EFFECT OF PERFORMANCE EXPECTANCY ON EMPLOYEE ACCEPTANCE RATE OF HUMAN RESOURCE ANALYTICS IN LICENSED MICROFINANCE INSTITUTIONS IN NAIROBI, KENYA
Abstract
Purpose of the Study: This study examined the effect of performance expectancy on employee acceptance rate of human resource analytics (HRA) in licensed Microfinance Institutions (MFIs) in Nairobi, Kenya.
Statement of the Problem: Use of HRA contributes to business value, the key question is, how does performance expectancy affect employee acceptance rate of HRA in licensed MFIs? So far, no single researcher has answered this question in the local context.
Methodology: This study adopted descriptive cross-sectional survey design. The target population for the study was 500 human resource professionals working in 13 Licensed MFIs in Nairobi County, Kenya. Stratified simple random and purposive sampling were used as study sampling methods to obtain a sample of 222 respondents. Both descriptive and statistical analytics were used in data analysis. Multiple linear regression analysis was done to determine whether performance expectancy, individually or together with other factors predicted the dependent variable.
Results: Findings show that performance expectancy has a high statistically significant positive influence on employee acceptance rate of HRA (R = 0.754, p = 0.00, β = 0.855, p = 0.000).
Conclusion and Recommendation: Due to this, the study recommends that MFIs train employees on analytics and align data analytical tools with other management systems as this will increase the perceived usefulness of HRA hence aiding with acceptance and use. This will consequently increase the competitive advantage of their organizations.
Keywords: Performance expectancy, Employee Acceptance Rates, Human Resource Analytics and Licensed Microfinance Institutions.
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