitative and quantitative data at a
point in time so as to examine the influence of succession factors on employee productivity in
public universities in Kenya. The study findings established that all the four variables have a
significant effect on employee performance of public universities in Kenya. The study
recommends that special focus should be given to organizational factors when executing duties
as they are imperative in employee performances. Sharing of organization vision, encouraging
employees to increase their conceptualization, comprehension, and analytical capability should
be fronted in all aspects to enhance employee performances. Training should be carried out
periodically because it provides skills, knowledge and motivation to the employees which in
turns improves their performances. Organizational culture should be formulated in a manner that
can encourage respect of authority, fostering an innovative culture, culture of high employee
involvement, adaptable culture that drives human resource morale and retention, market turnover
and productivity