Main Article Content
The study delved the effect of industrial organizational psychology practices on organizational competitiveness in Kenya Power and Lighting Company Limited. Available literature indicates that the two variables under investigation correlate although with an irregular consistence on the account of practice in most organizations and Kenya Power is no exception. This served the researchers a favorable ground to hypothesize that organizational competitiveness is explained sufficiently not by the industrial organizational psychology practices. To guide this reasoning, the study thus adopted the following specific objectives; to establish the effect of talent management, work-life programs, work diversity and globalization on organizational competitiveness. The study further adopted a positivistic philosophical foundation which is based on real facts, objectivity, neutrality, measurement and validity. A true experimental quantitative survey and a content analysis for qualitative approach were employed. Questionnaires were administered on the employees of Kenya Power as it’s one of the key players in the energy sector in Kenya and the only firm where the problem under investigation seemed dominant. Findings were consistent with some reviewed literature despite having poor connotation with the status-quo in the company. All aspects of the independent variable scored highly implying that they are fit to explain a change in the dependent variable. Despite this empirical evidence, the practice on ground in the said company at the time of the study seemed inconsistent with the empirical data. Much as it is common sense to everyone in this company that organizational competitiveness strongly rely on the psychological mighty of the firm, the practice seems to suggest a different stance. This sends a very powerful message to Industrial Psychologists for their field is under siege, employers and employees seem to mind less about it despite its strong perceived relevance in predicting organizational success. The academic-practitioner divide is wide and thus the I–O psychology is much less likely to become more visible or more relevant to society at large or to achieve the lofty goals it has set for itself unless researchers, practitioners, universities, and professional organizations implement significant changes.
Schreuder D, Coetzee M. An overview of industrial and organisational psychology research in South Africa: A preliminary study. SA Journal of Industrial Psychology/ SA Tydskrifvir Bedryfsielkunde. 2010; 903(11):40-43.
Dipboye RL. The emerald review of industrial and organizational psychology. Emerald Publishing Limited; 2018.
Porter K. Nior. Evolution of human resource management; Longman, London; 2014.
Huczynski PY. Organizational behavior: A new perspective. Fountain Publishing House, Kampala, Uganda; 2013.
Landy FJ, Conte JM. Work in the 21st century. (5th edn.). Hoboken: John Wiley & Sons; 2007.
Moalusi DK. Understanding humans at the work place. Longman Publishing House, Nairobi Kenya; 2001.
Coetzee M. Psychology of retention. In Coetzee M, Schreuder AMG (Eds.), Personnel psychology: An applied perspective: Oxford University Press, Oxford; 2010.
Locke EA. Handbook of principles of organizational behavior: Indispensable knowledge for evidence-based manage-ment (2nd ed.); 2009.
Walt Trustfull. Personnel management. Prentice Hall Publishing House, India; 2014.
Emist, Young. Human resource paradox: Pearson Education, London; 2015.
Mosoba AM. The contribution of industrial – Organizational psychology to strategy implementation in the commercial bank of Africa. MBA Project, University of Nairobi; 2013.
Heartfield JM. Work in the 21st century: An introduction to industrial and organisational psychology. (4th edn.). New York: McGraw-Hill; 2012.
Chew J, Girardi A, Entrekin L. Retaining core staff: The impact of human resource practices on organizational commitment. Journal of Comparative International Management. India. 2015;5:8-12.
Kihara. A human resource model. International Journal of Human Resource Management. 2018;11:13-17.
Lukama Opio. Industrial psychology and organizational excellence. Journal of Business Management. 2010;6:31-35.
Porter FG. Theories of management. Longman Publishing House, London; 1980.
Kossek EE, Valcour M, Lirio P. The sustainable workforce. In Work and Wellbeing: Wellbeing: A Complete Reference Guide (Vol. III). USA: John Wiley & Sons; 2014.
Buchanan DA, Huczynski A. Organizational behaviour: An introductory text (5 edition). Harlow, England ; New York: Financial Times Management; 2013.
Rothmann HO. Personnel management: Kingston University Press; 2007.
Kidd JM. Exploring components of career well-being and the emotions associated with significant career experiences. Journal of Career Development. 2008;35(2): 166−186.
Arnold J, Cohen L. The psychology of careers in industrial and organisational settings: A critical but appreciative analysis. In Hodgkinson GP, Ford JK. (Eds), International review of Industrial and Organisational Psychology.. London: John Wiley & Sons. 2008;23:1−43.
Fugate, Knicki. Human psychology at the work place. H.K Publishing House South Africa; 2004.
Creswell JW. Research design: Qualitative, quantitative and mixed methods approaches. (2nd ed.). Thousand Oaks, London: Sage; 2003.
Cooper & Schindler. Industrial psychology; theory and practice: Thousand Oaks, London; 2011.
Mugenda OM, Mugenda AG. Research methods: Quantitative and qualitative approaches. African Centre for Technology Studies. Nairobi: Kenya; 2003.
Amin Martin. Social science research: Conception, Methodology and Analysis. Makerere University, Kampala Uganda; 2005.