Strategic Change Initiatives and Employee Job Satisfaction. A Case of Bishop Stuart University.

This study examined the influence of strategic change on employee job satisfaction within Bishop Stuart University's context, using a mixed-methods research design. The purpose of the study is to examine the effect of strategic change on employee job satisfaction in BSU. A total of 169 employees were targeted using stratified sampling, with 142 valid responses obtained (response rate: 84%). Quantitative data were analyzed using SPSS Version 20.0, employing descriptive statistics, exploratory factor analysis (EFA), Spearman’s and Pearson’s correlation coefficients, and hierarchical multiple regression to assess predictive relationships. In parallel, qualitative data were collected through semi-structured interviews and analyzed using thematic analysis to provide deeper insight. The findings revealed that job design and employee involvement were the most consistent and significant predictors across all job satisfaction dimensions. HR change policy had a more modest impact, primarily influencing turnover intentions. The combined effect of these variables, captured as strategic change, explained a significant proportion of variance in job satisfaction outcomes, with R² values exceeding 70% in final regression models. Qualitative findings echoed the quantitative trends, highlighting themes such as the importance of transparent communication, meaningful participation in decision-making, and perceived fairness in HR reforms. These results align with global scholarship in Strategic HRM, the Job Characteristics Model (Hackman & Oldham), and Herzberg's Two-Factor Theory. However, they also underscore contextual nuances such as policy implementation gaps. This research contributes to both theory and practice by validating the multidimensional impact of strategic Strategic change on job satisfaction. It offers practical recommendations for HR practitioners and policymakers aiming to enhance employee engagement, retention, and performance through inclusive, well-designed, and transparent HR interventions.