Bio

Dr. Medina Halako Twalib

Medina Halako Twalib, PhD is a prolific writer majoring mainly in Management issues specifically Human Resource Management.

Having worked at the University as a lecturer Dr. Twalib has excellent communication and social skills.

Publications


Forthcoming

Twalib, MH.  Forthcoming.  Rules of Engagement. Abstract

Organizations are striving to find better ways of engaging their employees since many organizations have released that employees are the most important resource for achieving their goals. This study’s objective was to find out the factors affecting employee engagement at jubilee insurance. Descriptive survey was used as a research design and questionnaires distributed to the 175 respondents from a population of 580. Factor analysis was used to analyze the data and the results indicated that four major factors influence employee engagement. It is recommended that managers should ensure they have a good relationship with employee and encourage teamwork in the organization.

Twalib, MH.  Forthcoming.  AN INGRATIATORS QUANDARY: A CLOSER LOOK AT THE EFFECTS OF THE DIMENSION OF INGRATIATION ON THE TARGET. Abstract

The objective of this study was to find out which of the dimensions of ingratiation has more effect on the target person. Studies have indicated that some employees who succeeded in organizations were not necessarily the best ones for the company, but were those who were most skillful at flattering their superiors.Perhaps the most basic factor related to successful ingratiation is the specific tactic used to increase liking. Literature is unclear on which of the dimensions would yield more results or whether if they are used together will yield more results to the target person than individually.It was hypothesized that there is no significant difference in using any of the dimensions to the target person. The study further hypothesized that there is no difference on the effect of the dimensions whether used individually or jointly. The study used a descriptive survey of a population of 169employees responding to statements about their use of the three dimensions of ingratiation. Primary data was collected using self-administered structured questionnaires. Data was analyzed using one and two-way ANOVA and the response rate was 72.2%. The results showed that opinion conformity has the highest significant mean among the three strategies followed by other enhancement and lastly self-presentation.The findings of the study also indicated that the three strategies cannot be applied at one go. It is recommended that employees should ensure application of these ingratiation strategies one at a time. The paper suggests that more strategies can be considered in order to solve an ingratiators’ dilemma. These findings add significant value on both policy and practice.

Twalib, MH.  Forthcoming.  • Twalib, M.H. (2018). To Keep close or to Let Loose: Recipe for Sustainable Quality Dyad. . Abstract

The objective of this study was to determine the recipe of sustainable quality dyad. Leaders are known to consciously and sub consciously form two groups; in-group and outgroup members.Studies have shown that members of the in-group work overtime and perform extra duties and in turn,get favours from the leaders including career mobility and access to information, among other favours.Literature is unclear on how these groups are formed and this paper embarked on finding out the recipe of the formation and sustainability of a quality dyad. It was hypothesised that being a male member, trust and competence are not recipesof a high quality relationship. The study used a descriptive survey of a population of 19 leaders were responding to questions about their 169 employeeswho report to them directly.Primary data was collected using self-administered structured questionnaires.122 pairs of leaders and their direct reports was the response rate(72.2%). Descriptive statistics were used to analyse the data.The hypothesis wastested using logistical regression technique. The results showed that competence and trust arethe recipe for a high quality relationship. Masculinity, on the other hand, was not a recipe for a sustainable quality dyadic relationship. It is recommended that employees should ensure high level trustworthiness and competence for them to be kept close by the leader. The paper suggests that more variables can be considered as recipes for the quality dyadic relationship. These findings add significant value on both policyand practice.

Twalib, MH.  Forthcoming.  Storm in My Comfort Zone. DBA Africa Management Review. Abstract

The objective of this study was to analyse different situations about incidences where people found it difficult to change on different situations.Change has always been uncomfortable; it takes courage and time to accept it. Many models have been developed to assist in change management including Kurt Lewin’s model of change. Other authors have also indicated the importance of embracing change when it is appropriate. This paper sheds light on real life events and situations where change is due and employees in institutions are uncomfortable with it. The paper describes the different behaviors exhibited by different individuals in resisting change. Data was collected through recordings, interviews conducted with both the change agents, and in some instances with change champions. The paper concludes by elaborating the importance of change and its successes. The incidences were collected from different institutions of higher learning in Kenya.

2018

Twalib, MH, K'OBONYO PO.  2018.  EMPLOYEE JOB TENURE; AN ACCOLADE OR AN ABASH? International Journal of Innovation Research and Knowledge.. 3(3):11-21. Abstract

The objective of the study is to determine the effect of job tenure on employees’ career mobility. The study used a descriptive survey and a population study of 169 employees with a response rate of 122(72.2%). Primary data was collected using self-administered structured questionnaires. Descriptive statistics was used to analyze the data and the hypothesis formulated was analyzed using linear regression analysis. The results confirmed the hypothesis that job tenure influences employee career mobility (R2=.141, F=19.77, P≤0.05). The correlation coefficient for the model was 0.376 which also confirms that there is a positive but weak relationship between length of service and career mobility. The study recommends that employees who have served and organization for long should be considered for promotion this brings about employees loyalty and commitment to the organization. The paper suggests that other variables can be added in terms of moderating and mediating variables to strengthen the model.

Twalib, MH, K'OBONYO PO.  2018.  DOES KISSING UP TO THE BOSS PAY? International Journal of Innovation Research and Knowledge.. 3(3):1-10. Abstract

The objective of the study was to determine the influence of ingratiation on employees’ career mobility. The study used a descriptive survey and a population study of 169 employees with a response rate of 122(72.2%). This is considered sufficient as recommended by experts (Mugenda and Mugenda, 2009). Primary data was collected using self-administered structured questionnaires. Descriptive statistics was used to analyse the data and the hypothesis formulated was analysed using linear regression analysis. The results confirmed the hypothesis thatingratiation influences career mobility (R2=.944, F=2011.237, P≤0.05). The correlation coefficient for the model was 0.971 which also confirms that there is a strong relationship between ingratiation and career mobility. The study recommends that objective means of performance appraisals be established and followed by superiors to ensure fair and credible ways of career mobility to its employees. The paper suggests if the same study can be replicated in other organizations using a longitudinal research design.

2017

Twalib, MH, Magutu J.  2017.  INFLUENCE OF COMPENSATION ON EMPLOYEE TURNOVER. Influence of Compensation on Employee Turnover . 2(6):125-135. Abstractinfluence_of_compensation_on_employee_turnover.pdf

The main objective of the study was to determine the influence of compensation on employee
turnover and the hypothesis that emanated from this was stated as compensation influences
employee turnover. The study used a descriptive survey. From a target population of 65
employees a sample of 26employees was selected, which is 40% of the target population.
Primary data was collected using self-administered structured questionnaires. Descriptive
statistics was used to analyse the data and the hypothesis formulated was analysed using simple
linear regression analysis. The results confirmed the hypothesis that compensation influences
employee turnover (R2=.866, F=167.783, P≤0.05). The correlation coefficient for the model was
0.93 which also confirms that there is a strong relationship between compensation and employee
turnover. The study recommends that organizations should consider compensation as a strategy
of ensuring employee loyalty which will lead to competitive advantage of the organization. The paper suggests that the same study should be replicated in other larger organizations with more
population.

Twalib, MH, Lukio OA.  2017.  THE INFLUENCE OF GENDER ON ORGANIZATIONAL CITIZENSHIP BEHAVIOUR AT KENYA POWER . DBA Africa Management Review . 7 (2):215-227. Abstractpublished_ocb_article.pdf

Abstract
The main focus of the paper was determining the effect of gender on organizational
citizenship behaviour.The sub objectives emanated from this include to determine the
influence of gender on altruism, sportsmanship, courtesy and civic virtue. The study used a
descriptive survey and a population study of 200 employees with a sample of 80 employees
which is 40% of the total population as recommended by experts(Mugenda and Mugenda,
2009). Primary data was collected using self-administered structured questionnaires.
Descriptive statistics was used to analyse the data and the hypothesis formulated was
analysed using linear regression analysis. The results confirmed the main hypothesis that
gender influences organizational citizenship behaviour (R
2
=.167, F=13.869, P≤0.05). The
correlation coefficient for the model was 0.409 which also confirms that there is
anassociation between gender and organizational citizenship behaviour. The paper failed to
confirm the sub hypothesis that Female employees practice altruism than their male
counterparts. It failed to confirm thatMale employees practice more sportsmanship than
female employees. The other sub-hypothesis that female employees practice more courtesy
than their male counterpart was also confirmed. Civic Virtue was seen to be practiced
more with male employees than female employees. This sub hypothesis was confirmed. The
study recommends that managers should focus on integrating all the genders strong traits
for the benefit of the organization. The paper suggests if the same study can be replicated
in other organization.

2016

Twalib, MH, Kariuki MM.  2016.  INFLUENCE OF MOTIVATION ON EMPLOYEE PERFORMANCE AT TELKOM KENYA LIMITED. INTERNATIONAL JOURNAL OF BUSINESS, SOCIAL SCIENCES & EDUCATION . 2(11):421-431. Abstractinfluence-of-motivation-on-on-employee-performance.pdf

The objective of the study was to establish the influence of motivation on employee performance
at Telkom Kenya Limited. The study used closed ended questionnaires to collect primary data
through drop and pick later method. Descriptive statistics was used to analyze demographic
while simple linear regression was used to establish the influence of motivation on employee
performance. Findings were presented in tables. The results show that employee motivation
influences employee performance in Telkom Kenya Limited (R=0.92, p˂0.05). The results of the
regression analysis indicate that motivation has positive influence on employee performance,
which is statistically significant (R
2
= 0.85 at p-value<0.05).This means that enhancing employee
motivation positively improves employee performance. It’s an indication that employee
motivation is a significant predictor of employee performance in Telkom Kenya Limited. From
these findings it is recommended that employees’ promotion should be based on academic merit
and responsibilities and be done regularly to enable them move from one job group to the next.

2015

Odadi, W, Twalib MH, K’Obonyo P.  2015.  Organizational Restructuring Influences Employee Quit Decision Through Employee Dissatisfaction in Commercial Banks in Kenya. . International Journal of Research In Business and Technology. 6(2):794-801.
Odadi, W, Twalib MH, K’Obonyo P.  2015.  The Role of Employee Unmet Promises in the Relationship Between Organizational Restructuring and Employee Quit Decision in Commercial Banks in Kenya.. International Journal of Innovative Research and Studies. . 4(4):22-44.
Twalib, MH, Odadi W, K'Obonyo P, Ogutu M.  2015.  The Role of Employee Unmet Promises and Employee Dissatisfaction on the Relationship between Organizational Restructuring and Employee Quit Decisions in Commercial Banks in Kenya. . International Journal of Humanities and Social Sciences. 2(3):1-18. Abstractunmet_promises_and_disatisfaction.pdf

This study was aimed at investigating the antecedents and predictors of employee quit decision process during organizational restructuring. This was done by examining the nature of relationships between Organizational restructuring, perceived unmet expectations, dissatisfaction and quit decisions. The literature review revealed that a number of studies have been conducted on the predictors and antecedents of employee quit decisions. However, these studies did not examine any integration between them. The objective of this study was to explore the integrated relationship among organizational restructuring, employee quit decisions, dissatisfaction and perceived unmet promises (psychological contract violation). A sample of 375 was selected from a total population of 15,017 employees from c o m m e r c i a l banks in Kenya. A structured questionnaire with Likert-type statements anchored on a five- point scale ranging from “Not at all (1)” to “To a great extent (5)” was used to collect data. The study employed Pearson's Product Moment Correlation, Partial correlations and Step-wise Regression for data manipulation and tests of hypotheses. The findings of this study indicate that Organizational restructuring, perceived psychological contract violation and employee dissatisfaction have significant positive relationships with quit decisions. The findings also revealed that employee dissatisfaction and perceived unmet promises play a mediating role on the relationship between organizational restructuring and employee quit decisions.

Twalib, MH, K'OBONYO PO, Lukio OA.  2015.  Managing Employee Transition From Active Sports Career to Mainstream Work. International Journal for Innovation Education and Research. 3(6):81-90. Abstracttransition_management_paper.pdf

The objective of the study was to determine how Kenya Commercial Bank manages employee transition from
active sports to mainstream work activities of the bank.The methodology used in the study is cross-sectional
descriptive survey and questionnaires were used to collect data. The study found out that at the time of
employment, sportspeople are taken specifically to do sports and do not have any specified qualifications for
them except sports. The salaries of the sportspeople are determined by their academic qualifications and on
transition to mainstream activities their placements are also determined by the same academic qualifications
and also on availability of opportunities. The employees are taken for full time training and on job training is
done under supervision. The sportspeople are able to perform at their peak at a period of eight months. Most
of the sportspeople are placed as subordinates and clerical staff mainly because they do not have the minimal
qualifications required by the bank though, the bank helps them financially to further their studies. The study
also concludes that though slow, some employees eventually catch up in the mainstream work of the bank.

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