Employee assistance programs and performance of public Hospitals in Nairobi county

Abstract

Employee Assistance Programs are interventions designed by organizations to support employees in overcoming personal and work-related challenges that affect health, productivity, and overall well-being. This study examined the effect of employee assistance programs on the performance of public hospitals in Nairobi County. Specifically, the study assessed the influence of medical provision programs, staff professional development initiatives, housing assistance programs, and time-off policies on employee performance. The study was anchored on Expectancy Theory, Social Exchange Theory, Psychological Contract Theory, and Herzberg’s Two-Factor Theory. A descriptive survey research design was adopted, targeting six major public hospitals in Nairobi County. A sample of 238 respondents was selected through stratified random sampling, with data collected using structured questionnaires. Instrument reliability was confirmed through Cronbach’s alpha, yielding values above the 0.7 threshold. Diagnostic tests including normality, multicollinearity (VIF < 10), heteroscedasticity (p = 0.12), autocorrelation (Durbin-Watson = 1.535), and linearity confirmed that the dataset met the assumptions of regression analysis. Correlation analysis indicated that staff development (r = 0.318, p < 0.05), housing assistance (r = 0.353, p < 0.05), and time off duty (r = 0.378, p < 0.05) were positively and significantly associated with employee performance, whereas medical provisions (r = 0.05, p > 0.05) showed no significant relationship. Regression results showed that the model explained 18.6% of the variation in employee performance (R² = 0.186). ANOVA results confirmed that the model was statistically significant (F = 9.869, p < 0.05). The regression coefficients revealed that time off duty had a significant positive effect on employee performance (β = 0.316, p = 0.001), while medical provisions, staff development, and housing assistance had statistically insignificant effects. The study concluded that time off duty is a critical driver of employee performance in public hospitals, suggesting that policies that enhance work-life balance significantly improve productivity. Although medical provisions, staff development, and housing assistance had positive but insignificant effects, their improvement could further boost performance outcomes. These findings contribute to understanding the strategic value of EAPs and provide actionable insights for hospital administrators and policymakers seeking to improve healthcare service delivery through employee-centered support programs.