Browsing by Author "Mageto, Peter"

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    Correlates of Mental Health Conditions and Prolonged Grief Disorder among Widows from Selected Churches in Nairobi County, Kenya
    (Open Access Library Journal, 2024-06-30) Kyalo, Emily Mwikali; Mageto, Peter; Komen, Leah Jerop; Ojuade, Samuel O.
    Background: Prolonged grief disorder (PGD) is a chronic mental health condition that causes functional impairment in which about 45% - 50% of bereaved individuals adapt to the loss quickly, whereas the rest of this population prolong the symptoms of grief for more than a year after the loss of a loved one. PGD often co-exists with other mental disorders such as PTSD, depression, anxiety and many more. Objective: This study sought to investigate the correlates of depression, PTSD, and complicated grief among widows from selected churches in Nairobi County, Kenya. Methods: A total of 253 widows with age ranges from 30 to 80 years with a mean age of 45.3 ± (SD: 10.698) were recruited into the study. The tools for data collection were a researcher-generated social demographic questionnaire, Inventory of Complicated Grief (ICG), Beck Depression Inventory (BDI-II), and Harvard Trauma Questionnaire Revised (HTQ-5). Results: The results of Pearson correlation test indicated that there was a strong positive correlation between PGD and depressive disorder at 2-tailed significant level (r = 0.825, p = 0.001), between PGD and PTSD (r = 0.760; p = 0.001), between the participants’ years of marriage and PGD (r = 724; p = 0.001), between depressive disorder and PTSD (r= 0.619; p = 0.001). However, this study showed a negative correlation between the period of widowhood and depressive illness (r = −0.011; p = 0.05). Conclusion: This study concludes that while screening widows for PGD, clinicians may assess other comorbidities of PGD such as depression and PTSD early enough.
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    The effects of reward systems on employee satisfaction: a case study of kenya forestry research institute (KEFRI)
    (Strategic Journals of Business & Change Management, 2016-08-31) Koyier, Thomas; Mageto, Peter; Wachira, David Muturi; Gitamo, Sarah Moraa
    Reward systems are categorized in various forms as pay or salary, recognition and appreciation, empowerment and autonomy, and fringe benefits. Rewards need to be competitive enough in relation to compensating workers for their labour. By integrating the theories of motivation, this study assessed the effect of reward systems on employee satisfaction at the Kenya Forestry Research Institute (KEFRI). This research was based on the assumption that application of reward systems influences the behaviour and attitude of employees at Research Institutions in general and for this case KEFRI. One of the major problems facing research institutions in Kenya is the inadequate or lack of application of the reward systems, which leads to employee dissatisfaction. Labour productivity is greatly enhanced through appropriate application of reward systems. This situation provides the basis to assess the existing reward systems employed at KEFRI as a means of improving employee satisfaction and hence labours productivity. The study targeted a population of 554 employees drawn from three of KEFRI’s three Research Centres namely: KEFRI Headquarters, Muguga and Karura Regional Research Centres. The study sample was 111 employees across all cadres. A fully structured self-administered questionnaire and an interview guide were the standard data collection instruments for the respondents. The data was analyzed using descriptive and inferential statistics. In particular, frequencies, tabulation and chi-square were used as descriptive statistics. The study revealed that 84% of the respondents were aware of the existing types of reward systems while 16% were not aware, a factor mainly attributed to failure to read the KEFRI human resource manual, attend staff meetings and ignorance on the fact that awards seem to have improved significantly in the current year as compared with the last three years. It also revealed that through rewarding employees equitably, the organization’s performance had been enhanced and employee commitment to the organization was more assured. The study also revealed that the application of reward systems influenced the level of satisfaction of employees at KEFRI.
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    The Effects Of Reward Systems On Employee Satisfaction: A Case Study Of Kenya Forestry Research Institute (KEFRI)
    (The Strategic Journal Of Business and Change Management, 2016-08) Wachira, David Muturi; Gitamo, Sarah Moraa; Mageto, Peter; Koyier, Thomas
    Reward systems are categorized in various forms as pay or salary, recognition and appreciation, empowerment and autonomy, and fringe benefits. Rewards need to be competitive enough in relation to compensating workers for their labour. By integrating the theories of motivation, this study assessed the effect of reward systems on employee satisfaction at the Kenya Forestry Research Institute (KEFRI). This research was based on the assumption that application of reward systems influences the behaviour and attitude of employees at Research Institutions in general and for this case KEFRI. One of the major problems facing research institutions in Kenya is the inadequate or lack of application of the reward systems, which leads to employee dissatisfaction. Labour productivity is greatly enhanced through appropriate application of reward systems. This situation provides the basis to assess the existing reward systems employed at KEFRI as a means of improving employee satisfaction and hence labours productivity. The study targeted a population of 554 employees drawn from three of KEFRI’s three Research Centres namely: KEFRI Headquarters, Muguga and Karura Regional Research Centres. The study sample was 111 employees across all cadres. A fully structured self-administered questionnaire and an interview guide were the standard data collection instruments for the respondents. The data was analyzed using descriptive and inferential statistics. In particular, frequencies, tabulation and chi-square were used as descriptive statistics. The study revealed that 84% of the respondents were aware of the existing types of reward systems while 16% were not aware, a factor mainly attributed to failure to read the KEFRI human resource manual, attend staff meetings and ignorance on the fact that awards seem to have improved significantly in the current year as compared with the last three years. It also revealed that through rewarding employees equitably, the organization’s performance had been enhanced and employee commitment to the organization was more assured. The study also revealed that the application of reward systems influenced the level of satisfaction of employees at KEFRI.