The Impact of Effective Leadership on Employee Motivation and Job Satisfaction in Kenya

Abstract

Purpose: The study was to investigate the impact of effective leadership on employee motivation and job satisfaction in Kenya.

Methodology: The study adopted a desktop methodology. Desk research refers to secondary data or that which can be collected without fieldwork. Desk research is basically involved in collecting data from existing resources hence it is often considered a low-cost technique as compared to field research, as the main cost is involved in executive's time, telephone charges and directories. Thus, the study relied on already published studies, reports and statistics. This secondary data was easily accessed through the online journals and library.

Results: The literature review indicates that effective leadership, specifically transformational leadership, positively impacts employee motivation and job satisfaction in Kenya's public and private sectors. Perceived organizational support, self-efficacy, and effective communication also contribute to employee well-being. However, there are methodological gaps in existing research, emphasizing the need for more rigorous research design and methodology. Further research is needed to investigate the impact of effective leadership on employee motivation and job satisfaction in Kenya and to develop evidence-based policies and interventions aimed at improving employee well-being and organizational performance.

Unique Contribution to Theory, Practice and Policy: This study emphasizes the impact of effective leadership, specifically transformational leadership practices, perceived organizational support, self-efficacy, and communication, on employee well-being and organizational performance in Kenya. The study identifies methodological gaps in the literature and suggests the need for more rigorous research designs. These findings can inform evidence-based policies and interventions to improve employee motivation and job satisfaction in Kenya. Organizations should adopt transformational leadership practices and provide a supportive work environment, while policy makers should prioritize the development of effective leadership training programs and policies that promote employee well-being and organizational performance. This study provides a theoretical framework and practical insights for future research and policy development.