Abstract
The provision of paid leave and time-offs are practices in human resource administration that aims at reducing burnout, stress as well as family-work conflict. Thus, provision of leave allows an employee to recuperate from the daily pressure of work. However, in the education sector in Kenya, information concerning administration of leave policies to teachers is not clear. In some counties such as Homa Bay in Kenya, secondary school teachers are faced with problems such lesson overload, inadequate time-offs for sick and lactating teachers, and inadequate bereavement leaves. The number of teachers seeking for transfer has also increased over the years. The purpose of this study was to analyse the influence of adherence to leave policies by school administration on performance of teachers in public secondary schools in Homa Bay County. Specific objectives were to determine the level of teachers’ performance and to establish the influence of provision of leave on performance of teachers. The study employed descriptive survey design. Target population comprised a total of 257 principals and 2,231 teachers. Yamane’s formula was used to calculate 292 teachers and 22 Principals from whom data was collected using questionnaire and interview schedule respectively. The study found that adherence to leave policies (F = 66.488 ; P = 0.0) as a significant predictor of teachers’ performance abeit with a low contribution (21.8% or R2 =0.218) change in teacher performance. It is concluded that adherence to leave policies do not provide adequate satisfaction to elicit effort towards enhanced performance among secondary school teacher.
Highlights
Secondary schools; 1.1 Introduction Employees are increasingly subjected greater job demand and are called upon to be available to work all hours a day and most days a week for the purposes of enhacing performance (Ostoj, 2019)
This notion is central to achieving sustainable development goals (SDGs) globally, in particular, goal 3, which is about good health and wellbeing (KPMG, 2017)
Despite the measures and interventions by the government and individual schools to address the problem of work life balance among the teacher in Homa Bay County, teachers still experience conflict as regard the teaching job and the individual life as they continue to look for the kind of life they desire
Summary
Secondary schools; 1.1 Introduction Employees are increasingly subjected greater job demand and are called upon to be available to work all hours a day and most days a week for the purposes of enhacing performance (Ostoj, 2019). Balancing between taking care of the family and undertaking work duties becomes a source of conflict many families in the contemporary institutional management continuum (Nwagbara, 2020) This notion is central to achieving sustainable development goals (SDGs) globally, in particular, goal 3, which is about good health and wellbeing (KPMG, 2017). It was imperative to explore how adherence to leave policies by the school administration has influenced performance of teachers This was critical especially in areas such as Homa Bay County in Kenya with numerous cases of teacher turnover and of identifies trained, experienced and motivated teachers amongst other factors, as critical resource for quality education. Homa Bay County has in the recent period witnessed numerous incidents of absenteeism and lateness to school in disregard to official reporting time This has been rampant especially with young female teachers who are often off school attending to family issues.
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