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Influence of Employee Involvement in Decision Making on Organizational Citizenship Behavior: A Case of Machakos County Government

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dc.contributor.author Oyaro, Maureen Malinah
dc.date.accessioned 2016-09-19T12:36:56Z
dc.date.available 2016-09-19T12:36:56Z
dc.date.issued 2016
dc.identifier.uri http://erepo.usiu.ac.ke/11732/2695
dc.description A Research Project Report Submitted to Chandaria School of Business in Partial Fulfillment of the Requirement for the Degree of Masters in Business Administration (MBA) en_US
dc.description.abstract The purpose of this study was to identify factors impacting the employee involvement in decision making on organizational citizenship behavior and the research questions of the study were: to establish the impact of power factors on organizational citizenship behavior; and to establish the impact of reward factors on organizational citizenship behavior. The research design was descriptive in nature. The dependent variable of the study was organizational citizenship behavior while the independent variables were power, social, and reward factors. The research was conducted among Machakos County Government. The sampling frame from this study was selected from a list of 150 (middle managers and supervisors) full time employees as provided by the Human Resource office electronic mails. A sample of 57 employees was targeted to represent the population of interest. This represent 99.99% response rate. The data gathered was edited and transformed into a quantitative form through coding. It was then entered into a computer. Univariate analysis like frequency distribution was adopted in the study. The analyzed data was presented inform of tables. SPSS was used to aid in data analysis. The findings of this study were that majority of the middle managers and supervisors believed that organizational citizenship behavior was being affected by the three specific objectives: power factors; information factors; and reward satisfaction factors. The findings indicated that these three specific objectives were the main factors impacting employees to involve in decision making. With regards to power factors on organizational citizenship behavior, the first major findings of the study was that the questions which were asked included amongst others on empowerment perspective, employee participation, and autonomy support. On empowerment perspective, contemporary business (47.4%) played major important role in employee involvement in decision making compared to the degree of flexibility (43.9%) and need for creativity (40.1%) on organizational citizenship behavior. On employee participation, organization’s objectives (56.1%) played major role in employee involvement in decision making compared to the competitive advantage (50.9%) and organizational goals (35.1%) on organizational citizenship behavior. On autonomy support, individual’s attitude (36.8%) played major important role in employee involvement in decision making compared to the significant others (35.1%) and paradigm shift (35.1%) on the organizational citizenship behavior. Thus, the researcher concluded that organization’s objectives had the higher ability to impact the employee involvement in decision making on organizational citizenship behavior. With respect to information factors on organizational citizenship behavior the second major findings of this study indicated that the questions which were asked included amongst others on: workplace consultation, employee voice, and psychological attachment. On workplace consultation, private information (52.6%) played major role in employee involvement in decision making compared to the share information (42.1%) and workforce (38.6%) on the organizational citizenship behavior. On employee voice, productivity (54.79%) played major role in employee involvement in decision making compared to the dissatisfaction (42.1%) and management (40.35%) on organizational citizenship behavior. On psychological attachment, fostering creativity (47.4%) played major role in employee involvement compared to the proactive behaviors (43.9%) and bridging communication (38.59%) on organizational citizenship behavior. Thus, the researcher concluded that productivity had the higher ability to impact the employee involvement in decision making on organizational citizenship behavior. In relation to reward factors on organizational citizenship behavior, the third and last major findings of this study indicated that the questions which were asked included amongst others on: psychological well-being; procedural justice; and employee’s engagement. On psychological well-being, creative climate (47.4%) played major important role in employee involvement compared to performance (43.9%) and management philosophy (43.85). On procedural justice, employee trust (45.6%) played major important role in employee involvement compared to skills and expertise (36.8%) and supervisor (33.3%) on organizational citizenship behavior. On employ engagement, leader-member exchange (50.9%) played major important role in Y-Generation’s perception compared to employee’s potential (35.1%) and individual’s well-beings (31.6%) on organizational citizenship behavior. Thus, the researcher concluded that leader-member exchange for employee involvement in decision making had the higher ability to impact the employee involvement in decision making on organizational citizenship behavior. vii The study made several conclusions among them that firstly, with respect to the influence of power factors of employee’s involvement in decision making on organizational citizenship behavior, this study concluded that, organizations which promotes employee involvement, should benefit from increased organizational productivity due to the paradigm shift employees incur by having the opportunity to give their input. Therefore, this paradigm shift should be reflected in their behavior as they would consequently be more motivated to perform at a high standard to achieve goals that they had a part in setting. Secondly, in regards to the influence of information factors of employee’s involvement in decision making on organizational citizenship behavior, this study concluded that involvement of workers in decision-making in teams, making system with greater labor-management, and trust resulting from these structures created a result in which decisions were seen as having greater legitimacy to workers. This legitimization effect contributed to the employees’ well-being. Thirdly and final, in relations to reward factors of employees involvement in decision making on organizational citizenship behavior on work and well-being, this study concluded that, strong organizational climate implied a consensus on goals and how they should be attained, enhancing the organization’s performance. This implied a strong transformational leadership entity, creating a shared vision and goals. The current study examined whether these climate factors indeed correlated with an overall improved organizational climate and improve extra-role performance. The study also made a recommendation that the study did not examine all the stakeholders involved in the research study due to time limit and financial constraints posing a comparison challenge. However a representative sample was obtained from the study population and in depth analysis of the factors was done thus ensuring that generalization of the study findings were possible. Furthermore, the location of this study is only confined to Machakos County Government. Thus, the sample and its responses may not be a representation of the employee involvement in decision making as the county government towards organizational citizenship behavior. Future research can improve on this limitation by increasing the sample size and performing future research across 47 counties in Kenya’s respondents. en_US
dc.publisher United States International University - Africa en_US
dc.subject Employee en_US
dc.subject Organizational Citizenship Behavior en_US
dc.subject Decision Making en_US
dc.subject Machakos en_US
dc.title Influence of Employee Involvement in Decision Making on Organizational Citizenship Behavior: A Case of Machakos County Government en_US
dc.type Thesis en_US


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