The effect of communication tools on employee performance in public universities, Kenya

This research investigated how communication tools impact employee performance in public universities across Kenya. The study was grounded in two theoretical frameworks: the Job DemandsResources (JD-R) Model and the Social Exchange Theory. A cross-sectional research design was employed to gather data from a target population comprising 26,630 employees across Kenyan public universities. The sample size, determined using Krejcie and Morgan’s formula, consisted of 384 respondents. The sampling procedure involved stratified sampling to categorize respondents into teaching and non-teaching staff, followed by proportionate allocation within each stratum, and finally, simple random sampling was used to select participants from each group. Data analysis involved both descriptive and inferential statistics. Descriptive analysis included the use of means, standard deviations, and percentages, with results presented in tables and charts. For inferential analysis, linear
and multiple were conducted to examine the strength and nature of the relationships between
communication tools and employee performance. The results demonstrated that communication tools
significantly and positively influenced employee performance, as shown by a correlation coefficient
(R) of 0.725 and a coefficient of determination (R²) of 0.526. These findings indicated a strong,
positive relationship, leading to the rejection of the null hypothesis initially proposed by the study.