| dc.description.abstract | Public universities spur Kenya Vision 2030’s pursuit for globally acclaimed education, training and research. However, higher education stakeholders including World Bank, employers, Kenya’s Commission for University Education and scholars fault the quality and relevance of their academic programmes, especially during the massification era. Decline, which has negative effects on university graduates, is allegedly attributed to: excess workload; deficient recruitment, promotion and retention criteria; and academic staff’s incompetence – all theoretically related to Employee Resourcing Practices (ERP) and Job Satisfaction (JS). Studies on Human Resource Planning Practice (HRPP) and Academic Staff’s Performance (AcSP) exclude HRPP descriptors like: Business and Scenario Planning; Demand Forecasting; Supply Forecasting; Forecasting Future Requirements and Action Planning. Recruitment Practice (RP) indicators like: Examining Vacancy; Locating, Making Contact and Attracting Candidates are not comprehensively investigated in the same way as Selection Practice (SP) descriptors like: Candidates’ Assessment; Choice and Offer of Employment. Academic Staff’s Performance (AcSP) indicators like: Quality of Teaching and Learning; Research and Publication; Administration and Responsibilities; and Community Engagement are ignored. Studies on JS/AcSP relationship fail to comprehensively investigate facets of JS like: Achievement; Recognition; Responsibility; Advancement Opportunity; Work Itself and Working Conditions; Comfort With Pay and Benefits; and Company Policy and Administration. Most studies relating HRP, RP and SP to Employee Performance (EP) demonstrate that they account for <60% variation in EP. <100% variance in EP thus possible moderation by JS whose interaction has previously been investigated variously using variables other than current ones. While JS has theoretical relationship with ERP and EP, its moderating influence on relationship between ERP and the AcSP in Kenyan public universities (KPUs) has not been empirically demonstrated, hence this study. Specific objectives were to: establish influence of HRPP on AcSP; determine influence of RP on AcSP; assess influence of SP on AcSP; examine the influence of JS on AcSP; and to establish moderating influence of JS on relationship between ERP and AcSP in KPUs. Anchored on Decision Making Theory and supported by Resource Based View; Human Capital Theory; and Two-Factor Theory, the study adopted cross-sectional correlational study design with a target population of 1,653 in 14 chartered public universities established between 2009 and 2019 that were chosen due to staffing challenges therein. Multi-stage sampling technique yielded a final census of 158 academic heads of departments having used 20 in piloting. KPUs which experience greater quality challenges comprise 72% of total university academics. Primary data was collected using semi-structured questionnaire while secondary data obtained from relevant secondary sources. Using Cronbach’s α, the questionnaire was consistent at 0.796 (SD=0.067). Content validity was ensured by reviewing literature within study concepts and corroborated by experts. Pearson’s r revealed that all items were valid (construct) except one that was excluded from final analysis. Multiple regression analysis revealed that the four variables were significant predictors of AcSP and accounted for variations as follows: HRPP =F(4,131)=21.650, p=.000, (Adjusted R2=.380); RP=F(2,133)=9.890, p=.000, (Adjusted R2=.116); SP=F(2,133) =24.226, p=.000, (Adjusted R2=.256) and JS=F(7,128)=78.929, p=.000, (Adjusted R2=.802). JS explained 1.4% variance in the ERP/ AcSP relationship (ΔR2=.014, ΔF (1,132) =11.158, p=.001). HRPP, RP and SP significantly influenced AcSP. JS moderated ERP/ AcSP relationship. This implies that KPUs can enhance (AcSP) by effectively acquiring and putting in place effective JS measures since ERP and JS work complementarily. Findings will benefit HRM practitioners and management of public universities in policy formulation and practice. Scholars will gain knowledge and premise future research on these findings. Performance of Academic Staff will be enhanced with the implementation of the study’s recommendations. It is recommended that KPUs intensify the following aspects of ERP and JS since they significantly influenced AcSP in KPUs: Demand Forecasting and, Forecasting of Future Requirements and Action Planning; Examining Vacancy; Candidates Assessment and, Candidates Choice and Offer of Employment; Job Satisfaction of Academic Staff having effectively acquired them. | en_US |
