Perceived Workplace Equity and Employee Performance in Tea Manufacturing Factories in Limuru Sub-County, Kiambu County, Kenya

Abstract

Maintaining high performance among individual employees has been a significant challenge for companies in recent years. The general objective of this study was to explore the link between perceived workplace equity and employee performance in tea manufacturing factories in Limuru Sub-County, Kiambu County, Kenya. The study employed the exploratory research design to explore the association between workplace equity and employee performance using a sample of 94 supervisors and 46 managers in four tea manufacturing companies in Limuru sub-county, Kiambu County (Maramba Tea Factory, Ngorongo Tea Factory, Mabroukie Tea Factory, Karirana Estates Limited). Stratified sampling was used to pick the participants. Data was collected using a semi-structured questionnaire. Quantitative data was analysed using the SPSS software (Version 27). The open-ended responses from the questionnaire was analysed using a five-pronged process. The first objective was to include establish the relationship between perceived pay equity and employee performance in tea manufacturing factories in Limuru Sub-County, Kiambu, Kenya. The study results show that perceived pay equity had a strong positive influence on employee performance (t = 1.007, p > 0.05). This result suggests that perceived pay equity and employee performance in tea manufacturing factories in Limuru Sub-County had a positive significant influence on employee performance. The second objective was to determine the relationship between perceived fair treatment and employee performance in tea manufacturing factories in Limuru Sub-County, Kiambu, Kenya. Perceived fair treatment had a strong positive influence on employee performance (t = 1.979, p < 0.05). This result suggests that perceived fair treatment influence employee performance in tea manufacturing factories. The third objective was to establish the relationship between recognition and employee performance in tea manufacturing factories in Limuru Sub-County, Kiambu, Kenya. The results suggest that perceived recognition influence employee performance in tea manufacturing factories in Limuru Sub-County, Kiambu, Kenya. The study concludes that perceived pay equity influences employee performance to a large extent and therefore study concludes that perceived pay equity is significant determinant in the employee performance. The study concludes that perceived fair treatment is significant predictor of employee performance in tea manufacturing factories in Limuru Sub-County, Kiambu, Kenya. The study established that perceived recognition influence employee performance in tea manufacturing factories in Limuru Sub-County, Kiambu, Kenya. Therefore, study concludes that perceived recognition is significant determinant of employee performance in tea manufacturing factories in Limuru Sub County, Kiambu, Kenya. The study recommends for the management of the tea manufacturing factories to lead the way in the fairness, measurement and evaluation of proactive workplace policies and practices that help attract and retain talent with skills and competencies necessary for growth and sustainability. When the management engage the employees, there are some outcomes that affect the organizations directly and these include: job satisfaction, quality service, high customer service, higher productivity, increased profitability, fewer complaints of unfairness, less resource misuse, quality product and service, high employee retention which leads to happy and loyal customer and increased employee loyalty and organizational citizenship. Based on the study findings, it is highly recommended that recognition of employees in the institution through rewards, promotions, parties, gifts, trips and scholarships be embraced by the management since it is of paramount importance in their job performance.