TD-Department of Leadership Studies (PhD)

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Open Access
Antecedents and performance outcomes of empowering leadership among youth in sports for development organizations in Kenya
(PAC University, 2023-07-25) Njihia, David Thiru
This study set out to determine the antecedents and performance outcomes of empowering leadership among youth in sports for development organizations. The mediating variable was empowering leadership. The leader-member exchange theory (LMX) and servant leadership theories underpinned this study. The study was grounded in the positivism philosophical approach and adopted the descriptive survey research design with a population of 2,993 beneficiaries/members over 18 years of age from three sports for development organizations in Kenya. Stratified random sampling was employed to pick a sample of 352 respondents. A structured questionnaire was used for data collection. The data was analyzed using both descriptive and inferential statistics. Relationships were established using Structural Equation Modelling (SEM) in path analysis to construct the linkage between the antecedents’ and the performance outcomes. The analysis of the Moment Structures (AMOS) 23 was used to construct a conceptual model linking the variables under study. The study revealed that the influence of antecedents (active membership, perceptions of organisational justice, divergent thinking and perceptions of life satisfaction) on performance outcomes (organizational citizen behavior, self-efficacy, aspirations, self-esteem, organizational perceived performance and community psychological empowerment) of empowering leadership was positive and statistically significant. The study also revealed that the effect of empowering leadership and performance outcomes was positive and statistically significant and finally the study established that empowering leadership partially mediates the relationship between antecedents and performance outcomes and therefore, the null hypothesis was rejected in all six hypotheses. It is therefore recommended for meaningful performance outcomes. It is imperative that sports for development organizations understand the importance of anchoring their youth programs on the four identified and confirmed antecedents and that empowering leadership is critical to achieving a positive influence between antecedents and performance outcomes relationship.
Open Access
Authentic leadership, motivation and performance of employees of commercial banks in Kenya
(PACU, 2023-07-25) Masimane, Bethuel Asieche
The purpose of this study was to establish the effect of authentic leadership (AL) and motivation on the performance of employees (PE) of commercial banks (CBs) in Kenya. The study established the effect of self-awareness on the PE of commercial banks in Kenya. It established the effect of relational transparency on the PE of commercial banks in Kenya. It found out the effect of balanced processing on the PE of commercial banks in Kenya. The study investigated the effect of internalized moral perspective on the PE of commercial banks in Kenya. It established the moderating effect of motivation on AL and PE of commercial banks in Kenya. The literature review included the antecedents of AL and its four components as the independent variable. The literature also discussed motivation and its components as the moderating factor. The discussion on PE as the dependent variable focused on five performance indicators. The literature review included four theories underpinning the study. Empirical literature considered earlier studies and how they relate to the current study. The study adopted a cross-sectional descriptive research design and a positivist research philosophy. The target population comprised 31,605 employees of 38 CBs in Kenya. The sample size of 395 respondents was identified using proportionate stratified sampling. Reliability and validity of the instrument was tested using Cronbach alpha. Primary data was collected using a structured questionnaire. The 40 respondents who participated in the pilot survey were not included in the actual study. Data was analyzed by the help of Statistical Package for Social Sciences (SPSS) version 28.0.0.0. The findings showed that AL has a statistically significant effect on the PE of commercial banks in Kenya. Motivation also has a statistically significant effect on the relationship between AL and PE of commercial banks in Kenya. These results will help CBs in Kenya to evaluate their AL practices to improve PE. The findings are generalizable to other contexts. The study suggested several recommendations, identified knowledge gaps and highlighted areas of further research to enrich extant literature and add to the body of knowledge in AL studies.
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
Collaborative Leadership, Environmental Dynamism, And Performance of Insurance Companies in Kenya
(PAC University, 2024-08-14) Gilbert Atuto Ang’ana
Contemporary organizations face complex challenges in various aspects of performance, including service quality, environmental and social governance, internal operations, innovation optimization, and financial efficiency. The scholarly inquiry into how leadership impacts organization performance has gained considerable attention but performance concerns are still persistent. This study aimed to investigate the effects of collaborative leadership and environmental dynamism on the performance of insurance companies in Kenya. To achieve this, five specific objectives were outlined: to explore the influence of collaborative leadership on performance, to establish the effect of authentic relationships on performance, to investigate the effect of leaders' behaviour on performance, to assess the effect of top echelons support on performance, and to determine the moderating effect of environmental dynamism on the relationship between collaborative leadership and performance of insurance companies in Kenya. The objectives had corresponding hypotheses, which were stated and tested. The theoretical framework was primarily drawn from Distributed Leadership, Social Constructivism, and Leader-Member Exchange theories. A pragmatic research paradigm and convergent mixed-methods design were used to engage 642 managers within the insurance companies in Kenya. In Quantitative design, a stratified proportionate random sampling technique was applied, resulting in 240 participants. Of these, 217 completed a structured questionnaire, achieving a response rate of 90.4%. Quantitative analysis involved descriptive statistics, correlation analysis, and regression models. In qualitative design, purposive sampling of 12 CEOs from 42 insurance companies was applied, with 11 CEOs consenting to semi structured interviews (a 91.6% response rate). Thematic analysis was used to analyse the qualitative data. Quantitative findings revealed a moderate effect of collaborative leadership on performance (R=0.457), explaining 20.9% (R2=0.209) of performance variation in insurance companies. The components of collaborative leadership—authentic relationships (B=-0.385; p=0.011), leaders' behaviour (B=0.167; p=0.143), and top echelons support (B=0.634; p=0.001)—each had varying effects on performance. Furthermore, although environmental dynamism enhanced the explanatory power of the relationship between collaborative leadership and performance (R2=0.263), the interaction variable showed no significant moderating effect (B=-0.139; p=0.65). The integrated findings converged on the effects of collaborative leadership and environmental dynamism on the performance of insurance companies in Kenya. This study contributes to the scholarly knowledge on collaborative leadership by presenting a collaborative leadership framework that integrates environmental dynamism, collaborative leadership actors and attributes and aligns with essential organization outcomes that drive the optimal performance of insurance companies. Its implications extend to policy-making, providing guidance for fostering collaborative leadership in insurance companies and adapting to evolving environmental dynamism for enhanced performance. In conclusion, the performance of insurance companies in Kenya can be explained by collaborative leadership and environmental dynamism. This study serves as a valuable resource for academia and industry stakeholders, paving the way for future research on collaborative leadership in various organizational contexts, particularly utilizing approaches like the convergent mixed-method design employed in this study.
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
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
Effects of Authentic Leadership on Governance in Kenya: A Case Study of Five County Referral Hospitals
(PAC University, 2024-08-14) Mutemi Eunice Nduku
Authentic leadership has garnered significant attention for its potential impact on organizational governance, particularly in hospitals. This study examined the effects of authentic leadership on governance in five county referral hospitals in Kenya during the post-devolution period, which faced implementation challenges that influenced leadership and governance outcomes. The devolution, driven by the 2010 Kenyan constitution, transferred certain services from the national to the county level. Despite the recognition of authentic leadership as an effective style, its impact on the governance of health institutions in Kenya has been inadequately explored. This research aimed to assess how authentic leadership affects governance, focusing on five referral hospitals across five counties. Specific objectives included evaluating the effects of self-awareness, internalized moral perspective, balanced processing, and relational transparency among County Health Management Teams and healthcare leaders. Additionally, the study investigated the moderating effect of leadership efficacy on hospital governance. The study was anchored on authentic leadership theory, ethical leadership theory, and governance theory, employing a pragmatism philosophy with a cross-sectional research design. The target population comprised 1926 County Health Management Teams and healthcare leaders from hospitals in Kiambu, Narok, Kwale, Makueni, and Kajiado counties. Using purposive sampling, a sample size of 396 was realized. Data was collected using semi-structured questionnaires, yielding a 97% response rate. Validity and reliability were confirmed, with an overall reliability score of 0.960. Data analysis included demographic information, descriptive characteristics, and inferential statistics, presented in tables and figures with ethical considerations observed. Findings indicated that self-awareness (β = 0.313, ρ<0.05), balanced processing (β = 0.239, ρ<0.05), and relational transparency (β = 0.691, ρ<0.001) significantly impacted governance, while internalized moral perspective did not (β = 0.101, ρ>0.05). The moderating effect of leadership efficacy was supported (β = 0.169, ρ<0.001). The study concluded that leadership in County referral hospitals should embrace self-awareness, balanced processing, and relational transparency to enhance governance. Leadership efficacy is crucial for daily operations, and further research is needed to explore the application of internalized moral perspective. The study recommends policy development at the ministerial level to support authentic leadership practices and further research in other counties for comparative analysis.
Open Access
Effects Of Organizational Culture on Instructional Leadership and Student’s Academic Performance in Selected Public Secondary Scholls in Kirinyaga and Nyeri Counties, Kenya
(PAC University, 2024-08-14) Michael Mwangi Waraga
Instructional leadership is increasingly viewed as important for transforming schools into positive learning environments, enhancing the quality of instructional processes, and promoting a school culture where students can achieve their full potential. This study investigated the relationship between instructional leadership practices and student performance in public secondary schools in Kirinyaga and Nyeri Counties, Kenya. The specific objective of the study was to examine the effect of the school mission, curriculum management, and learning environment on student academic performance. Additionally, it examined how school organizational culture moderates the relationship between instructional leadership and students' academic performance. The pragmatic research philosophy guided the study. The target population for the study included principals, teachers, and students in forms three and four in public secondary schools in Kirinyaga and Nyeri Counties. A sample of 809 participants, comprising 37 principals, 374 teachers, and 398 students, was selected using a stratified random sampling procedure and Yamane's (1967) formula. The response rate for the study included 30 principals, 331 students, and 305 teachers. Qualitative data was obtained using interviews and analyzed through thematic analysis. Quantitative data was obtained using close-ended questionnaires and analyzed through descriptive and inferential statistics. The study found that the performance of public secondary schools in the selected counties was below average and was affected by the existing instructional practices. Study results indicate that instructional practices used by school heads had a significant influence on student academic performance. Each independent variable, including school mission, curriculum management, and learning environment, was found to significantly influence academic performance (p<0.05). The study also found that student academic performance could be improved by ensuring adherence to the school mission statement, effective implementation of the curriculum, and creating a positive learning environment. Also, the school's organizational culture was found to moderate the relationship between instructional practices and student academic performance. The impact of the moderating variable was found to be significant, with p<0.05. The findings imply that instructional practices adopted by school principals are likely to have a more significant influence on student academic performance in institutions with healthy and supportive organizational cultures. The study recommends that school principals adopt practices that would create a positive learning environment and result in an organizational culture supporting learning.
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
Effects of Transformational leadership and church health on the participation a nd constructive engagement of the youth in urban churches
(PAC University, 2023-07-25) Muthuku, Mwongeli
Leadership is considered a fundamental contributor to the success of healthy and sustainable organizations. For a church, effective and transformative leadership is critical in ensuring that the quality, health, and overall growth of the spiritual and physical church is sustained. This research examined transformational leadership style in the church. It addressed ways of strengthening the health and quality of churches with a focus on the participation and constructive engagement of the youth in church affairs. The study examined whether transformational leadership is an effective leadership style, which when coupled with church health would make the youth to be attracted to the church and remain engaged as active members in the long-term. The study examined whether there was a relationship between transformational leadership and church health; it also established whether there was a relationship between transformational leadership and the active participation of the youth in the church. Lastly, the study investigated the mediating effect of church health on the relationship between transformational leadership and active participation of the youth in the church. Three theories underpinned the study namely; the transformational leadership theory, the church growth movement theory, and the positive youth development theory. Quantitative research guided the study, using simple random sampling to draw respondents from the youth of select churches in Nairobi City County. The target population for this study were the evangelical and protestant churches in Nairobi City County. From a sample size of 330, 268 people successfully responded to the questionnaires. Three rater questionnaire instruments namely; the Multi Factor Leadership Questionnaire, the Natural Church Development questionnaire, and the Tiffany-Eckenrode Program Participation Scale were used to collect data. The data was analysed using Statistical Package for Social Sciences computer software. Diagnostic tests, descriptive and inferential statistics were applied to test the goodness of fit and hypotheses in order to establish existing relationships of the variables. The study established that there was a significant relationship between transformational leadership and church health (R2=.548, F (4) = 78.749,p=.000), as well as the participation and constructive engagement of the youth in the church (R2=.150, F (4) 11.492, p=.000). Further, the study results showed a partial mediating effect of church health on the relationship between transformational leadership and active participation of the youth in the church (R2=.184, F (1)29.955, p=.000). The study made several recommendations for policy and managerial practices. These include that the church governing bodies should ensure a conducive environment in their churches which promotes and cultivates a transformational leadership culture. Further, the senior management should be supported in the formulation and implementation of the vision and mission of the churches. Another key recommendation is for churches to develop inspirational programmes, including those geared at training and mentoring younger leaders in the church. This would help to maintain a transformative leadership culture, and thus ensure good church health and vibrant participation and engagement of the youth in the church.
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
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
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
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
Influence Of Leadership Styles and Capacity Development on The Performance of Agricultural Enterprises in Selected Counties in Kenya
(PAC University, 2024-08-15) Geoffrey Rogito Nyamoita
A performance evaluation of agricultural enterprises in Kenya was conducted to assess the influence of leadership styles and capacity development. The study adopted a pragmatism philosophy using an explanatory sequential mixed methods approach. The assessment of agricultural enterprises' performance encompassed financial and nonfinancial indicators. The research achieved its overarching aim by assessing the influence of four leadership styles and capacity development initiatives on the performance of agricultural enterprises in Kenya. The Systems, Path-Goal, Situational Leadership and Transformational Leadership Theories guided the study. The study evaluated the influence of Transformational, Transactional, Democratic and Autocratic leadership styles on the Performance of Agricultural Enterprises in Kenya. The moderating influence of Capacity Development on the relationship between Leadership Styles and the Performance of Agricultural Enterprises in Kenya was assessed. An explanatory sequential mixed methods approach was adopted using a cross-sectional survey design to collect quantitative and qualitative data. Quantitative data were gathered using closed ended questionnaires, while qualitative data were gathered using interview and focus group discussion guides. For the quantitative study, a stratified random sample of 222 leaders and employees was selected from a population of 525 leaders and employees drawn from a census of 105 agricultural enterprises. Qualitative data drew a sample of 40 respondents. Quantitative data was analysed using descriptive and inferential statistics as provided in Statistical Package for the Social Sciences (SPSS) Version 28.0.1. Using multiple linear regression analysis, the five null hypotheses were tested based on the pvalues of the standardised beta coefficient at a 95% confidence level. The study's findings indicate that agricultural enterprises in Kenya perform better under Transformational (β=0.481), Transactional (β=0.673), and Democratic (β=0.222) leadership styles but are adversely affected by Autocratic leadership (β=-0.217). The study revealed that the performance of agricultural enterprises in Kenya is significantly moderated by capacity development. Agricultural enterprises should adopt appropriate leadership styles to stimulate team innovativeness. The study recommends the implementation of capacity development initiatives by National and County governments, donors and capacitybuilding organisations to enhance the performance of agricultural enterprises in Kenya.
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
Influence Of Supportive Leadership on Inexperienced Nurse Leaders’ Work Performance in Central West Quality Satellite Zone Hospitals in Malawi: A Mixed Methods Study
(PAC University, 2024-08-15) Annie Mlasaanthu Namathanga
Nurses with inadequate clinical experience are increasingly assuming leadership roles as first-line managers due to the shortage of registered nurses in hospitals in Malawi. It is presumed that with support from senior nurses, inexperienced nurses can lead successfully. Research affirms the positive impact of Supportive Leadership (SL) on work performance. The objective of this research was to explore the influence of Supportive Leadership on Inexperienced Nurse Leaders' (INLs) work performance in Central West Quality Satellite Zone (CWQSZ) hospitals in Malawi. Mentoring, relationship building, team working and work environment were key constructs in SL. The study was underpinned by the path-goal leadership and the novice-to-expert nursing theories. The investigation used a convergent mixed methods design. The quantitative strand had a total population of 53 INLs and 42 Senior Nursing Officers (SNOs) all of whom were used as respondents in the study. Data was collected through survey questionnaires and analysed using descriptive and inferential statistics, employing the Statistical Package for the Social Sciences, Version 27.0. Homogenous purposive sampling was used to select 10 SNOs and 10 INLs for the qualitative strand. Data was collected through in-depth interviews and was analysed using Collaizi’s thematic method. Ethical approval for the study was granted by the Pan Africa Christian University Ethics Committee in Kenya and the National Commission for Science and Technology in Malawi. The results revealed that mentoring empowered INLs to lead, though it was executed inconsistently. Nurse leaders acknowledged the presence of social and work relationships in the wards. The relationships eased work, and the INLs felt supported. The wards had collaborative teams that enhanced the achievement of clinical goals. The work environment was conducive in some wards but not in others. The main challenges were a shortage of nurses, and material and financial resources. Statistical findings revealed the significant influence of mentoring (β=0.922, P < 0.001); relationship building (β=1.426, P < 0.001; team working (β=0.599, P < 0.001); and work environment (β=1.182, P < 0.001) on INLs’ work performance. Overall, Supportive Leadership had a significant influence on work performance (P < 0.001, R2 0.829). The findings will assist senior nurse practitioners, educators, and policymakers in understanding how best to support INLs taking on positions of leadership. The study suggests the development of an SL framework and mentorship tool for use by SNOs to promote INLs' work performance in CWQSZ hospitals in Malawi. The Ministry of Health should address the resource shortage hindering the successful implementation of SL. The study's findings contribute to the limited knowledge about SL in nursing practice. Further research could be conducted on the impact of other leadership styles on INLs’ work performance. The research could also be conducted on a large scale in all five quality satellite zones of Malawi and at different levels of nursing leadership.
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.
Open Access
Leadership Process, Followership, Organizational Context and Effectiveness in Freight Forwarding Firms in Nairobi City County, Kenya
(PAC University, 2024-08-14) Ndonye Davies Mutuku
High uncertainties in the 21st century globalised business environment are forcing many organizations to consider every possible way to increase effectiveness. Previous studies have identified challenges facing freight forwarding firms in Kenya, which include high operational costs, poor co-ordination, and rapid developments and insecurity in information technology. Literature on organizational leadership has neither addressed the dimensions of effectiveness of freight forwarding firms nor empirically tested the dimensions used by the practicing firms. Previous research has also concentrated on organizational performance as the dependent variable. There is lack of empirical investigation linking leadership process with effectiveness among freight forwarding firms. This study sought to investigate the effect of leadership process on the effectiveness of freight forwarding firms in Nairobi City County, Kenya. Specifically, it assessed the effect of leadership process elements, namely tactical, strategic, and situational influence on the effectiveness of the freight forwarding firms. It also sought to establish the mediating and moderating effect of followership and organizational context respectively on the relationship between leadership process and organizational effectiveness. Theoretical pillars of Leader-Member Exchange Theory, Situational Leadership Theory, Institutional Theory, Balanced Scorecard Model, and Structuralism Theory anchored the study. From a pragmatic philosophical view, the study adopted explanatory sequential design. The target population was 400 freight forwarding firms practicing in Nairobi City County, out of which 92 were selected using simple random sampling technique. The response rate was 84.06% for quantitative data with 232 questionnaires returned. Ten key informants from 10 selected freight forwarding firms took part in in-depth interviews. Descriptive statistics used were the means and standard deviation, while regression analysis was used to test hypotheses. In extracting factors for the study variables, factor analysis was used. Qualitative data was analysed thematically. Results indicated that organizational effectiveness correlated with tactical influence, strategic influence and situational influence at (r=0.295, p<.001), (r=0.275, p<.001), and (r=0.364, p<.001) respectively. Its correlation with followership and external organizational context was (r=0.341, p<.001) and (r=0.313, p<.001) respectively. Regression results established that tactical influence, strategic influence and situational influence have a significant positive effect on the effectiveness of the freight forwarding firms. Followership was found to have a significant partial mediating effect, while external organizational context had a significant moderating effect on the relationship between leadership process and firm effectiveness. The study findings extend previous research by integrating the set of attributes of leadership process applicable to the freight forwarding sector. It recommends that management should entrench effective leadership process in their firms through active deployment of tactical, strategic and situational influence strategies and practices to generate the right followership capabilities and organizational contexts for effectiveness. Government policies should aim at promoting collaborative approaches with partners in the supply chain network for general effectiveness. The study calls on future research to expand the methodological and contextual scope. The effect of other forms of influence strategies such as motivation and idealized influence on organizational effectiveness can also be investigated.
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.