Masters Thesis and PhD Dissertations

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    ANTECEDENTS OF ETHICAL ISSUES IN POLICE RECRUITMENT IN KENYA: A CASE OF THE EMBAKASI POLICE TRAINING INSTITUTE
    (management university of africa, 2024-09) JULIET O. NYANGÁI
    The ethical issues surrounding police hiring in Kenya have raised concerns, primarily in regard to openness, equity, and following of the set hiring protocols. The integrity of the recruiting process has been weakened by a number of complaints directed against the Kenya Police Service, including claims of partiality, corruption, and a lack of accountability. These moral dilemmas impact public confidence in law enforcement agencies in addition to making it more difficult to choose competent applicants in a fair and reasonable manner. Although recruiting and selection procedures, procedural guidelines, and a legislative framework aimed at maintaining ethical standards are in place, it is still unclear how successful these systems are. Using the Embakasi Training Institute as a case study, this paper examines the causes of ethical problems in police recruitment. The specific objectives of the study were to evaluate the effects of the indirect procedural guidelines on ethical issues in police recruitment in Kenya, to determine the effect of recruitment and selection policies on ethical issues in police recruitment in Kenya, to investigate the effect of recruitment strategies on ethical issues in police recruitment in Kenya and to examine the effect of the legal framework on ethical issues in recruitment at the Kenya police service. The study was based on three theories, which are the Attribution Theory Institutional theory and Implicit Personality theory. This study was anchored on Institutional theory as the key theory because of its emphasis on the deeper and more resilient aspects of social structure. The researcher used descriptive research design. The study's target population was 200 police officers and staff involved in the recruitment process at Embakasi Police Training institute. The sample size was 100 staff of Embakasi Police Training. Data was collected using structured questionnaires which were distributed to the sampled respondents at Embakasi Police Training institute. The questionnaires were collected within one month. The collected data was analyzed using descriptive and inferential statistics with help of SPSS. The findings were then presented using tables and charts. From the analysis of the filled questionnaires, it was found that there is adherence to recruitment policy and code of ethics during recruitment at the Kenya Police Service as such indirect procedural guidelines influence ethical police recruitment at the Kenya Police force in Embakasi. The study also found that recruitment strategies put in place by the Kenya Police force affect the ethical police recruitment in Kenya. The study then concluded that indirect procedural guidelines, recruitment and selection policies, recruitment strategies and legal framework all significantly affect ethical recruitment at the Embakasi Police Training Institute. From the study it is recommended that recruiting agencies should put in place procedural guidelines, recruitment and selection policies and strategies to enhance ethics in recruitment. The findings of this study will be beneficial to policy makers, academicians and researchers. The findings will also be of benefit to the recruitment practice in public and private organizations. The findings will inform policymakers on the need for policy changes and implementation of ethical recruitment practices in the police service.
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    ASSESMENT OF DISASTER RISK MANAGEMENT SYSTEM ON DISASTER RESILIENCE OF KENYAN COUNTIES: A CASE OF BARINGO COUNTY
    (management university of africa, 2024-10) ABDUSHAKUR KHATIB LENDAPANA
    Despite all the disaster risk management measures that are in place, disasters have continued to rock Baringo County. This research aimed at assessing effect of disaster risk management systems on disaster risk resilience of Kenyan counties, using Baringo County as case. Specifically, the study aimed at; to determine the effects of disaster risk awareness on disaster risk resilience in Baringo County, to examine the effects of disaster risk governance on disaster risk resilience in Baringo County, to assess the effects of risk reduction measures on disaster risk resilience in Baringo County and to examine the effect of disaster preparedness measures on disaster risk resilience in Baringo County. System Theory, Institutional Theory and Stakeholder Theory was used as the theoretical framework underpinning the study and employed a cross-sectional case study method. A total of 405 officers were targeted who work in sectors with responsibility in disaster risk management within Baringo County comprising of Directorate of DRM, department of Agriculture and Livestock, Water, Health and Nutrition, Fire, Security and peace building and NGOs/Development partners implementing Disaster Risk Reduction initiatives at the county level. A stratified random sampling was used to get the research subjects. Data collection was done using structured questionnaire. The quantitative data collected was analyzed quantitatively by use of descriptive and inferential statistics with the aid of SPSS software version 27. A multiple regression model was applied to demonstrate the association between the independent variables and the dependent variable of disaster risk resilience, and the results was presented in tables, charts and bars. Overall, the study findings showed that there exists a strong positive relation between the independent and the dependent variables as shown by R = 0.799 and R2 = 0.638 this means that 64% of variation in disaster risk resilience is explained by changes in all the independent variables. The level of significance was <0.000 thus the overall regression model significantly predicted the dependent variables. the findings also showed that disaster preparedness measures were the predictor that most effects disaster risk resilience in Baringo County with Unstandardized coefficient (β) value of .479 followed by disaster risk reduction measure with β of .205. Disaster risk awareness was the least significant determinant of disaster risk resilience in Baringo County with Unstandardized coefficient β of .047. This study recommends that Baringo County government and its partners need to continue strengthening investment in all four independent variables as evident has shown they play complimentary role in addressing disaster risk resilience.
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    AUTHENTIC LEADERSHIP AND ORGANIZATIONAL PERFORMANCE IN THE PUBLIC SECTOR IN KENYA: A CASE OF THE NATIONAL TREASURY
    (management university of africa, 2024-10) ANDREW MURIUNGI RINGERA
    The ability to delegate effectively, articulate a vision that inspires positive change, and cultivate employee confidence are critical characteristics of an effective leader. This study aimed to investigate authentic leadership and organizational performance within Kenya's public sector, focusing on the National Treasury as a case study. The operations of the National Treasury are becoming increasingly intricate, leading to a growing ambiguity in distinguishing acceptable practices from unacceptable ones. Tools such as the authentic leadership inventory and the authentic leadership questionnaire can be employed to evaluate authentic leadership, enabling followers to assess their leaders' perspectives and authenticity. The theoretical framework for this research included goal-setting theory, adaptive leadership theory, and authentic leadership theory as the anchor theory. A descriptive research design was adopted for this research work, targeting a population of 300 employees, from which a random sample of 171 was selected. Questionnaires were adopted as the primary tool for data collection. A pilot study was conducted with ten randomly chosen employees from the target population, who were not included in the final analysis. Quantitative data were analyzed using SPSS Version 27. Before drawing broad conclusions, the uncoded raw data collected from the field were examined, and results were presented in tabular form. The relationships between variables were illustrated using inferential statistics. The study found that relational transparency significantly influences organizational performance, concluding that it is a key predictor of performance. Additionally, the results indicated that internalized morals significantly affect organizational performance, with a notable influence on the performance of the National Treasury at a rate of 0.645. Furthermore, the research findings indicate that self-awareness is crucial in enhancing organizational performance, with a notable correlation of 0.588. Additionally, the study highlights that balanced processing significantly influences organizational performance, demonstrating a positive effect on the National Treasury's performance at a rate of 0.609 for each unit change in balanced processing. Various organizational factors, such as relational transparency, internalized morals, self-awareness, and balanced processing, were found to impact the performance of the National Treasury significantly. The analysis reveals that internalized morals emerged as the most influential predictor of performance, followed by balanced processing, self-awareness, and relational transparency, which had the least impact on authentic leadership. The research study offers several recommendations for enhancing the performance of the National Treasury and similar organizations. To leverage the benefits of relational transparency, managers at the National Treasury need to maintain consistency in their objectives, motivations, and values, while also being open in their communications with staff. This approach will foster trust and intimacy through self-disclosure, ultimately enhancing teamwork and collaboration, which will lead to improved performance. Furthermore, the National Treasury should prioritize self-awareness as a key element of effective leadership. Management should actively encourage self-awareness to cultivate strong, positive relationships between leaders and employees. To facilitate the development of self-awareness behaviors, the National Treasury's executives must create a supportive organizational environment. Additionally, the organization should promote balanced processing behaviors and take into account all relevant components, including personal information, subjective experiences, and externally sourced data. Given the study's findings, recommendations for improvement, and five-year follow-up, the National Treasury must conduct a study on authentic leadership and organizational performance. The goal of the study should be to validate the existing study's findings and offer further insights into them.
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    AUTHENTIC LEADERSHIP AND ORGANIZATIONAL PERFORMANCE IN THE PUBLIC SECTOR IN KENYA: A CASE OF THE NATIONAL TREASURY
    (management university of africa, 2024-10) ANDREW MURIUNGI RINGERA
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    BOARD OF DIRECTOR ORIENTATION AND PERFORMANCE OF STATE CORPORATIONS IN KENYA : A SURVEY OF SELECTED STATE CORPORATIONS IN THE ENERGY SECTOR.
    (management university of africa, 2024-11) BENSON EMUGET
    This study focused on the Board of director orientation on performance of state corporations in Kenya : A Survey of Selected State Corporations in the Energy sector. The objective of the study was to find out how board composition, board independence, board training and leadership style affect performance of board of directors in Kenya’s state corporation. The scope of the study for the research project was selected state corporations in Kenya and they included: Kenya Power and Lighting Company, Kenya Pipeline Company, Kenya Electricity Generating Company, National Oil Corporation of Kenya and Kenya Civil Aviation Authority. The study was anchored on the Agency theory supported by Transactional Cost theory and Upper Echelon theory. The study adopted a descriptive research design. The unit of analysis was selected state corporations while the unit of observation was board of directors in the mentioned state corporations. The target population for the study was 62 board of directors drawn from state corporations in Kenya and censors’ method was adopted. The key research instrument to be used; a 5-point-likert scale questionnaire which was used to collect primary data. The questionnaire was administered through drop and pick method. The process of data analysis involved data clean up and explanation. Responses in the questionnaires were tabulated, coded and processed by use of a computer Statistical Package for Social Science (SPSS) version 25 programmed to analyze quantifiable data using descriptive and inferential statistics which include Frequency, Mean, Correlation analysis and Regression analysis. This study applied a descriptive research design since it analyzed both quantitative and qualitative data at the same time. The target population was directors of selected Kenya’s energy sector parastatals that consisted of: Kenya Pipeline Company Ltd, Kenya Power and Lighting Company Ltd, KenGen Company Ltd, KETRACO, Geothermal Development Company Ltd and National Oil Corporation, where a simple random sampling was adopted to pick the respondents to engage in the study and a sample size of 62 directors were selected. The study utilized the help of self-administered questionnaires to compile primary data where the questionnaires had both open and closed –ended questions and statements. The research findings and results indicated that the questionnaires were both valid and reliable and could be utilized. Ideally, having all other independent variables constant, a unit increase in level of board leadership style would result to an increase in performance of the board of directors in Kenya’s energy sector parastatals significantly. Several avenues for additional research can be identified. For starters, our research was limited to the effects of determinants of the effectiveness of board of directors in the Kenya’s energy sector parastatal. Future studies should however look at the effectiveness of the board of directors from other sectors as well as from both public and private sectors. More research is needed to investigate on other determinants of effectiveness of the board other than board composition, board size, board independence, board training and development and board leadership style. Hence this study recommends further study to include other attributes that might influence the effectiveness of board of directors in the parastatal sectors.
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    BUSINESS STRATEGIES, GOVERNMENT POLICIES, INNOVATION PROCESSES AND PERFORMANCE OF LARGE MANUFACTURING FIRMS IN KENYA
    (2020-11) MUHINDI PATRICK WARUINGE; Prof. Peter Kithae, PhD; Dr. John Cheluget, PhD
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    CHANGE MANAGEMENT, SITUATIONAL LEADERSHIP, FARMER CHARACTERISTICS AND SUGARCANE PRODUCTIVITY IN SUGAR FACTORY CANE CATCHMENT AREAS IN KENYA
    (2022-09) WANJALA AGGREY WALIAULA; Prof. Emmanuel Awuor, PhD.; Dr. Michael Ngala, PhD.
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    CORPORATE GOVERNANCE PRINCIPLES, STRATEGIC MANAGEMENT PRACTICES, BUSINESS ENVIRONMENT AND PERFORMANCE OF LARGE MANUFACTURING FIRMS IN KENYA
    (management university of africa, 2024-10) LUCY KIROGA
    The purpose of this study is to examine the relationship between Corporate Governance Principles, Strategic Management Practices, Business Environment and Performance of Large Manufacturing firms in Kenya. The specific objective of the study is to determine the relationship between corporate governance principles and performance of large manufacturing firms in Kenya; to establish the mediating effect of strategic management practices on the relationship between corporate governance principles and performance of large manufacturing firms in Kenya; to establish the moderating effect of business environment on the relationship between corporate governance principles and performance of large manufacturing firms in Kenya and to determine moderated-mediation effect on the corporate governance principles and performance of large manufacturing firms in Kenya. The study was anchored on the Resource Dependence Theory supported the performance of large manufacturing firms in Kenya and was complimented by the Agency theory, the stakeholder theory and the contingency theory. The study target population was the large manufacturing firms. The study adopted mixed research approach. A cross-sectional survey design was adopted. The unit of observation was the top key managers in the key departments (procurement, operations and finance) of the large manufacturing firms. The quantitative data was collected using questionnaires and was coded using the Statistical Package for Social Sciences (SPSS) program. Quantitative data was analyzed using descriptive and inferential statistics which included correlation and multiple regressions. The study results revealed that strong positive correlation (R=0.656) between corporate governance principles and performance of large manufacturing firms in Kenya, and that corporate governance principles accounted for 42.1% of the observed differences in the performance of large manufacturing firms in Kenya, while corporate governance principles and strategic management practices accounted for 55.3% of the observed variance in the performance of large manufacturing firms in Kenya. Further, strategic management practices partially mediate the relationship between corporate governance principles and performance of large manufacturing firms in Kenya. Business environment moderated the relationship between corporate governance principles and performance of large manufacturing firms in Kenya with 60.9% of variation in performance is explained by the interaction between business environment, corporate governance principles project planning and performance. There was a significant moderated mediation effect of business environment and strategic management practices on the relationship between corporate xiii governance principles and performance of large manufacturing firms in Kenya. The study recommends that the manufacturing companies to achieve better performance they should enhance their corporate governance processes by strengthening the autonomy and proficiency of the board. Enhance transparency and disclosure by adopting comprehensive and prompt disclosure methods to provide shareholders and stakeholders with precise and pertinent information on the company's financial performance, governance structures, and risk management practices. Employ electronic platforms and other cutting-edge communication methods to improve the clarity and availability of information.
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    CORPORATE GOVERNANCE, SERVICE INNOVATION, GOVERNMENT REGULATIONS AND ORGANISATIONAL PERFORMANCE OF FAITH BASED HOSPITALS IN KENYA
    (management university of africa, 2024-10) JACOB KIMOTE
    The purpose of the study was to establish the relationship between corporate governance, service innovation, government regulations and organizational performance of Faith-Based Hospitals in Kenya. The specific objectives of the study were; to establish the effects of corporate governance on organizational performance of faith-based hospital in Kenya; to determine the mediating effect of service innovation on the relationship between corporate governance and organizational performance of faith-based hospital in Kenya; to examine the moderating effect of government regulations on the relationship between corporate governance and organizational performance of faith-based hospital in Kenya; and to determine the mediated moderation effect of service innovation and government regulation on the relationship between corporate governance and organizational performance of Faith Based Hospitals in Kenya. The study was anchored on the Resource Dependence Theory and employed positivist research philosophy. This study used cross- sectional survey research approach. The study adopted a census method to obtain study population. The unit of analysis consisted of level 4 and 5 Faith-based Hospitals in Kenya while the unit of observation consisted of Finance Director, Executive Director and Medical director of all the target faith-based hospitals. Three hundred and nine questionnaires were administered to Finance Director, Executive Director and Medical director of all faith-based hospitals using purposive sampling. Primary data was collected using a structured questionnaire. Quantitative data was analyzed using Statistical Package for Social Sciences (SPSS version 27). Regression analysis was used in the prediction of causal inferences between the study variables and hypothesis testing. The study observed ethical standards of research: Informed consent, voluntary participation, confidentiality, privacy and anonymity. The study findings indicated that there was a statistically significant correlations between corporate governance and organizational performance of Faith-Based Hospitals in Kenya. Service innovation was found to have a partial mediation effect on the relationship between corporate governance and organizational performance of Faith-Based Hospitals in Kenya. Moreover, government regulations were found to have an enhancing moderating effect on the relationship between corporate governance and organizational performance of Faith Based Hospitals in Kenya. The study recommends that regulations governing faith-based hospitals' adoption of innovative medical services and technology should be simplified and hospitals should engage stakeholders in the process of designing and improving services to make sure that innovations meet their needs and improve results. To improve service delivery and efficiency, faith-based hospitals should embrace advances made possible by technology, such as telemedicine, electronic health records, and mobile health applications.
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    CORPORATE GOVERNANCE, SERVICE INNOVATION, GOVERNMENT REGULATIONS AND ORGANISATIONAL PERFORMANCE OF FAITH-BASED HOSPITALS IN KENYA
    (2024-10) JACOB KIMOTE; Dr. Angeline Wambugu, Ph.D.; Dr. Patricia Chemutai, Ph.D.
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    DEVOLUTION OF GOVERNMENT SERVICES AND PERFORMANCE OF COMMUNITY EMPOWERMENT PROJECTS IN KENYA: A SURVEY OF COMMUNITY PROJECTS IN KWALE COUNTY
    (management university of africa, 2024-10) KOMBO JOSEPHAT CHIREMA
    The county government was intended to bring government services to the grassroots and, hence, empower the citizens in various ways through various undertakings. Various services, including finances, structures, public participation, and capacities to develop human resources, are envisioned to ensure programs undertaken at local levels are performing as expected and their impacts are felt by society. However, reports and studies have indicated that the expectations are yet to be achieved, and the people are yet to reap these benefits. The initiated community empowerment project has not been meeting expectations, and its impact on community wellbeing is not felt. This study sought to determine the devolution of government services and performance of community empowerment projects in Kwale County and had financial resources, human resource capabilities, public participation and leadership accountability as variable. Descriptive research design was used with a target of 133 community empowerment projects within Kwale County. The variable relationship was determined through regression model. The relationship between public participation, human resource capabilities, financial resources, leadership accountability and the performance of community empowerment projects was determined using regression correlation analysis. In inclusion, addressing funding challenges through diversified sources and improved financial management practices is essential for maximizing the effectiveness of community empowerment efforts in the region. Skilled and knowledgeable personnel drive effective project implementation, enhance community engagement, and contribute to sustainable outcomes. Addressing human resource challenges through targeted investments in training, recruitment, and leadership development is essential for maximizing the impact of empowerment initiatives in the region. Active involvement of community members enhances the relevance, effectiveness, and sustainability of projects by fostering ownership, transparency, and innovative problem-solving. Accountable leaders enhance project implementation, foster community trust, and ensure effective resource management. Addressing challenges related to accountability and implementing robust structures for transparency and oversight are essential for maximizing the positive impact of empowerment initiatives in the region. The study recommends that, the county should adopt sound financial management practices, including detailed budgeting, regular financial reporting, and transparent accounting procedures. This helps in tracking expenses, preventing mismanagement, and ensuring that funds are used effectively. All relevant parties including the federal and local governments-should have a well-defined plan in place for how they intend to fund their community empowerment initiatives. This would ensure that the projects are finished in the way required to meet the predetermined objectives. The county should develop strategies to recruit skilled individuals who have relevant experience and expertise. The county should also create supportive work environments and career development opportunities to retain experienced staff and volunteers. Consider providing performance-based incentives, recognition programs, and opportunities for career advancement. The county should conduct awareness campaigns to inform community members about the project’s objectives, benefits, and their roles in the process. Educating the community on the importance of their participation can lead to more active and informed involvement. The county should encourage leaders to model ethical behavior and accountability in all aspects of project management. Ethical leadership fosters a culture of integrity and responsibility among project staff and stakeholders. The county should reward leaders and team members who demonstrate strong accountability and performance to motivate them take ownership of their roles.
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    EMOTIONAL INTELLIGENCE, EMPLOYEE MOTIVATION, AUTOCRATIC LEADERSHIP AND TURNOVER INTENTIONS AMONG TEACHING STAFF IN PRIVATE UNIVERSITIES IN KENYA
    (2024-10) SELINA NAMUKURU MAKOKHA; Professor Zachary Bolo Awino; rofessor Stephen M. Nyambegera
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    EMOTIONAL INTELLIGENCE, JOB DEMANDS - RESOURCES, OCCUPATIONAL SELF-EFFICACY AND WORK COMMITMENT OF MILLENNIALS IN KENYA’S TELECOMMUNICATION SECTOR
    (management university of africa, 2024-10) THAIRU JOYCE WANJIRU
    The personal characteristics of employees and the conditions within organizations play a crucial role in fostering favorable work outcomes such as commitment. However, research indicates that many organizations fail to fully grasp and utilize these factors such as emotional intelligence (EI), occupational self-efficacy (OSE), and job demands-resources (JD-R) to their advantage. In addition, there is limited research on their combined effect on millennial workers within Kenya’s telecommunication sector. The main aim of the study was to evaluate the impact of EI, JD-R, and OSE on work commitment (WC) among millennials in Kenya's telecommunication sector. The specific objectives of the study were to examine: the relationship between EI and WC; to determine the moderating effect of JD-R on the relationship between EI and WC; the mediation effect of OSE on the relationship between EI and WC; and the moderation-mediation effect of JD-R and OSE on the relationship between EI and WC of millennial employees in the Kenyan telecommunication sector. The study adopted a positivist research philosophy and cross-sectional research design. A sample of 157 employees, aged between 23 and 43 years, was selected from the IGOs using random sampling techniques. Participants were asked to complete an online survey that measured their EI, JD-R, OSE, and WC. A response rate of 85.4% was achieved (134 respondents). The collected data was analyzed through descriptive and correlational analysis using IBM SPSS version 24 and Macro Process. The study's findings showed that EI, JD-R, and OSE explained 2.6%, 24.5%, and 16.2% of work commitment respectively. In addition, JD-R increased the between EI and WC by 21.7%. The findings imply that EI is significantly associated WC of millennials in Kenya’s telecommunication sector. In addition, JD-R moderated the relationship between EI and WC. Also, OSE mediated partially the relationship between EI and WC. Lastly, JD-R and OSE had a moderated-mediated effect on the relationship between EI and WC of millennial workers in Kenya’s telecommunication sector. The findings may contribute to theory, inform policy, and provide insights into how organizations can enhance employee commitment by promoting EI while enhancing JDR, and OSE.