Reward Management and Employee Quality of Work Life in Public Health Facilities: Evidence from Machakos County Government, Kenya
John Manesa Mule *
Machakos University, Kenya.
Selerina Samba Mwaruta Wanjau
Machakos University, Kenya.
James Karau
Machakos University, Kenya.
*Author to whom correspondence should be addressed.
Abstract
Reward management is a key HRM practice that influences employee satisfaction, motivation, and performance by shaping how valued employees feel within an organization. In Kenya’s public health sector, inadequate rewards and poor HR implementation lower morale and negatively impact quality of work life and service delivery. This study examined the influence of reward management on employee Quality of Work Life (QWL) in public health facilities under Machakos County Government, Kenya. A descriptive survey research design was adopted, and data were collected from 195 healthcare workers using structured questionnaires measured on a five-point Likert scale. Reliability of the instrument was confirmed using Cronbach’s Alpha, with reward management (α = 0.81) and Quality of Work Life (α = 0.84) indicating good internal consistency. Ethical standards were upheld through informed consent, voluntary participation, and assurance of confidentiality and anonymity of respondents. Data were analyzed using descriptive statistics, analysis of variance (ANOVA), and ordinal logistic regression. The findings indicated that reward management was moderately rated (M = 3.74, SD = 1.12), reflecting a generally positive but varied perception among employees. ANOVA results showed significant differences in perceptions of reward management across employee categories, indicating variability in how reward practices are experienced within public health facilities (p < 0.05). Further, ordinal logistic regression analysis revealed that reward management had a statistically significant positive influence on employee Quality of Work Life (OR = 1.68, 95% CI [1.36, 2.59], p < .001), implying that a one-unit increase in reward management increases the odds of higher QWL by 68%. The results demonstrate that fair compensation, promotion opportunities, recognition, and allowances significantly enhance employee satisfaction, motivation, and commitment. The study concludes that strengthening reward management practices is essential for improving employee well-being and service delivery in public health institutions. It recommends the implementation of fair, transparent, and timely reward systems within county governments to enhance workforce performance and overall healthcare outcomes.
Keywords: Reward management, quality of work life, public health sector, human resource management, Kenya