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Effect of Human Capital Investment on Competitive Advantage in Higher Education Institutions in Tanzania: A Case of University of Dar es Salaam.
Get PDFThis study explores the impact of human capital investment on competitive advantage within higher education institutions (HEIs) in Tanzania, focusing on the University of Dar es Salaam (UDSM). It examines how employee training, rewards,
creativity, and competence influence the institution's ability to maintain a competitive edge. Using stratified random sampling, data were collected from 299 academic staff through questionnaires and analyzed using descriptive statistics,
correlation, and ordered logistic regression. Results show that training, rewards, creativity, and competence significantly contribute to the competitive advantage of
HEIs. The analysis revealed strong positive relationships between these factors and competitive advantage, underscoring their importance in enhancing institutional performance. This study extends Human Capital Theory by highlighting the role of
rewards and applies Herzberg's Two-Factor Theory of Motivation to an educational setting competitive advantage, traditionally less explored in this context. The findings underscore the need for HEIs to invest in continuous training, effective
reward systems, and initiatives that foster creativity and competence to remain competitive. These insights are valuable for HEI administrators, HR professionals, and policymakers in Tanzania and other developing nations aiming to improve their
educational institutions' competitive positioning in a global context
Keywords: Competitiveness, Human capital, intellectual capital, and Higher Learning Universities
Influence of Human Resources Management Practices on Manufacturing Small and Medium Enterprises (SMEs) Performance in Dar es Salaam
Get PDFManufacturing SMEs theoretically play important roles in the economy but most of them do not perform well due to various factors, human resource management (HRM) practices being considered the critical ones. Thus, there was a need to examine the influence of HRM practices on manufacturing SMEs performance due to the fact that conceptualization of the selected variables particularly performance and employment engagement was narrow. And furthermore, the influence of HRM practices on manufacturing SMEs performance had to be studied from the social system perspective because the relationship are determined by different actors’ actions and roles. Specifically, the study focused on examining the influence of employees’ communication, employees’ development, employees’ reward, organisation support, and employees’ engagement on the manufacturing SMEs performance located in Kinondoni Municipality. This study adopted the Social System Theory (SST) which argues that the relationship among employees and the organisation is built and influenced by the internal structure and internal practices. This study used cross-sectional study design and involved 388 respondents who were chosen using the stratified sampling technique. Questionnaires were used to collect the primary data while percentages, Mean scores multiples regression were used as data analysis techniques. The findings revealed that employees’ communication and employees’ engagement had insignificant positive influence on the manufacturing SMEs performance while employees’ development, employees’ reward and organizational support were found to have significant positive influence on the manufacturing SMEs performance. Based on the findings, the study recommends for the manufacturing SMEs to have a clear plan on how to develop its employees, strategically design rewards packages, both financial and non-financial, to improve organizational performance, and develop a clear strategy for organisational support in order to improve organizational performance. Likewise, the study suggests that policy makers should integrate HRM issues particularly enhancing the capacity of manufacturing SMEs to innovatively develop employees’ development programmes, employees’ reward systems and creation of conducive environment for providing organisational support in the National SMEs Development Policy Framework
Factors Influencing the High Non-Revenue Water in Tanzania
Get PDFThis study was conducted to examine the factors influencing Non-Revenue Water inIringa Water Supply and Sanitation Authority. The study comprised three objectives; to assess the effects ofunbilled authorized consumption on NRW in IRUWASA; to examine theinfluence of billing system errors and technical errors on NRW in IRUWASA;andtoexamine the influence ofsocialdynamicsonNon-RevenueinIRUWASA.The study was guided by cross-sectional design to collect data from 137 respondents.Random sampling was adopted to select respondents and questionnaire was employed as atool for data collection. Data analysis was performed in a quantitative and qualitativemanner using descriptive statistics and thematic analysis respectively.Findings of thestudy revealed that, the unbilled authorized consumption influences highly NRW.Besides,linearrelationshipexistsbetweenmetered,unmeteredunbilledauthorizedconsumption and level of NRW.Study findings alsorevealedthat, billing system errorshashighinfluenceonNRW. Influence of fourtechnicalerrorsonNRWwasidentifiednamely, age of infrastructure, leakages, bursts, and metering inaccuracy. Further, resultsindicatedthat,socialdynamicsfactors,whichinfluencedNRW,includewatertheft,corruption, high water tariffs, and intermittent water supply. Multiple linear regressionanalysisrevealedthat,unbilledauthorizedconsumption,billingsystemandtechnicalerrors, and social dynamics factors have significant relationship with level of NRW. Thesefactors explain 19% increase of the level of NRW. The study recommends that, inorder to reduce unbilled authorized consumption, installation of standard meter designshould be conducted align with repair of meter registration inaccuracies. Also, regularmaintenanceshouldbecarriedouttoensureefficientworkingconditionofwaterinfrastructures.
Keywords:Non-Revenue Water,AuthorizedConsumptionandWaterLos
Determination of Financial Factors Affecting Fuel Price Fluctuation in Tanzania: The Case of Dar Es Salaam Region.
No full textThe research investigated the determinants of fuel price fluctuations in Tanzania, focusing specifically on financial factors, while acknowledging that non-financial factors such as geographical location, availability of crude oil resources, national strategies for security of supply, and the overall economic and political stability of the country. The study examined the relationship between fuel prices and various independent variables, including import costs, government taxes, and overhead margins. Time series data were collected, and robust multiple linear regression analysis was employed following descriptive statistics. Prior to this, inferential diagnostic tests such as normality, heteroskedasticity and multicollinearity were conducted to assess the characteristics and suitability of the data for analysis. The findings revealed a significant positive relationship between fuel price and import cost, operational costs and government taxes. The free-on-board (FOB) price and the Premium both hold the highest impact and emerged as the key drivers while variables like Fuel Levy, Petroleum Fee, Overheads & Margins, Charges payable to Agencies and Demurrage Cost signify a one-to-one relationship with fuel prices. These findings underscore the importance of policy interventions aimed at managing import costs adjusting government taxes such as fuel levies and controlling the operational costs to stabilize fuel prices effectively. To improve the management of fuel price dynamics, the study recommends stabilizing the FOB cost structure through policies that address international volatility and fostering international partnerships for better pricing. Also, advises implementing strict oversight on premium costs and introducing a flexible tax system that is regularly reviewed.
Keywords: Price Fluctuations, Importation Costs, Operational Costs, Government Taxes
Effect of Financial Incentives Motivation on Public Organizations Performance; A Case of Morogoro Municipal Council Office.
Get PDFThis study looked at how public organizations' performance in the Morogoro Municipal Council office was affected by financial incentive motivation. The following particular goals served as the study's compass: to investigate how bonus incentives affect an organization's performance; to evaluate how salaries affect the performance of public organizations; and to identify additional allowances to meet the performance of public organizations. The study used an explanatory design, a quantitative methodology, and a positivist research attitude. A stratified random sampling strategy was used to choose 186 samples from a population of 372. Data was gathered through the use of questionnaires. Multiple linear regression, descriptive statistics, and Pearson correlation were employed as tools for data analysis. According to the study, there was a significant and favorable correlation between allowances and the performance of public organizations. The performance of public organizations was positively and considerably connected with salaries, and the performance of public organizations was also positively and significantly connected with bonuses. According to the study's findings, salaries improve public institutions' performance. Additionally, the study came to the conclusion that bonuses ought to be applied only in circumstances that encourage exceptional performance and noteworthy accomplishments in government agencies. Furthermore, in a public institution, additional benefits have little effect on employee turnover. According to the study, paying staff on time and on a regular basis will encourage them to put in more effort, which will boost the institution's productivity. Public institutions should also prioritize rewarding employees who go above and above in their work, fostering a feeling of accountability, elevating hard-working staff, and treating all staff members fairly.
Keywords: Incentives, Incentives Motivation, Motivation, Public Organizations Performance
Assessment of in-Service Capacity Building on Library Professionals’ Job Performance: A Case of Dodoma Region,Tanzania.
Get PDFThis study assessed the impact of in-service capacity building on the job performance of library professionals’, focusing Dodoma Region in Tanzania as a case study. The research was guided with the following objectives: in-service capacity-building training, the effect of in-service capacity-building policy and the effect of in-service capacity-building curricula. A mixed-research design approach was adopted to collect quantitative and qualitative data using interviews and closed ended questionnaires. Findings of the study showed that in-service capacity-building training significantly improved library professionals' job performance; highlighting the value of structured training programmes. The study recommends that HLI management should implement tailored in-service capacity-building curricula, policies, and training programmes to improve job performance.
Keywords: In-service capacity building, Job performance, library professionals, Higher learning Institutions, Dodoma region-Tanzania
Effects of Corporate Social Responsibility on the Host Community Development: A Case of Tanga Cement Company Limited in Tanzania.
Get PDFThe study examined the effectsvv of Corporate Social Responsibility on the Host Community Development: A Case of Tanga Cement Company Limited in Tanzania. The study was guided by three specific objectives. To establish the effects of economic oriented CSR on development of host community in Kange ward in Tanga Region .To determine the effects of socially oriented CSR on development of host community in in Kange ward in Tanga Region. To examine the effects of environmentally-oriented CSR on development of host community in Kange ward in Tanga Region.The study employed descriptive design, survey strategy, mixed research approach in gathering and analyzing data. Sampling techniques included simple random sampling and purposive sampling. The sample constituted 123 respondents including three workers of Tanga Cement Company Limited and one hundred twenty citizens of Kange area. Data collection methods were interviews and questionnaires.The results showed that there a significant relationship between economically oriented CSR,socially oriented CSR and environmentally CSR and host community development at Kange in Tanga region.The positive outcomes of the CSR initiatives in Kange ward highlight the importance of strategically aligning CSR activities with the specific needs of the host community. Companies that invest in understanding and addressing local priorities can foster stronger relationships with the community, leading to enhanced trust, cooperation, and a more stable operating environment.
Key words: Corporate social responsibility, host community development, Tanzania
Assessing the Impact of Human Resource Planning on Construction Project Completion in Zanzibar.
Get PDFThe study aimed at finding out the evaluation of the influence of Human Resource Planning on construction project completion in Zanzibar. The study used a descriptive research design and a quantitative research approach to attain an understanding of the situations with a sample size of 180 that was conducted at Zanzibar. The questionnaires were used to collect information and SPSS software version 20.0 for data imputation. The findings show most of the respondents were youths who formed the age group of 21-40 years. The effect of the performance management influenced function on the increased effectiveness and accountability in the project management. Also, the effect on the HR training enhanced the productivity and efficiency of work. Lastly, the impact of employee engagement and retention minimized the overflow of the staff and overspending of the budget cost. The findings revealed that there is a significant positive relationship between construction project completion and employee retention and engagement, the effect of the performance management influenced function and the HR training. The study concluded that performance management influenced to development of managerial leadership and coaching skills in construction project implementation, it also concluded the effect on the HR training that enables HR staff to supervise well resources of the organisation during the construction projects. This study recommended that the construction organization and its clients must understand the awareness and flexibility of employees dynamically and competent retention strategies all the time so that knowledge is being transferred and must assess the needs of employees.
Keywords: Human Resource Planning, Construction Project Completion, Zanziba
The Influence of Training and Development on Employees Performance: A Case of Tanzania Immigration Services Department-Ruvuma Region.
Get PDFThis study assessed the influence of training and development on employee’s performance a Case of Tanzania immigration service department- Ruvuma region. The study was guided by three objectives; to examine whether skills enhancement has played a role in improving employee’s performance at Tanzania Immigration Service Department, to assess the contribution of employee engagement in employee performance at Tanzania Immigration Service Department and to determine the influence of talent retention over employee performance at Tanzania Immigration Service Department. The study adopted positivism philosophy that applied quantitative research approach in which it has employed a cross-sectional research design. The targeted population in this study was for 80 Immigration officers of Ruvuma region. And the sample size was 67 immigration officers in which 64 responded. Primary data collection methods were Questionnaires. Descriptive statistics, factor analysis, and multiple regression analysis were applied for data analysis of this study. Where first variable is positive and significant. For second objective variable is positive and significant Likewise, for third objective, the variable is positive and significant. The results revealed that, the provision of these trainings enhances the employee’s performance. The study concludes that, training has been useful with its core objective of employee’s performance. The study recommends; Better employees and organization services, is caused by Skills enhancement, belongingness due to employee’s engagement and maintaining of organization objectives through talent retention.
Keywords: Skills Enhancement, Talent retention and Employees engagement
Assessing the Factors Affecting Employee Relations in Tanzania Public Services: A Case of Mbeya Water Supply and Sanitation Authority.
Get PDFThe study titled "Assessing the Factors Affecting Employee Relations in Tanzania Public Services: A Case of Mbeya Water Supply and Sanitation Authority" aimed to explore the organizational factors influencing employee relations within Tanzania's public service sector. The specific objectives included Organizational factors influencing employee relations, communication strategies, and leadership style on employee relations. The population of the study consisted of 206 employees from Mbeya Water Supply and Sanitation Authority (Mbeya WSSA), with a sample size of 88 respondents obtained through stratified sampling techniques. Data were collected using structured questionnaires, and the analysis was conducted using the Statistical Package for the Social Sciences (SPSS) to apply descriptive statistics and correlation analysis. The findings indicated a strong positive correlation between efforts to promote belongingness, inclusivity, and recognition with enhanced employee relations. Additionally, effective communication strategies and transformational leadership were found to significantly improve employee morale, satisfaction, and organizational performance. The study concluded that fostering a sense of belonging, promoting inclusivity, recognizing employee contributions, and maintaining clear communication are crucial for positive employee relations. It recommended implementing regular team-building activities, diversity and inclusion training programs, recognition initiatives, and leadership development programs to enhance employee relations and organizational effectiveness within Mbeya WSSA.
Keywords: Employee relations, Public service, Organizational factors, Transformational leadershi