Browsing by Author "Ngala, Michael Orucho"

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    The Mediating Effect of Employee Remuneration on the Relationship between Leadership Practices and Turnover Intention of Technical Staff in Kenyan Schedule Operating Passenger Airlines
    (African Journal of Emerging Issues (AJOEI), 2020) Taye, Getnet Tilahun; Keino, Dinah Chebet; Ngala, Michael Orucho
    Purpose of the study: The objective of the study was to examine the mediating effect of employee remuneration on the relationship between leadership practices and turnover intention of technical staff in the Kenyan schedule operating passenger airlines. Statement of problem: The global airline industry is facing various challenges. One of the major challenges is related to the turnover of highly skilled technical staff. The turnover intention of staff is viewed as a direct predictor of actual intention. The turnover intention of employees is heavily affected by leadership practices and remuneration policies. Research Methodology: The data for the study was collected from all the 12 Kenyan schedule operating passenger airlines. The research design used by the study was descriptive cross-sectional survey design. A total of 335 sample respondents were selected using proportionate stratified sampling technique from the population of 2058 technical staff. Research Findings: The results from the data analysis indicated that there is no significant mediating effect of employee remuneration on the relationship between leadership practices and turnover intention as there is no significant influence of employee remuneration on turnover intention when controlling for leadership practices (β =0.02 & p-Value=0.224>0.05). Conclusions: The study concluded that there is no significant mediating effect of employee remuneration on the relationship between leadership practices and turnover intention of technical staff in Kenyan schedule operating passenger airlines Recommendations: The study recommended practitioners to deviate from the traditional assumption of considering remuneration as a sole influencer of staff turnover intention and consider leadership practices in the staff retention strategy of an organization
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    The Moderating Effect of Labor Demand on the relationship between Leadership Practices and Turnover Intention of Technical Staff in Kenyan Schedule Operating Passenger Airlines
    (Journal of Human Resource & Leadership, 2020) Taye, Getnet Tilahun; Keino, Dinah Chebet; Ngala, Michael Orucho
    The airline industry is facing various challenges. Among these challenges include turnover of highly skilled technical staff, which is emerging to be an issue to the airlines and will continue as a result of high industry growth forecast. The turnover intention of staff is viewed as a direct predictor of actual intention. The turnover intention of employees is heavily affected by leadership practices and industry labor demand factors play a significant role. The objective of the study was to determine the moderating effect of labor demand on the relationship between leadership practices and turnover intention of technical staff in the Kenyan schedule operating passenger airlines. The data was collected from all the 12 Kenyan schedule operating passenger airlines. The target population was 2058 technical staff. The research design used was descriptive cross-sectional survey design. A total of 335 sample respondents were used in the study. The researcher selected the sample using proportionate stratified sampling technique. To determine the sample size, the researcher used Yamane‟s formula. Open and close-ended questionnaires were used to collect data. Descriptive and inferential statistics were used for data analysis and presentation. The findings from the research indicated that labor demand has a significant moderating role on the relationship between leadership practices and turnover intention of technical staff. The study recommended practitioners to be cognizant of the high labor demand for technical staff which can significantly affect the relationship between leadership practice and turnover intention. Practitioners should also tailor their staff retention strategy based on the labor demand for each job category. Policy makers should also ensure effective policies are in place to ensure the labor demand does not significantly influence turnover.