MODERATING EFFECT OF ORGANIZATION CULTURE ON THE RELATIONSHIP BETWEEN TALENT CAREER MANAGEMENT AND EMPLOYEE PERFORMANCE IN INSURANCE COMPANIES, KENYA
Abstract
Purpose of the Study: This study sought to examine the moderating effect of organization culture on the relationship between talent career management and employee performance in insurance companies in Kenya.
Research Methodology: The study was anchored on Human Capital Theory. The study adopted explanatory research design. The study was conducted in 4 insurance companies in Kenya. The target population of the study comprised of human resource managers, sales managers and sales agents. The sample size was 4 human resource managers, 4 sales managers and 377 sales agents. The sample size was obtained by stratified, simple random sampling and purposive sampling techniques. Questionnaire and interview schedule were used to collect data.
Results of the study: Data was analyzed using descriptive and inferential statistics and presented in tabular form. Data was subjected to Hierarchical regression model. From Hierarchical regression model results talent career management accounted for 44.6% (R2 = 0.446) of the variance on employee performance, with moderator organizational culture explaining 49.4% (R2 = 0.493) of the variance and the interaction of career management and culture (CM*OC) explained 50.9% (R2 = 0.509) of the variance in employee performance in insurance companies. The regression coefficients indicated that career management (β = 0.484, P =0.000), organization culture (β=.174, P=0.000), were positive and statistically significant predictors of employee performance in insurance companies. The regression coefficients of interaction between career management and organization culture on employee performance (β =- 0.143, P =.002) was negatively significant. Therefore, organization culture had a significant moderating effect on the relationship between talent career management and employee performance in insurance companies.
Conclusion and policy recommendation: The study concludes that talent career management had a statistically significant positive impact on worker performance in Kenyan insurance companies. Organization culture had a significant moderating effect between talent career management and employee performance in insurance companies. The study recommends that managers of insurance companies wishing to maintain superior employee performance should put in place mechanisms to support career management. Firms should design career plans for their employees which will increase employee morale, motivation and at same time reduce employee turnover.
Key words: Career Management, organization culture, Employee Performance, Insurance companies.
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