Idealized Influence and Employee Performance in Water Works Development Agencies in Kenya

This study sought to examine the effect of idealized influence on employee performance in water works development agencies (WWDA) in Kenya. It was guided by Transformational Leadership Theory. A descriptive research design and positivist research paradigm was adopted. The population of this study was the 7 Water Works Development Agencies (WWDAs) while the unit of observation was 450 staff in the organizations. Krejcie and Morgan were used to determine the study sample size of 207 respondents. This study employed stratified random sampling in selecting the sample. The study used primary data collected using a semi structured questionnaire. Data analysis was done using Statistical Package for Social Sciences (SPSS) computer software version 26. Qualitative data collected was analyzed using content analysis and presented in prose form. Quantitative data was analyzed using descriptive and inferential statistics. Descriptive statistics included mean, standard deviation, frequencies, and percentages. The study also computed correlation analysis to measure strength and the direction of linear relationship between variables. Multiple regression models were fitted to the data to determine how the predictor/independent variables affect the response/dependent variable. The study further used hierarchical multiple regression models to measure the moderating effect of legal framework. The findings were presented in tables and figures. The study found that idealized influence has a positive and significant relationship with employee performance in WWDA in Kenya. On moderator, the study found that legal framework has positive significant moderating effect on the relationship between idealized influence and the employee performance in WWDA in Kenya. Based on the findings of this study, it is recommended that WWDA should enhance idealized influence among their leaders to improve their performance. This can be achieved by developing a leadership style that exhibits strong ethical and moral values, and by consistently practicing what they preach. Leaders should also be seen as role models, which can inspire their subordinates to emulate their behavior. Additionally, there is a need to establish effective legal frameworks that ensure transparency, fairness, and accountability in the management of public infrastructure projects, particularly those related to water service delivery. Further studies should explore the impact of other factors such as technology, funding, and political will influence employee performance in WWDA in Kenya.