Health management is increasingly gaining momentum not only in Kenya but across the
region. Previous results have indicated that medical officers tends to move from one
healthcare firm to the other. Further, the ever increasing nurses and doctors’ strike in the
health sector in Kenya is a clear indication that there is a gap that need to be filled so as to
improve the contribution of the influence of employees’ engagement on their job satisfaction
in the healthcare organizations, not only in public but also private healthcare facilities. The
purpose of the study was to assess the influence of employee engagement on job satisfaction
at MP SHAH Hospital. The specific objectives were to identify the influence of employee
reward, training and retention on job satisfaction. The study was supported by social
exchange theory and McClelland’s theory of need. The research design was descriptive and
cross-sectional survey. Target population for the study was 46 respondents which were made
up of 20 medical officers and 26 senior and middle managers. The sample size of the study
therefore was 46 respondents which was determined using non-probability convenience and
snowball sampling methods. Structured questionnaires were used to gather primary data for
the study. Data analysis was done using SPSS software as well as quantitative technique and
multiple regression model was established to show the correlation and relationship between
employee engagement and job satisfaction. On the first objective of the study, the study
results showed that there is insignificant negative relationship between employee reward and
job satisfaction. Moreover, the study established an insignificant positive relationship
between employee training and job satisfaction. The study findings also established that
employee retention statistically and significantly influences job satisfaction among medical
officers with a strong positive correlation coefficient value within level of significance. The
study recommend that the management of the hospitals should also pay much emphasis to
employee engagement as a management tool that can be used to enhance job satisfaction in
the hospital. Quality medical service delivery is key in any healthcare organization. Having
frustrated medical officers therefore can affect the goal and objective of the health facility
and as a result, the welfare of the medical officers must be considered at all times. The study
also recommends that another study undertaken on the same study but on different sector, or
in public health sector which has experienced rampant medical strikes for the last three years.
In addition, other forms of employee engagement mechanisms should also be researched on
in the future study since the variables used in the study as types of employee engagement
techniques may not be the only ones. The study therefore concluded that employee retention
had a statistical significant positive relationship with job satisfaction, employee reward had
insignificant negative relationship with job satisfaction whereas employee training had
insignificant positive relationship with job satisfaction.