Employee Engagement and Performance of Law Courts in Kenya. A Case of Milimani Law Courts in Nairobi
DOI:
https://doi.org/10.47941/jbsm.2562Keywords:
Cognitive Engagement, Emotional Engagement, Physical Engagement, and Court PerformanceAbstract
Purpose: This study investigates the relationship between employee engagement and the performance of Milimani Law Courts in Nairobi, Kenya, addressing a significant gap in understanding judicial performance in developing countries.
Methodology: The study employed a descriptive research design, targeting a population of 631 individuals, including Judicial Officers, Court Assistants, Administrative Staff, and Legal Professionals. Stratified and random sampling techniques ensured a representative sample, while purposive sampling captured key stakeholder insights. Data collection utilized structured questionnaires comprising both open- and closed-ended questions.
Findings: Data analysis using SPSS revealed strong internal consistency for all variables: Cognitive Engagement (α = 0.879), Emotional Engagement (α = 0.874), Physical Engagement (α = 0.843), and Court Performance (α = 0.835). Regression analysis indicated that the three engagement factors collectively explained 97.3% of the variability in performance (R² = 0.973). The ANOVA results confirmed the model's significance (F = 1013.714, p < 0.001). Among the factors, Cognitive Engagement had the most significant impact on performance (B = 0.706, p < 0.001), followed by Emotional Engagement and Physical Engagement. The study concluded that a supportive and effective work environment, combined with transformational leadership, is critical to enhancing employee engagement and judicial performance.
Unique Contribution to Theory, Practice and Policy: Recommendations include improving working conditions, optimizing workload management, and empowering employees through targeted decision-making and training initiatives. Future research should explore the long-term effects of cognitive, emotional, and physical engagement factors on judicial performance, focusing on their sustained impact on employee morale, retention, and productivity. Specific interventions, such as tailored training programs, workload management strategies, and leadership development initiatives, should be investigated to provide actionable insights into optimizing engagement. Longitudinal studies can assess how these measures influence the judiciary’s effectiveness over time, identifying best practices for scaling improvements across other courts in Kenya and similar contexts. By deepening the understanding of organizational behavior in judicial settings, such research can advance strategies to enhance court efficiency and justice delivery in developing countries.
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Copyright (c) 2025 Wilson Rabong’o, Prof. Allan Kihara
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