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The study aims at examining the determinants of employee service delivery at the County Government of Elgeyo Marakwet. The study was guided by the following specific objectives; the effect of employee training on employee service delivery at Elgeyo Marakwet County, the effect of employee competence on employee service delivery at Elgeyo Marakwet County, the effect of organizational leadership on employee service delivery at Elgeyo Marakwet County and the effect of organizational culture on employee service delivery at Elgeyo Marakwet County. The researcher used a descriptive research design. The study targeted 2,400 employees of Elgeyo Marakwet County. Yamane’s (1967) formula will be used to determine the sample size. A sample of 342 employees were chosen to achieve the study objective. The study used stratified random sampling to group the respondents into strata and simple random sampling to pick the respondents from the strata. A pilot study was conducted in Uasin Gishu County so as to test reliability and validity of the instruments for collecting data. Content validity test was done to test validity of the questionnaires while Cronbach’s alpha coefficient was performed to test the reliability of the research instrument. Self-administered questionnaires were issued to collect data. Analysis of data will be performed using inferential and descriptive statistics and presented by use of charts, tables and graphs. Study findings were significant to the employees of Elgeyo Marakwet since it provided a framework for development of effective program of employee’s motive that led to improved job satisfactory, leading to high performance, profitably and ultimately success of Elgeyo Marakwet. The study found that a unit increase in training corresponded to a .207 increase in employee service delivery, while a similar increase in employee competence yielded a .316 rise, increases in organizational leadership and organizational culture were associated with .301 and .271 increases, respectively. The study recommended that the county to continue investing in training initiatives, particularly in induction programs and frequent training sessions, to nurture employee talent and support career advancement and also the county should foster a culture of continuous learning and development within the organization so as to build upon the strengths identified in employee competence and service delivery.
Mosop et al. (Fri,) studied this question.