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The Motivation–Reward Paradox: Examining Employee Engagement as a Mediator in the Performance–Career Mobility Relationship within Kenyan Healthcare NGOs

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  • Asnath Bogonko Risper Keruboh
  • Harriet Jepchumba Kidombo
  • Mercy Gacheri Munjuri
  • Moses Otieno Machuki

Abstract

This study sought to find out whether the relationship between employee engagement and employee performance is indirect with perceived career mobility playing a mediation role in the case of the non-governmental organizations (NGOs) in Kenya. The study takes as its main theoretical reference the Expectancy Theory and the Ability–Motivation–Opportunity (AMO) framework and aims to tackle a paradox that has arisen in the case of donation-funded work environments: When people perform well and engage, they do not get promoted. The research philosophy adopted was positivist and the design of the study was cross sectional survey. 13 healthcare NGOs were surveyed which included 370 non-managerial employees. The Baron–Kenny mediation procedure was tested with OLS regression. Results showed that the relationship between employee performance and career mobility is significantly and positive (β= 0.426, p

Suggested Citation

  • Asnath Bogonko Risper Keruboh & Harriet Jepchumba Kidombo & Mercy Gacheri Munjuri & Moses Otieno Machuki, 2026. "The Motivation–Reward Paradox: Examining Employee Engagement as a Mediator in the Performance–Career Mobility Relationship within Kenyan Healthcare NGOs," European Journal of Business and Management Research, European Open Science, vol. 11(4), pages 1-7, July.
    • Handle: RePEc:epw:ejbmr0:v:11:y:2026:i:4:id:70474
    DOI: 10.24018/ejbmr.2026.11.4.70474
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