Influence of Intellectual Capital on Job Satisfaction in Selected Food Manufacturing Firms in Kenya
DOI:
https://doi.org/10.58425/ijeib.v3i1.373Keywords:
Knowledge management, intellectual capital, human capital, structural capital, relational capital, job satisfactionAbstract
Aim: This study aimed to determine the relationship between intellectual capital and job satisfaction in selected food manufacturing firms in Kenya.
Methods: The study adopted an explanatory research design with a stratified sampling technique. A sample of 370 respondents was obtained, using Yamane’s (1967) formula, from a target population of 11456 employees from 45 firms. A pilot study was conducted covering 40 respondents from 8 firms. Data were collected through a 5-point Likert-scale questionnaire using a drop-and-collect approach and analyzed in SPSS v24 for both descriptive and inferential statistics.
Results: The findings indicate a statistically significant positive relationship between intellectual capital and job satisfaction at tcal=15.262>tcrit=1.96 at p=0.000. Therefore, the null hypothesis that intellectual capital has no significant effect on job satisfaction was rejected. The regression outcome of β=0.678, p=0.000 indicated that a unit enhancement in intellectual capital results in job satisfaction enhancement by 0.678 units.
Conclusion: These results highlight the strategic role of intellectual capital in shaping workforce satisfaction, reinforcing the need for targeted investment in knowledge-based resources in the manufacturing sector.
Recommendations: To optimize job satisfaction at the firm level, human resource and ICT managers should consistently ensure the adequacy of human and structural capital. The head of marketing, in collaboration with production portfolio managers, must address relational capital needs, while the head of finance secures budgetary allocations for the acquisition, installation, and maintenance of activities supporting intellectual capital. Additionally, the HR head, together with portfolio managers, should facilitate targeted employee training and development to promote career growth, enhance job satisfaction, and ensure the effective and efficient use of intellectual capital, ultimately boosting organizational productivity and performance.
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