Abstract
Low employee commitment has been a prevalent issue within the National Police Service (NPS), often leading to negative consequences such as low morale, poor service delivery, and public distrust. Therefore, this study sought to determine the mediating effect of employee wellbeing on the relationship between recruitment and selection on employee commitment of National Police Service in Uasin Gishu County, Kenya. The study was guided by Ability motivation opportunity theory. This study adopted explanatory research design. The sample size of 328 for this study was calculated based on Yamane’s formula. The researcher used a questionnaire as research instrument. A pilot study was conducted in national police service in Nandi County. Quantitative data collected using the questionnaires for all the objectives were analysed using descriptive statistics that is frequency, percentages, mean and standard deviation. Inferential analysis was carried through correlation and multiple regression analysis. Analyzed data were presented in form of tables and charts. The study findings revealed that the effect of recruitment and selection practices on employee commitment through employee wellbeing is 0.3041, indicating that for every standard deviation increase in recruitment and selection practices. The study concluded that improving recruitment and selection practices can lead to higher levels of employee wellbeing, which in turn can enhance employee commitment. The study recommended that organizations should focus on improving recruitment and selection practices to enhance employee wellbeing and ultimately increase employee commitment.
Published Version
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