Influence of Job Rotation on Organizational Productivity: A Case of Mount Kenya University.

Human resource managers in most of the organizations are faced with challenges of attracting and retaining top notch employees within their organizations. Apart from attractive monetary compensation, leaves and job rotation as a method of employee retention least research has been done on the later. This study focused on influence of job rotation on organizational productivity at Mount Kenya University. Job rotation is one of the most important approaches of job design that quite a number of organizations are using to motivate, involve employees and train at different levels.  Recently Mount Kenya University has been experiencing high employee turnover. High staff turnover could be a result of practicing job rotation. The general objective of the study was to examine the influence of job rotation on organizational productivity; a case of Mount Kenya University. The specific objectives of the study were to establish how employee motivation affects organizational productivity at MKU, to examine effect of worker involvement on organizational productivity at MKU and finally to determine how training and development influences organizational productivity at MKU. The study reviewed the Herzberg (1957) two factor theory, Hackman and Oldham’s (1974) job characteristics theory and high performance work systems theory. The previous studies addressed job rotation from aspects of benefits received. Interestingly, job rotation is rarely viewed from challenges encountered and thus empirical research in this area is needed. The study used descriptive survey research design. The study targeted at least 1034 employees of Mount Kenya University. A sample size of 288 respondents was utilized which was estimated by Slovin’s formula. Probability sampling design was adopted for the study. The researcher used primary method of data collection by distribution of questionnaires. A pilot study was taken on 27 employees to test the reliability and validity of the questionnaire. The questionnaires and the accompanying cover letters assuring confidentiality was delivered to the Mount Kenya University management. Statistical package for the social sciences (SPSS) version 20.0.0 was used to analyze the data through descriptive statistics and regression analysis. The study found from regression model value of R square was 0.836. This shows that the variables tested explained 83.6% of the variations of the dependent variable. This result demonstrates that motivation, worker involvement and training and development are antecedents of organizational productivity. The results of the ANOVA test showed an F-statistic value of 74.995 with a p-value of 0.000 < 0.05 level of significance. This means that the model adopted in the study was significant and the variables tested fitted well in the model. The most important independent variable in the regression model was training and development since it had highest Beta value of 0.617 followed by worker involvement with 0.414 and lastly employee motivation with 0.295. The study recommended that employees should be recognized for their best performance so as to boost motivation. The study also recommended supervisors should seek consent from workers before decision making.