TD-School of Leadership, Business & Technology (PhD)

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Open Access
Change Leadership, Leadership Efficacy Organizational Culture and Transformation of the Kenya Police Service
(PAC University, 2019-07) Mutungi, Musyoki Meshack
The Kenya Police Service is undergoing a process of organizational transformation in order to change itself to a more accountable, transparent, humane and responsive organization with a view to ensuring that its operations are congruent with the current Kenya Constitution. Previous studies have shown that, the performance of the Kenya Police Service lacked efficiency, transparency and accountability. Further, the studies have shown that, the Kenya Police Service is characterized by low morale, indiscipline and questionable integrity, a situation which affects employees’ performance. Additionally, a lot has changed in the global arena in terms of policing practices and hence the need for a paradigm shift which aims at realizing global policing competitiveness. There has been a great need to engage the leadership of the Kenya Police Service in open discussions for the purpose of looking for ways of strengthening this important security organization and its oversight mechanism as it is provided for in the constitution. Subsequently, this study looked at the effect of change leadership, leadership efficacy and organizational culture on organizational transformation within the Kenya Police Service. The theories used to underpin the study included Kurt Lewin’s three stage of change leadership Theory, Social Cognitive Theory for leadership efficacy and Edgar Schein’s Theory of organizational culture. The study adopted a Descriptive Explanatory design, using quantitative method. The target population of the study was 1349 respondents who comprised Police officers based at Police Headquarters. The sample size was 309 respondents, a figure that the study arrived at using proportional allocation through a stratified sampling method. Subsequently, that sample size was used in availing information through a questionnaire which was the research tool. This research provides useful information regarding the Transformative agenda which is being undertaken by the leadership within the Kenya Police Service. Further, the results have also indicated that, organizational culture has a moderating effect on change leadership and leadership efficacy as far as the transformation of the Kenya Police Service is concerned. Subsequently, the study highlighted the best practices in organizational transformation within the Kenya Police Service. It recommended that, in order to realize effective organizational transformation, there is need for continued change leadership for the purpose of ensuring that the set goals and objectives of the institutional transformation are achieved.
Open Access
Nexus Between Inclusive Leadership and Organizational Commitment: A Case of National Police Service, Kenya
(Pan Africa Christian University, 2020-04) Mbugua, Charles
Open Access
Ethical Leadership and County Governance in Kenya: A Case Study Study of Uasin Gishu County
(Pan Africa Christian University, 2020-07) Kosgey, Henry Kiprono
Open Access
Servant Leadership, Internal Environment and Performance of the Full Gospel Churches of Kenya, Meru Region
(Pan Africa Christian University, 2020-07) Mbogori, Zakayo Muriuki
This study was carried out to examine the influence of servant leadership on an organization’s performance. The study sought to determine and establish the influence of servant leadership of the internal environment on servant leadership on the performance of the Full Gospel Churches of Kenya in Meru region. The study was informed by servant leadership, contingency, stewardship and institutional theories. The study used a descriptive cross-sectional survey research design using quantitative approach. The population of the study included all the leaders from the Full Gospel Churches of Kenya within the Meru region found in the Church constitution as at 1st April 2018. A stratified random sampling was applied on the study population and arrived at a sample size of 97 respondents. Primary data was collected using questionnaires which were administered to the study population. Data analysis was done descriptively and inferentially. Data presentation was done using figures and tables. The study found out that servant leadership had (p<0.05) had a significant effect on the performance of the Full Gospel Churches of Kenya in Meru region. The Internal environment (p<0.05) has a significant effect on servant leadership of the Full Gospel Churches of Kenya in Meru region. Internal environment and servant leadership (p<0.05) had a significant effect on organizational performance. The study concludes that servant leadership and internal environment have a significant effect on performance of the Full Gospel Churches of Kenya in Meru region. The study recommends that all Churches in Kenya should consider embracing servant leadership and improve on their internal environment in order to strengthen and improve on their performance.
Open Access
Value-Based Leadership and its Implication for Citizenship Education in Preschool Institutions in Kajiado North
(Pan Africa Christian University, 2020-09) Sambu, Joseph K
Open Access
Empowering Public Institutions to Promote Good Governance for Sustainable Development: A Case Study of the National Parliament, Democratic Republic of Congo(DRC)
(Pan Africa Christian University, 2020-10) Yoka, Tengu
The National Parliament is the backbone of every nation and the foundation upon which good governance, a prerequisite for sustainable development, is built. It is only when the institution is strong, empowered, respected, and functional that it is going to work effectively. The Democratic Republic of Congo (DRC) is a wealthy nation, with vast natural resources that include cobalt, copper, diamonds, gold, arable land, and forests, among others. Yet, the country is regarded among the poorest nations in the world. Bad leadership practices and poor governance in the DRC have resulted in low levels of development. The National Parliament has failed to effectively play its role. This case study sought to examine how the National Parliament can be empowered to promote good governance practices for the sustainable development of the Democratic Republic of Congo. The study had five objectives: (1) to identify relevant dimensions of institutional empowerment of parliament in the Democratic Republic of Congo; (2) to establish stakeholder views on the state of the elements of empowerment in the Democratic Republic of Congo; (3) to identify leadership practices considered to have affected institutional empowerment/governance of parliament in the Democratic Republic of Congo; (5) to establish stakeholder views on the level of development in the Democratic Republic of Congo; and (5) to make recommendations based on the findings of the study. Data was collected using 40 one-on-one in-depth interviews, four focus group discussions, and observations. The findings show a powerless, manipulated National Parliament, lacking respect and the autonomy to work independently. Recommendations are given to strengthen the institution to ensure it promotes good governance practices that are vital for sustainable development.
Open Access
Relationship Between Transformational Leadership, Organizational Structure and Performance of Sacco Societies in Kenya
(PAC University, 2021-07-06) Mutua, Jossylyn Nzilani
Transformational leadership (TL) has received considerable attention because of its potential implications on the performance of an organization. With a critical focus on Mwalimu, Stima, and Kenya Police Savings and Credit Cooperative Societies, this study sought to establish the relationship between TL and organizational performance (OP) for the three entities. The study embraced a pragmatic philosophy. It also adopted a descriptive research design. The target population was 653 employees and a sample size of 242 respondents. The study collected data from 221 respondents, 193 responded to the survey, and 28 responded to interview schedules. The respondents' selection used probability and non-probability sampling methods, notably through random and purposive sample techniques. Both quantitative and qualitative data was collected using a questionnaire and interview schedules as a complementarily tool. Quantitative data was then analyzed further through the Statistical Package for the Social Sciences (SPSS) version 21. Descriptive statistics was presented in frequencies and percentages. Pearson correlations and linear regression analysis were employed to determine the relationship between the four independent, moderating, and dependent variables at a 95% significance level. Content analysis was applied to qualitative data alone for triangulation purposes. According to the research findings, the four elements of TL, idealized influence, individualized consideration, intellectual stimulation, and inspirational motivation, have a significant relationship with the OP of the three SACCO societies. Organizational structure was found significant only for Mwalimu and Police SACCO, while it was not for Stima SACCO. Considering the positive correlation that all the variables have with OP, the research recommends that managers and leaders of SACCOs adopt, thoroughly, and formally the use TL principles and make them part and parcel of their respective organizational performance policies.
Open Access
Relationship Between Emotional Intelligence and Organizational Leadership Among NGOs in Nairobi County, Kenya
(PAC University, 2021-07-06) N'gan'ga, Clement Kamaru
There seems to be an unclear relationship between leadership and emotional intelligence (EI). There is need to understand, clarify, and explain the concept of EI and its influence in the development of effective leadership and management in NGOs in Kenya based on the leadership challenges that they are facing. The primary objective of this study was to establish the relationship between EI and organizational leadership among NGOs in Nairobi County, Kenya. The specific objectives were: to examine the relationship between self-awareness as a component of EI and organizational leadership in NGOs in Nairobi County; to determine the relationship between self-regulation as a component of EI and organizational leadership in NGOs in Nairobi County; to establish the relationship between self-management as a component of EI and organization leadership in NGOs in Nairobi County; and to assess the relationship between relationship management as a component of EI and organization leadership in NGOs in Nairobi County. The study is anchored on three theories: Emotional Intelligence theory; Experiential Learning theory, and Transformational Leadership theory. The study employed a correlational study design to establish the relationship between EI and organization leadership among NGOs in Nairobi County. The study’s target population was the top management and employees of NGOs located in Nairobi County. According to 2018 data from the NGO Coordination Board, there were 708 NGOs in Nairobi County. Simple random sampling was used to select them. Purposive sampling technique was used to select the Heads of Departments. From every organization, the study sampled one Head of Department, bringing the total to 213 of them. Questionnaires were based on Goleman’s Emotional Competence Inventory (ECI). Scoring for the questionnaire was based on Leadership Assessment and Emotional Intelligence scale. Reliability was done using the split-half technique and Reliability Constance was established through Cronbach Alpha. The collected data was coded and analysed using SPSS version 25. The collection of primary data was done using a structured questionnaire that was administered to the respondents. The study tested the regression and correlation models to ascertain the extent to which each independent variable of EI affected NGO’s organizational leadership. The statistical significance level was set at p<0.05. The findings of the study indicate that: There is a relationship between self-awareness and organizational leadership in NGOs in Nairobi County; Self-regulation has a statistical significance relationship with organizational leadership in NGOs in Nairobi County; Relationship management has a statistical significance relationship with organizational leadership in NGOs in Nairobi County; and self-management has a statistical significance relationship with organizational leadership in NGOs in Nairobi County. The study recommends that there is a need for the application of more EI aspects within the leadership of NGOs. There is a need for leadership training with an emphasis on programs that promote the development of EI.
Open Access
Effect of Shared Leadership and Emotional Intelligence on Church Growth in Pentecostal Churches In Kenya
(PAC University, 2021-07-06) Nzeng'e, Daniel Munyoki
Despite the known effect of shared leadership and emotional intelligence on education and health, little is known regarding shared leadership and emotional intelligence on church growth. The main objective of this study was to assess the effect of shared leadership and emotional intelligence on church growth in Pentecostal churches in Kenya. Empirical literature in this study provided the basis for the study gap. The Theoretical Framework provided the roadmap for the study. Theories guiding the study were shared Leadership Theory, the Goleman theory of Emotional Intelligence, the Social Identity Theory and Mead’s Theory of Church Growth. The descriptive survey design targeted 1235 pastors and 1210 church elders in Pentecostal churches in Machakos, Murang’a, Kajiado, Nakuru and Nairobi Counties under the umbrella of Evangelical Alliance of Kenya (EAK). The study employed simple random, purposive and stratified sampling techniques. Sample size was 245 respondents. The philosophical underpinning of the study was pragmatism research philosophy. Testing for reliability used the Cronbach’s Alpha with a coefficient of 0.6 and above being considered acceptable. Validity of the research instruments was safeguarded through face construct and content validity. The study employed convergent mixed method design approach, which had open ended and closed ended questionnaires. Focus group discussion was also employed to gather qualitative data. Descriptive, correlation and multiple regression analysis used Statistical Package for Social Sciences (SPSS) and STATA. The results revealed that shared leadership and emotional intelligence had a positive correlation with church growth. Church members’ empowerment had the strongest significant relationship with church growth with a correlation co - efficient of 0.342, p 0.05. Regression analysis results revealed that shared leadership and emotional intelligence significantly affected church growth in Pentecostal churches in Kenya. Results further established that diversity and inclusion did not moderate the correlation between emotional intelligence and church growth. Ethical consideration was ensured by seeking permission from Pan Africa Christian University and the National Commission for Science, Technology and Innovation (NACOSTI). The study added to the body of knowledge in church leadership practices in Kenya. The implication of the findings has been discussed and appropriate pastoral leadership practice recommendations made to inform the work of Church leaders and other Para Church workers.
Open Access
Strategic Leadership, Organizational Culture, and Performance of the Land Administration Function in Kenya
(Pacuniversity, 2021-07-06) Oloo, Martin O.
Kenya's land administration function is dispersed across the Ministry of Lands and Physical Planning and the National Land Commission. The function is uncoordinated, bureaucratic, costly, undemocratic, and vulnerable to corruption. Many clients experience lengthy delays in processing land related procedures. Arising from the uncoordinated and inadequate service delivery in the land administration function, strategic leadership, which involves the capability of leaders to influence decision making among their followers in an organization, is offered as a necessary tool to improve performance. This research study sought to investigate the relationship between strategic leadership and performance of the land administration function. The broad objective was to assess the moderating effect of organizational culture on the relationship between strategic leadership. Specific objectives were to assess the effects of strategic thinking, leading change, strategic direction, and development of core competencies. The study considered the relevance of five theories: Strategic Leadership Theory, the Upper Echelons Theory, Resource-based View Theory, Transformational Leadership Theory, Human Capital Theory, and the SERVQUAL modelto explain the relationship. The research paradigm was pragmatic to justify the ontological and epistemological approach to the study. Inferential and descriptive statistics were used to analyse quantitative data with the help of Statistical Package for Social Sciences (SPSS version 22). The study reported that organizational culture had a moderating effect on the relationship between strategic leadership and performance of land administration function in Kenya. Specifically, strategic thinking, leading change, strategic direction, and the development of core competencies have positive and a statistically significant effect on the performance of the land administration function in Kenya. The study provides information to policymakers in the land sector in Kenya to consider the use of strategic leadership and organizational culture tools to develop strategies to improve service delivery, procedures, and processes in land administration. The study also provides information that can be used by other researchers and academicians in literature review and in the identification of research gaps. In addition, the study found that strategic leadership explains 35.9% of the performance of the land administration function, and hence the need for further research to understand other factors that affect the performance of the land administration function in Kenya.
Open Access
Effects of Strategic Leadership and External Environment on the Performance of Africa Inland Church Theological Training Institutions in Kenya
(PAC University, 2021-07-06) Munyao, Solomon Mbula
Performance is one of the biggest challenges facing organizations operating in the ever changing and complex 21st century business environment with strategic leadership playing a critical role in the achievement of organizational goals. The overarching objective of this study was to examine the effects of strategic leadership on the performance of AIC theological training institutions in Kenya with external environment as a moderating variable. The specific objectives were to determine the effects of strategic direction, organizational culture, organizational resource portfolio, strategic leadership and external environment on the performance of AIC theological training institutions in Kenya with the aim of creating new knowledge in this area of study. The study was anchored on strategic leadership theory. Experimental research design that adopted a mixed method approach was chosen. The target population was all the management members, employees and students in the 26 AIC theological training institutions in Kenya. A sample population of 219 management members, employees and third year students were selected from three AIC Bible Colleges using multistage purposeful two-state sampling technique. Open and closed ended questionnaires were administered to collect both quantitative and qualitative data which was then analysed using SPSS version 20. The results of the study indicated that organizational performance correlated with organizational culture, strategic leadership and organizational resource portfolio at (r=0.321, p<.001; r=0242, p<.001 and r=-0.145, p<.001). Its correlation with external environment was (r=-0.013, p<.001). The findings provide empirical strength to strategic leadership theory by supporting the assumption that strategic leadership increases an organization’s performance. Here, aspects related to managerial practice were rated low by respondents indicating the need for strategic leaders to make improvements in areas of physical and technological infrastructure in their organizations. Future studies could test the effects of the other aspects of strategic leadership on the performance of AIC theological training institutions in Kenya.
Open Access
Effect of Follower Behavior and Nonprofit Institutional Context on the Relationship between Servant Leadership and Policy Implementation in Religious NonProfit Organizations in Nairobi, Kenya
(PAC University, 2022-06) Ogochi, Deborah
This study sought to understand how servant leadership tenets affect policy implementation through follower behavior within the nonprofit institutional context of religious nonprofit organizations in Nairobi County. The study was undertaken in response to calls in extant literature for extension of servant leadership empirical work into new contexts and addressed the conceptual and theoretical gaps in the extant literature. The objectives of the study were: to determine the effect of servant leadership tenets on policy implementation among nonprofit religious organizations in Nairobi County; to determine the mediating effect of follower behavior on the relationship between servant leadership and policy implementation in nonprofit religious organizations in Nairobi County; and, to examine the moderating effect of the nonprofit institutional context on the relationship between servant leadership and policy implementation in nonprofit religious organizations in Nairobi County. A mixed methods approach was used to collect and analyze the data. The unit of analysis was 291 religious nonprofit organizations in Nairobi County with a total of 2,328 potential respondents. The sample size was 365 respondents drawn from 73 sampled religious nonprofit organizations. Factor analysis was used to extract factors for each study variable that were used for the descriptive and inferential analysis. Descriptive statistics used were the means and standard deviation while multiple regression analysis was used to test hypotheses. The study response rate was at 88% for the quantitative data with 320questionnaires received back out of 365 targeted respondents. Ten key informants from 10selected nonprofit organizations in Nairobi County took part in the in-depth interviews. The qualitative data was analyzed thematically. The study found out that holistic approach and service to others components of servant leadership had a significant negative effect on policy implementation, while sense of community and uprightness components of servant leadership had significant positive effect on policy implementation, there was significant statistical partial mediating effect of follower behavior on the relationship between servant leadership and policy implementation, and finally, there was a partial modering effect of nonprofit institutional context on the relationship between servant leadership and policy implementation with uprightness being the only component whose interaction term was significant. The study observed that the extracted servant leadership dimensions are applicable in the nonprofit sector. The findings of the study extended previous research by integrating the set of servant leadership attributes applicable to the non profit sector and validated a conceptual model of the operation of servant leadership for community development in the nonprofit sector. The study calls on the Boards of Directors and management to entrench servant leadership in the organizations, through their strategic management practices and leadership development programs. The study called on future research to expand the contextual and methodoligical scopes to include organizations in other regions and all levels of management and their followers using the 10 extracted servant leadership dimensions.
Open Access
Strategic Leadership Practices, Environmental Factors and Financial Sustainability of Faith- Based Organizations Affiliated to Wycliffe Global Alliance in Africa
(PAC University, 2022-06) Bore, Mathew Kipkosgei
Maintaining financial sustainability over the long term is vital for faith-based organizations since many offer services to very needy communities. However, faith-based organizations, particularly in Africa, struggle to sustain the financial resources required to effectively realize their mission. This challenge arises from their operating environment characterized by declining donations, reduced funding from their partners, and increased scrutiny of their charitable role from governments. In view of the challenges and the hyper turbulent environment in which faith-based organizations operate, there is a need for these organizations to be led effectively so that their financial sustainability is assured. The purpose of this study was to establish the extent to which strategic leadership practices affect the financial sustainability of faith-based organizations affiliated to Wycliffe Global Alliance in Africa. In order to achieve this purpose, the study investigated the effect of strategic direction, exploiting and maintaining core competencies, developing human capital, and establishing balanced organizational controls on the financial sustainability of organizations affiliated to Wycliffe Global Alliance in Africa. This study also sought to establish the extent to which environmental factors moderated the relationship between strategic leadership practices and financial sustainability of faith-based organizations affiliated to Wycliffe Global Alliance in Africa. This study was anchored on strategic leadership, resource-based view, and adaptive leadership theories. It was based on positivism research paradigm. It adopted explanatory and descriptive research designs. The study was done in 18 faith-based organizations affiliated to the Wycliffe Global Alliance in Africa, which formed the unit of analysis. Data was collected from 198 leaders serving as directors, heads of departments, and heads of units in organizations affiliated to Wycliffe Global Alliance in Africa, which was also the unit of observation. This study adopted a census survey where data was collected from the entire target population. The research designs. The study was done in 18 faith-based organizations affiliated to the Wycliffe Global Alliance in Africa, which formed the unit of analysis. Data was collected from 198 leaders serving as directors, heads of departments, and heads of units in organizations affiliated to Wycliffe Global Alliance in Africa, which was also the unit of observation. This study adopted a census survey where data was collected from the entire target population. The researcher used primary data collected using a structured questionnaire. Data analysis was done using descriptive and inferential statistics. The results of data analysis were presented in charts, tables and graphs. Descriptive statistics reported means and standard deviations respectively for the study variables; determining strategic direction 4.41 and 0.480, exploiting and maintaining core competencies 3.90 and 0.629, developing human capital 3.79 and 0.647, balanced organizational controls 3.85 and 0.587. Simple and multiple linear regression analyses confirmed that financial sustainability of faith-based organizations affiliated to Wycliffe Global Alliance was highly predicted by strategic leadership practices with the independent variables explaining 71.3 percent of the variation in financial sustainability. The study established that the effect of each strategic leadership practice on financial sustainability of faith-based organizations was significant. Environmental factors were found to positively moderate the relationship between strategic leadership practices and financial sustainability of faith-based organizations. The study concluded that the studied strategic leadership practices if fully utilized and supported could enhance financial sustainability of faith-based organizations affiliated to Wycliffe Global Alliance in Africa. The study recommends that leaders of faith-based organizations affiliated to Wycliffe Global Alliance should provide a favourable environment for core competencies, balanced organizational controls, strategic direction and human capital to be practiced in order to strengthen financial sustainability. The study recommended future research to be conducted in other faith-based organizations in Africa not affiliated to Wycliffe Global Alliance
Open Access
Leadership Strategy, resource orchestration, firm size, and organisational resilience among listed banks in Kenya
(PAC University, 2022-06) Ahmed Eltigani Mohamed Ali
This study aimed to investigate the mediating role of resource orchestration and the moderating effect of firm size on the relationship between leadership strategy and organisational resilience among listed banks in Kenya. The research applied a convergent-parallel mixed-methods design following the pragmatist paradigm. Quantitative data were gathered using a questionnaire administered to 277 respondents. In-depth interviews were held with 13 former senior-level bankers. These were further supplemented with document analysis of 96 statements of board chairpersons and CEOs retrieved from the annual reports of the 12 listed banks. Quantitative data were tested for normality, heteroscedasticity, and multicollinearity. Overall, model health was assessed by conducting exploratory and confirmatory factor analyses. Composite reliability and discriminant and convergent factor validities were evaluated by obtaining Cronbach’s alpha, normed fit indices, and goodness-of-fit measures. Quantitative data were analysed in SmartPLS version 3 using partial least squares structural equation modelling and standardised root mean square residuals. Interview data were analysed using thematic analysis, and data from annual reports were analysed using content analysis. The inferential statistics showed a significant and positive direct path between leadership strategy and organisational resilience (=0.828, t=31.885, p<0.05; R2=0.685), a significant and positive mediating path for resource orchestration between leadership strategy and organisational resilience (R2=0.834, Z=9.228, p<0.05), a non-significant moderating path for firm size between leadership strategy and organisational resilience (β=0.032, p>0.05), and a non-significant moderated mediation path for firm size and resource orchestration between leadership strategy and organisational resilience (β=.053, p>0.05). The qualitative findings largely corroborated the inferential results. The study recommended a regular review of the corporate guiding principles and implementation of senior management stress testing programmes. It advocated for the inclusion of resilience awareness in staff development policies and the maintenance of an organic pipeline for internal human resource growth. The study further called for an intra-organisational knowledge cross-fertilisation and promulgation of post-crisis transformation strategies to mitigate human and psychological costs. In terms of knowledge contribution, the research empirically validated leadership strategy as an emergent paradigm in the evolution of leadership theory. It also proposed Resource orchestration pecking order model, organisational resilience continuum model, and banking system resilience model as distinct additions to knowledge.
Open Access
Shared Leadership, Leadership Self - Efficacy and Board Performance of Faith Based Savings and Credit Cooperative Societies in Uganda
(PAC University, 2022-06) Tukamuhebwa, Maurice
A myriad of studies on the various facets of leadership have been undertaken in similarly diverse environments with varying results. This study added to the existing body of knowledge by examining the influence of shared leadership on Board performance and the degree to which leadership self-efficacy moderated this relationship in Faith-Based Savings and Credit Cooperative Societies in Uganda. The study objectives were to: establish the influence of shared leadership on Board performance and examine the moderating role of leadership self-efficacy in this relationship. The Stewardship Theory and Institutional Change Theory were used to make sense of the notion of shared leadership while Social Cognitive Theory and Social Exchange Theory helped to comprehend the idea of leadership self-efficacy. The perception of Board performance was examined through the lenses of the Agency Theory and Resource Dependency Theory. The study deployed a mixed-methods research design to collect and analyse primary data from a population of 350 Faith-Based Savings and CreditCooperative Societies. Quantitative data was gathered from 334 respondents using survey research questionnaires while qualitative data was got from 19 participants by means of semi-structured interviews. The collected quantitative and qualitative data were analysed using descriptive statistics and regression modelling and, thematic analysis, respectively .Quantitative analysis was performed using the Statistical Package for Social Sciences while qualitative analysis was achieved through the NVivo 20 software. General findings from the study indicated that there were significant relationships between the concepts of shared leadership and Board performance on one hand and, leadership self-efficacy and Board performance on the other. However, whilst Board shared leadership through reflecting reputable personal behaviours and could set and promote the vision and apply emotional intelligence, they had challenges in fostering creativeness and motivating others. Results revealed that leadership self-efficacy did not moderate the relationship between shared leadership and Board performance. The study reiterated the importance of shared leadership as an enabler of the cooperative principles of voluntarism and democratic member control where Board members worked as volunteers and the practice of majority decision-making was reflected in all leadership and management activities.The study concluded that shared leadership was crucial to the realisation of effective Board performance in faith-based cooperative societies in Uganda. The study recommended that there was need for Board members to embrace and get committed to the work of their Savings and Cooperative Societies by holding meetings regularly and taking minutes. Given the restricted research context, the study proposed replication of the same study but with a diverse population that would include all forms of savings and credit cooperative societies in the country and a larger sample sizes.
Open Access
Efficacy of Transformational Leadership on Performance of Mandera County Government in Kenya
(PAC University, 2022-06) DAUD, YUSSUF MOHAMED
Mandera County has faced a plethora of challenges including its inability to marshal, develop, direct and control the human and financial resources leading to maladministration and poor service delivery, among others. Transformational leadership is the panacea for solving contemporary management and leadership challenges in sub-national levels. This study investigated the efficacy of transformational leadership and performance of Mandera County government in Kenya focusing on the 4Is of transformational. The objectives of the study were to: investigate the role of individualized considerations, determine the influence of inspirational motivation, establish the effects of idealized influence, assess the role of intellectual stimulation, and assess the moderating role of national government policies on the relationship between transformational leadership and performance of Mandera County government in Kenya. The study adopted modified Multifactor Leadership Questionnaire (MLQ) from Bass and Avolio (1995) which is heavily applied to measure the transformational leadership in private and public sector. The target population for the study comprised of the personnel elected and appointed and/or in the office of the Governor, Members of County Assembly and public service board employees of the county government who are concerned with the day – to – day running of the county affairs of the County Government of Mandera (N=696). Stratified simple random sampling technique was applied to select the sample size from the total population (n=247). The study used structured questionnaires as the primary tool for data collection. SPSS version 24 was applied to compute descriptive and inferential statistics. Findings from the test of hypothesis using simple linear regression indicate that individualized consideration, inspirational motivation and idealized influence do not have a statistically significant influence on the performance of Mandera County Government (p>.05). In contrast, intellectual stimulation had a statistically significant association with performance of Mandera County Government (p<.05), while government policies have a statistically significant moderating effect on the relationship between transformational leadership and performance of Mandera County Government (p<.05). However, the multiple linear regression analysis indicates that three of the 4Is of TL (individualized consideration, inspirational motivation, intellectual stimulation) excluding idealized influence were significantly associated with the performance of the County Government of Mandera. For effective transformational leadership, the study recommends that the success or failure of leadership depends on the compliance to the legal, fiscal, and policy framework, among other government policies.
Open Access
Transformational Leadership, Psychological Empowerment, and Staff Retention in Micro Finance Institutions, Nairobi City County, Kenya
(PAC University, 2022-07) Kariuki, Josphat Kamau
In the modern competitive world, the success of microfinance institutions is largely dependent on retention of their well talented and experienced staff. However, these institutions face challenges such as inappropriate leadership, low loyalty and poor staff engagement, which have led to poor staff retention. Notably, extant literature has tended to focus more on staff turnover than staff retention. Empirical studies on transformational leadership and staff retention have laid emphasis on transformational leadership as a unidimensional construct with little attention paid to its four dimensions of idealized influence, inspirational motivation, intellectual stimulation and individualized consideration. This study therefore investigated the effect of transformational leadership on staff retention in microfinance institutions in Nairobi City County, Kenya. Specifically, it explored the effect of idealized influence, inspirational motivation, intellectual stimulation and individualized consideration on staff retention in microfinance institutions in Nairobi City County, Kenya. Further, the study determined the mediating effect of psychological empowerment on the relationship between transformational leadership and staff retention in microfinance institutions in Nairobi City County, Kenya. The study was underpinned by Transformational Leadership Theory, Leader-Member Exchange Theory, Social Exchange Theory, and Resource-Based View Theory. The study was founded on the positivism philosophy and guided by the descriptive and explanatory research designs. The target population was the 12 microfinance institutions licensed by the Central Bank of Kenya in Nairobi City County. Through census, a total of 298 respondents was obtained for data collection. The unit of analysis was the head offices of the 12 microfinance institutions, while the unit of observation comprised of employees drawn from the senior management level, middle management level, and lower-level management staff of the functional departments of these institutions. Primary data was collected using structured questionnaires. Data was analyzed through descriptive and inferential statistics. Hypothesis testing was done at 5% significance level using the multiple linear regression model. All ethical considerations were adhered to. The study will benefit microfinance institutions, achievement of the Kenya’s vision 2030 and academia with new frontiers of knowledge. The study established that transformational leadership is a significant predictor of staff retention through idealized influence, intellectual stimulation and individualized consideration and the relationship is partially mediated by psychological empowerment. The study concludes that transformational leadership has a significant effect on staff retention mediated by psychological empowerment. The study recommends that policy makers and strategists in the microfinance institutions in Nairobi City County, Kenya should align the transformational leadership practices with the strategic goals that have been formulated for sustainable staff retention. Being a regulator of the microfinance institutions in Nairobi City County, Kenya, policy makers at CBK should closely monitor the leadership of these institutions as well as the staff retention practices in place as all these to some extent can contribute to overall soundness and stability of these institutions. The Human Resource managers working in the microfinance institutions in Nairobi City County, Kenya should constantly review and align organizational commitment practices so as to retain more staff.
Open Access
An Evaluation of Leadership development strategies of coaching and mentoring on succession planning within evangelical churches of Kenya
(PACU, 2023-07-25) Mang'eli Sammy Kent
Leadership development and succession planning within the Church movements has been an issue of critical interest to Christians, mainly because of the weight with which spiritual leadership is viewed by humanity. Despite this importance, the pattern of leadership development and succession planning observed globally in most evangelical churches, have been characterized as dynastic succession. This study sought to evaluate the leadership development strategies, with an emphasis on Coaching and Mentoring, and their effect on succession planning in Evangelical churches in Kenya. To examine the phenomenon under study, the study applied the skill-based theory of leadership as well as the continuity and discontinuity perspectives in succession planning theory to define and test the theories within the Evangelical Churches in Kenya. The study applied a descriptive research design which guided on the research questions, data collection methods, and analysis. This research appliedthe mixed methods approach to collect both quantitative and qualitative data. There are 40 registered mainstream Evangelical churches in Kenya with over 300 branches: this formed the target population of the study. Through multistage sampling approach, the study purposively captured, using homogeneity sampling, 10 duly registered operational churches from three of Kenya’s 4 city counties using set characteristics in line with the research questions, objectives and design. This sub strata of churches have a total of 198 branches with each branch led by a lead pastor. It is from this sub strata of churches that a sample of 20 branches from each of the churches was sampled for pre-test of the study in order to deliver desired reliability and validity of the instruments. This used a proportionate approach where the number of branches picked was directly proportional to that in each church. In line with purposive sampling, the study picked on 75% of the remaining 178 churches as the sample for the study with the number enhancing robust organizational decision making. From each of the purposively picked 135 branches with proportionate representativeness of each church, the lead pastor was picked as a respondent giving a sample size of 135. A questionnaire with both open and close-ended questions was used as the tool to collect primary data. Data analysis for qualitative data involved content analysis while quantitative analysis involved both descriptive statistics and inferential analysis using Social Science Statistical Packages STATA23. The qualitative findings were presented thematically with interpretive statements while the quantitative results were presented using tables, coefficients and narratives. The study confirmed that the leadership development strategy formulated by the evangelical churches’ management specifies the actions that must be taken to retain, develop or acquire the leaders for succession planning. This is shown by 73 (91.5%) of the respondents who answered in the affirmative. The study found out that there is a statistically significant linear relationship between leadership development and its predictors of; succession planning, coaching and mentoring {F(3, 37) =19.972}, significance level of .000, p<0.05. In addition, the study found out that the three predictors; succession planning, coaching and mentoring explain between 60.4% and 63.6% of the change in leadership development an empirical indicator of the significance of the three towards leadership development in evangelical churches today. Based on the findings, recommendations were made that the subjects of mentoring and coaching be integrated into various leadership development strategies for succession planning.
Open Access
The influence of shared leadership on organizational resilience as moderated by organizational climate in the Telecommunication Sector in Kenya
(PAC University, 2023-07-25) Gichuhi, Jotham M.
Shared leadership is an evolving team phenomenon that rides on a framework where leadership influences and roles are distributed among group members and puts considerable emphasis on the agentic roles that the members of teams play in the leading processes. The lack of information-sharing practices in Kenyan organizations has promoted the ease with which disruptions are being replicated with the Kenyan telecoms consistently falling short of some of the Key Performance Indicators (KPIs) set by the Communication Authority of Kenya. This calls for robust organizational for better customer experience. The study examined the interplay between shared leadership and the resilience of Kenyan telecommunication firms, specifically, examining the impact of planning and organizing, problem-solving, management support and consideration, management development, and employee commitment on organizational resilience in telecommunication companies in Kenya. A quantitative descriptive approach and cross- sectional descriptive survey designs were espoused. The study was anchored on the Managerial Grid of Leadership Theory, Transformational Leadership Theory, and Socio- Exchange Theory. The study targeted a population of 9,847 from 19 registered dorminant telecommunication firms in Kenya to provide a sample of 384 participants drawn from the senior staff and support staff using a stratified sampling technique. Data was collected through validated questionnaires. Hypotheses testing was done with the aid of the SPSS version 27 package to generate the correlation coefficient. The study used descriptive statistics, correlation analysis as well as multiple and simple linear regression to analyze the data. The study found that shared leadership significantly affected organizational resilience in telecommunication companies in Kenya. The study found that shared leadership significantly influenced organizational resilience in telecommunication companies in Kenya. Moreover, the organizational climate had a significant moderating effect on the relationship between shared leadership and organizational resilience. The study recommends that the government of Kenya and the employers should engage a multi-stakeholder approach to develop policy requirements for telecommunication firms to improve disaster management practices, encourage sharing of information regarding the encountered disruptions, and learned lessons among the telecoms through the regulator. Also, organizations should develop suitable recovery plans by enhancing resilience through the enhancement of concerted efforts during planning, problem-solving, intentional management support to the employees, development of management capabilities, and overall employee commitment. The study recommends that this study be replicated in other industries like manufacturing which is critical in poverty alleviation in Africa. Also, other factors of shared leadership like employee empowerment, giving employees leadership positions, and team size could be considered on their affect organizational resilience. The study contributes to the body of knowledge by presenting a workable empirical model for telecommunication companies in Kenya and beyond to adopt in their quest to achieve resilience.
Open Access
Leadership development of young professionals for organizational performance in the building industry in Kenya
(PACU, 2023-07-25) Samoka, Kennedy
Leadership development was cited as one of the key ingredients that enrich organizational performance. Previous studies noted that the nature of construction and civil engineering professions demanded teamwork and collaborative approaches to effectively solve the predominant unique and complex projects. Emerging global trends favoured the leadership development for younger generations, especially so during the anticipated fourth industrial revolution era that is driven by digital advancement. The main problem that informed the need to undertake this study was that young professionals in the building industry in Kenya were hardly getting incorporated into the various leadership roles driving their organizations. From previous studies, there was noted to be both a contextual gap as well as a population gap. Therefore, the overall aim of this study was to determine the extent to which leadership development of young professionals enhanced organizational performance in the building industry in Kenya. Specifically, the study assessed the extent to which leadership training, leadership coaching, and leadership mentoring of young professionals in the building industry in Kenya enhanced organizational performance. Secondly, the study sought to determine the extent to which millennials’ characteristics influenced leadership development of young professionals in the building industry in Kenya for organizational performance. The study was anchored on contingency leadership theory, situational leadership theory, and social learning theory. The research design took a purely quantitative approach carried out within the paradigmatic environment of positivism. Data was collected through a pre-tested self-administered questionnaire instrument, largely set out on a 5-point Likert scale. The target population was all the young professionals working in all the 515 registered Architectural, Quantity Surveying, and Engineering firms in Kenya. The study sample was composed of 309 young professionals selected from the target population through stratified random sampling. Data was analysed using descriptive and inferential statistics and incorporated deductive tactics to address the research objectives. Multiple linear regression model was adopted to test the four hypotheses. The decision criteria for testing these hypotheses were based on the p-values of the standardized beta coefficient values at 95% confidence level. The study found out that leadership training, leadership coaching, and leadership mentoring of young professionals in the building industry in Kenya have positive and statistically significant impact on organizational performance. It was also determined that millennials’ characteristics have a significant influence on the process of leadership development of young professionals in the building industry in Kenya for organizational performance. The study recommended that the industry organizations should aim at strategically deploying leadership training, coaching and mentoring for their young professionals at a more increased extent in order to improve performance.