School of Business and Economics
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Welcome to School of Business and Economics collection.This collection contains Journal articles published by faculty affiliated to the school.
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Item Influence of Knowledge Management on Employee Performance at Kenya Power and Lighting Company(Human Resource and Leadership Journal, 2025-08) Dida, Gulompo Jattani; Nancy, Rintari; Ruth, KanyaruPurpose: To find out the influence of Knowledge management on employee performance at Kenya Power and Lighting Company. Methodology: The study was conducted in the Mount Kenya region, covering nine counties, and employed a descriptive research design to collect data from 1200 KPLC employees. Simple random sampling was used to select respondents from each of the nine operational clusters within KPLC. Data analysis was performed using SPSS Version 25, with descriptive statistics (frequencies and percentages) for summarizing the data, and multiple regression analysis for examining the relationships between variables. The results were presented in tables to facilitate easy interpretation of the findings. Results: The study established a statistically significant positive relationship between knowledge management and employee performance at Kenya Power and Lighting Company (KPLC). The correlation coefficient of 0.468 indicated a moderate positive relationship between the two variables. The R-squared value of 0.219 demonstrated that knowledge management practices explain 21.9% of the variance in employee performance. The adjusted R-squared value of 0.215 confirmed the model’s reliability even when accounting for additional variables. The regression coefficient (B = 0.504) implies that a one-unit increase in knowledge management leads to a 0.504 unit increase in employee performance. The regression model was statistically significant, with an F-statistic of 30.129 (p < 0.05), thereby confirming that knowledge management is a valid predictor of employee performance at KPLC. These results highlight the importance of structured knowledge-sharing systems in improving efficiency, innovation, and staff productivity in Kenya’s energy sector. Unique Contribution to Theory, Policy, and Practice: This study contributes to knowledge management theory, policy, and practice in public utilities, particularly within KPLC. Theoretically, it supports Social Exchange Theory, emphasizing the role of knowledge sharing in improving performance. Policy-wise, it advocates for integrating knowledge management into human capital development, with platforms like digital repositories and mentorship programs. Practically, it highlights the importance of fostering a culture of collaboration, incentivizing knowledge sharing, and incorporating it into performance appraisals to enhance employee productivity and organizational resilience.Item Effect of Income Diversification Financial Resilience among Pastoralists in Borana Community, Southern Ethiopia(Journal of Business and Strategic Management, 2025-05) Kusha, Biqa Boru; Nancy, Rintari; Fredrick, MuteaPurpose: To assess the Effect of Income Diversification Financial Resilience among Pastoralists in Borana Community, Southern Ethiopia Methodology: Using a descriptive research design, a sample of 394 respondents was selected via simple random sampling, based on Yamane’s formula. Data were collected through structured questionnaires and validated with a pilot study (Cronbach’s alpha ≥ 0.7). SPSS Version 25 facilitated analysis through descriptive statistics and multiple regression, assessing the effects of risk management, income diversification, asset preservation, and economic empowerment on financial resilience. Results were clearly presented in tables. Results: The study found a moderate positive relationship (R = 0.432) between income diversification and financial resilience among Borana pastoralists in Southern Ethiopia. Income diversification explained 18.7% of the variance in financial resilience (R2 = 0.187; adjusted R2 = 0.183). A one-unit increase in diversification led to a 0.507-unit rise in resilience (B = 0.507), with strong statistical significance (t = 4.671, p = 0.000; F = 25.874, p < 0.05). These results confirm income diversification as a key predictor of financial resilience, aligning with prior research highlighting its importance in enhancing pastoralists' adaptive capacity against climate risks. Unique contribution to theory, policy, and practice: This study highlights how income diversification strengthens financial resilience among pastoralist communities in Ethiopia's Borana Zone. Engaging in trade, crop farming, wage labor, and small enterprises enhances adaptive capacity to climatic and economic shocks. It advances resilience theory by showing that diversified income streams are vital for sustainable livelihoods in vulnerable ecosystems. The research urges policymakers and development actors to prioritize livelihood diversification through vocational training, financial literacy, microfinance, and improved market access. Promoting alternative income sources reduces overreliance on livestock, mitigating the impacts of drought and market instability while fostering secure, adaptive rural livelihoods.Item Effect of Training Programs on Organizational Performance of Meru County Government, Kenya(Journal of Human Resource & Leadership, 2025-07) Ireen, Mung’athia Mukiri; Nancy, Rintari; Fredrick, MuteaThe purpose of this study was to examine the effect of training programs on the organizational performance of Meru County Government, Kenya. The study adopted a descriptive research design, which enabled assessment of the characteristics of the population. The target population comprised 33 senior-level managers and 677 middle-level employees in 11 departments of the Meru County Government. The study used the purposive sampling method to sample 11 CECs, 11 directors, and 11 administrators, while the simple random method was used to sample the middle-level employees’ sample size. In determining the sample size of the population, the Yamane formula was used to arrive at the sample of 251 middle-level employees. The middle- level employees answered the questionnaires, whereas the senior-level management was interviewed. A pilot study was conducted in the Tharaka Nithi County Government. Additionally, the Cronbach alpha method was used to measure reliability. The study assessed content and criterion validity. SPSS software version 24 was used to analyze descriptive statistics such as frequencies, percentages, and means. Additionally, inferential statistics such as model summary and ANOVA were developed, as well as regression coefficients to determine the model of the study. The correlation coefficient for training programs was r = 0.501 at α < 0.002 and a 99% significance level, which enabled the study to reject the null hypothesis. It was concluded that training programs were vital towards enhancing the performance of the county government. Their contribution made it possible to transfer skills and knowledge from the management to the staff within reasonable time and environment. The skills transferred enabled them to remain relevant in their industries and professions. That notwithstanding, the number of trainings offered to the staff was still few as compared to the training needs placed by business demands. The study recommends the need for the county government leadership develop an adequate policy framework that would increase the budget allocated to training and development programs that can support employees. Additionally, the departmental managers should encourage the employees to collaborate with their colleagues in gaining peer-related training on operations. The employees are also encouraged to develop proactiveness with regard to seeking information and knowledge from the internet and other external sources so as to become innovative in their roles. They do not necessarily have to wait for formal training in the county government to take place to gain work-related insights.Item Effect of Democratic Leadership on Organizational Performance of Level Four and Five Public Hospitals in Isiolo County, Kenya(Journal of Strategic Management, 2025-07) Abdi, Wario; Nancy, Rintari; Paul, KirigiaThe purpose of the study is to determine the effect of democratic leadership on organizational performance of level four and five public hospitals in Isiolo County, Kenya. The study adopted correlational research and targeted Isiolo County referral hospital, Garbatulla hospital and Merti hospital in Isiolo County. The respondents included 3 medical superintendents, 29 departmental heads, 62 health care staff, and 38 operations staff. The medical superintendents and departmental heads were sampled using purposive sampling method, whereas the staff were sampled using simple random method. The questionnaires were administered to the staff, while interviews were conducted on the management. A pilot study was conducted in Marsabit county hospital and reliability tested through Cronbach Alpha coefficient. Complete questionnaire’s data were coded into SPSS version 25 for the analysis of both descriptive and inferential statistics. It is thus noted that with regards to democratic leadership, public hospitals had ensured that there were strong systems that were supported by employee innovations and collaborations between the management and staff. However, the communication pattern between the management and other stakeholders was found to be limited. The study recommends that the county government leadership, should develop strategic policies that will guide on the interactions of hospital’s management with internal and external stakeholders more effectively. This could be informed by the constitution and existing MOH guidelines.Item Influence of Resource Allocation on Organizational Performance of Commercial Banks in Meru County, Kenya(Journal of Strategic Management, 2025-07) Martin, Kirimi Mwongera; Nancy, Rintari; Paul, KirigiaThe purpose of the study was to evaluate the influence of resource allocation on the organizational performance of commercial banks in Meru County, Kenya. The study used a descriptive design targeting 19 banks in Meru County, involving 19 managers and 91 staff. Data were collected via questionnaires and interviews, analyzed using SPSS and thematic methods. Most respondents (87%) reported ICT investment improved communication, efficiency, and reduced resource waste. Financial accountability (84%) also reduced waste, but challenges like poor training, politics, and resistance affected risk allocation. A significant correlation (r = 0.379, p < 0.001) was found between resource allocation and performance outcomes. The study recommends that senior management should ensure that there is impartiality in organizational politics to minimize its interference with even resource distribution among the departments. Furthermore, the study suggests that there is a need for employee involvement measures to minimize the resistance level experienced within the banking departments.Item Influence of Strategic Leadership on Organizational Performance of County Government of Kitui, Kenya(Journal of Strategic Management, 2025-08) Damaris, Mumo Mutheu; Paul, Kirigia; Nancy, RintariThe purpose of the study was to examine the influence of strategic leadership on the organizational performance of the County Government of Kitui, Kenya. A descriptive research design was used to determine the characteristics of the population under consideration. The respondents comprised 21 directors, 34 departmental managers, and 308 administrators. The study used a simple random method to sample the directors, departmental managers, and administrators. In the determination of the sample size, the study used Kothari's (2004) formula to select the 17 directors, 25 departmental managers, and 73 administrators. The study had questionnaires and interview guides to collect data from the participants. The directors were interviewed, whereas the departmental managers and administrators answered questionnaires. A pre-test study was undertaken in Machakos County Government. The study considered three types of validity, which were content, construct, and criterion. Cronbach's alpha was one of the methods of internal consistency that examined reliability. Notably, complete questionnaires were coded into SPSS version 26. Various descriptive statistics, like frequencies, percentages, means, and standard deviations, were derived. Inferential statistics such as Pearson correlation were analyzed to test the hypothesis, whereas the linear regression analysis including was provided. The regression coefficient for strategic leadership is 0.261. Further, the results indicate that all the variables had a significance value of less than 0.05 and a T-statistic of more than 2, meaning that strategic plan implementation variables were statistically significant. The study concluded that, the county leadership of Kitui had provided a suitable environment that supported learning and development among its staff. This was to improve their knowledge on the vision, mission, public policy, and get acquainted with various changing county operations. To improve the effectiveness of strategic leadership, the departmental directors should consider empowering communication policies that define horizontal and vertical communication structure.Item Effect of Digitizing Operations on Organizational Performance of Marsabit County Government, Kenya(Journal of Strategic Management, 2025-07) Boru, Kosi Wako; Nancy, Rintari; Fredrick, MuteaThe purpose of the study was to examine the effect of digitizing operations on the organizational performance of Marsabit County Government, Kenya. The research design that was specifically adopted in the study was a descriptive. The target population included 84 managers and 512 officers in the Marsabit County government. The study used a simple random sampling technique to identify and sample 69 managers and 220 officers in the study. The departmental managers answered both closed- and open-ended questionnaires, whereas the officers answered the closed-ended questionnaires. A pilot study was done in the Samburu County government. Descriptive and inferential analyses were done through SPSS, whereby frequency, percentages, and mean represented descriptive analysis, while Pearson correlation, model summary, analysis of variance, and regression coefficients represented the inferential analysis. It was noted that digitization within the county’s operations improved structured decision-making that was supported by facts and which motivated the staff to align with departmental objectives. As a result, enhanced efficiency and strategic direction were fostered within the county government. However, cyber insecurity concerns, lack of management’s reliance on data to make decisions, and persistent traditional approaches to arriving at a consensus were notable gaps that slowed down the complete digital transformations in the Marsabit County government. Cyber insecurity concerns, lack of management’s reliance on data to make decisions, and persistent traditional approaches to arriving at a consensus were notable gaps that slowed down the complete digital transformations in the Marsabit County government. The study’s recommendations on digitizing operations are that the county’s management should increase various investments and funding to provide a stable and secure technological infrastructural foundation. This could include funding training on cybersecurity for county staff and procuring firewalls and encryption infrastructure. The study also recommends that the county leadership should support capacity-building programs that aim at improving data analysis skills in tandem with the encouragement of evidence-based decisions. Furthermore, policy development is recommended to the strategic management team to make it a rule that allows data to be the focal foundation for making decisions by the management.Item Influence of Employee Training on Service Delivery in Meru County Government(Academic pubs, 2025) Mary, Mwiki Mukiri; Fredrick, Mutea; Nancy, RintariDespite various service delivery improvement strategies employed in Meru County Government, service delivery quality remains a persistent challenge, affecting citizen satisfaction and public trust in government institutions. The county has witnessed increasing citizen complaints regarding slow service delivery, inadequate service quality, and limited responsiveness to public needs. While employee training is widely recognized as a crucial approach to service delivery improvement, its implementation in Meru County has been limited by factors such as inadequate training needs assessment, insufficient budget allocation, and lack of systematic training evaluation mechanisms. The purpose of this study was to examine the influence of employee training on service delivery in Meru County Government, identify challenges faced, and propose policy recommendations aimed at improving public service delivery through enhanced training programs. The study was anchored on the Human Capital Theory advanced by Gary Becker in 1964. The study adopted a descriptive survey design targeting 150 county staff members. Using Slovin’s formula at a 5% margin of error, a sample size of 109 was determined through random sampling. Data was collected using structured questionnaires and analyzed using SPSS with descriptive and inferential statistics including Pearson’s correlation, coefficient of determination, and multiple regression analysis. The study achieved an 84.4% response rate. Results revealed that employee training significantly influences service delivery outcomes (β = 0.342, p = 0.001), with training explaining 68.1% of the variance in service delivery outcomes (R 2 = 0.681). Employee training emerged as a fundamental driver of successful service delivery in Meru County Government. Regular training programs effectively enhance technical skills and competencies, particularly improving service quality and efficiency. The study recommended that Meru County Government should strengthen its employee training framework by establishing comprehensive training policies, systematic needs assessment mechanisms, competency-based development initiatives, and training evaluation systems that measure impact on service delivery outcomes.Item Influence of Supportive Management on Performance of Non- Governmental Organizations in Addis Ababa City, Ethiopia(Human Resource and Leadership Journal, 2025-07) Evelyn, Wechuli; Nancy, Rintari; Abel, MoguchePurpose: To evaluate the influence of supportive management on the performance of non-governmental organizations in Addis Ababa City, Ethiopia. Methodology: The research adopted a descriptive survey design and was conducted among 57 NGOs functioning within Addis Ababa. These organizations employed a total of 1,030 staff members, who were stratified by job function into categories including program managers, project coordinators, technical officers, operations personnel, and administrative staff. Using stratified random sampling, respondents were selected to ensure balanced representation across these functional areas. Data were collected using a structured questionnaire, The finalized data were cleaned, coded, and analyzed using SPSS Version 25. Descriptive statistics such as frequencies, percentages, and means were employed. Furthermore, multiple regression analysis was conducted to evaluate the influence of supportive management on organizational performance. Results: The findings revealed a statistically significant and positive association between supportive management practices and NGO performance in Addis Ababa. A Pearson correlation coefficient (r) of 0.495 indicated a moderate positive relationship between supportive management and organizational performance. The coefficient of determination (R2) was 0.245, implying that 24.5% of the variation in NGO performance could be explained by supportive management practices. The regression coefficient (B = 0.591) indicated that for every one-unit improvement in supportive management, NGO performance increased by 0.591 units. The regression model was statistically significant, with an F-value of 74.820 and a p-value below 0.05, underscoring the predictive relevance of supportive management (Creswell & Creswell, 2018). Unique Contribution to Theory, Policy, and Practice: From a theoretical perspective, the findings reinforce the relevance of Leader-Member Exchange (LMX) Theory. The study affirms that high-quality leader-member relationships marked by mutual trust, individualized support, and open communication lead to improved employee engagement, collaboration, and overall organizational performance. From a policy standpoint, the study highlights the need for NGO regulatory bodies and institutional leadership in Ethiopia to incorporate supportive management as a central component of capacity development frameworks. In practice, the study underscores the necessity for NGO leaders to cultivate supportive organizational cultures that prioritize empathy, accessibility, and employee development.Item The Influence of Workplace Support on Employee Performance in Technical Training Institutions in Meru County, Kenya(Human Resource and Leadership Journal, 2025-03-19) Diana, Nkuene Gitonga; Nancy, Rintari; Abel, MoguchePurpose: To find out the influence of Workplace Support on employee performance in technical training institutions in Meru County, Kenya Methodology: A descriptive research design was chosen to collect data from 890 employees in both academic and non-academic roles. A simple random sampling technique was used to select 276 participants, with the sample size determined through Yamane's formula. Data was gathered via self-administered questionnaires, which ensured the respondents' anonymity and privacy. SPSS Version 25 was used to analyze the data. The findings were presented using descriptive statistics, such as frequencies and percentages, while multiple regression analysis was used for inferential statistics to explore the relationships between variables. The results were presented in tables to aid in easy interpretation. Results: The study revealed a positive relationship between workplace support and employee performance in technical training institutions in Meru County, Kenya. The correlation coefficient of 0.530 indicated a moderate positive relationship between the two variables. The R-squared value of 0.281 suggested that workplace support accounts for 28.10% of the variance in employee performance. The regression coefficient for workplace support was 0.624, implying that a one-unit increase in workplace support leads to a significant improvement in employee performance. The F-statistic of 39.067 (p < 0.05) confirmed the statistical significance of the model, validating workplace support as a strong predictor of employee performance. These findings are consistent with previous research, which emphasizes the positive impact of supportive work environments on employee engagement and performance. Unique contribution to theory, policy, and practice: This study emphasizes the critical role of wellness programs, effective communication, inclusivity, and flexible work arrangements in improving employee engagement, job satisfaction, and overall performance. The study contributes to the theoretical framework of organizational behavior by focusing on how workplace support mechanisms—such as mental health services, fitness programs, and flexible working hours—can enhance employee performance. From a policy perspective, the research stresses the importance of embedding wellness programs, inclusive communication practices, and flexible work policies into the operational structures of institutions.