Efficacy of Green Reward Management Practices on Workers’ Performance: Evidence from Public Universities in Western Kenya

Abstract

Few organizations in Kenya have implemented green-oriented practices, including public universities, which continue to experience internal wastage and suboptimal resource utilization amidst reduced government financial support for their operations. The role of green human resource management practices on academic staff performance in public universities remains relatively unexplored in Kenya. This study assessed the effect of green reward management practices on employee performance. Based on a positivist philosophy, and guided by the Ability, Motivation and Opportunity Theory, an explanatory research design was used to undertake the study on a target population of 438 employees holding top and middle level management positions in 11 public universities in the Western region of Kenya. From it, a sample size of 209 respondents was determined using Slovin’s sample determination method. Questionnaires were used to collect data. They were tested for reliability and validity before use. The collected Data was analyzed using descriptive and inferential statistics where correlation and multiple regression analysis was done using SPSS version 25.0. The results indicated that green reward management practices had a significant effect on the employee’s performance since the R-Square of 0.111 implied that 11.1% change in the employee’s performance was attributable to the green reward management practices which were significant on employees’ commitment to achieve set performance targets (t = 5.011, p<0.001). The study recommends that Public Universities should invest more resources towards green reward schemes to motivate staff to be sustainably productive.