http://ir.mu.ac.ke:8080/jspui/handle/123456789/62 2026-06-28T06:04:52Z http://ir.mu.ac.ke:8080/jspui/handle/123456789/10270 The role of self-efficacy dimensions on organisational commitment: a study of academic staff in Ugandan universities Opolot, Julius Samuel; Simiyu, Gabriel; Maket, Lydia; Kyambade, Mahadih; Muganzif, Alungat; Muganzif, Barnabas While self-efficacy is widely recognized as a predictor of organizational commitment (OC), existing literature mainly treats it as a single-dimensional construct, which conceals the specific roles of its underlying sources. Drawing on Bandura’s Social Cognitive Theory (SCT), this study fills this gap by breaking down self-efficacy into four theoretically based dimensions of enactive mastery, vicarious experiences, verbal persuasion, and physiological arousal. The study investigates how each dimension independently affects OC among academic staff in Ugandan public and private universities. Using a cross-sectional survey, data were gathered from 574 faculty members and analyzed through hierarchical regression in SPSS v27. Results show that all four self-efficacy dimensions significantly influence OC, collectively accounting for 14.6% of its variance. Although the modest explanatory power reflects the complex nature of OC, the findings provide a detailed, contextually relevant advancement beyond global self-efficacy models. This research extends SCT by validating its dimensional structure in a non-Western higher education setting. Practically, it provides practical levers for university leaders in resource-limited settings to increase staff retention through targeted interventions in mentoring, feedback, professional development, and well-being support. Finally, the findings of this study helps develop more accurate, culturally responsive strategies for improving OC in African higher education. 2026-05-01T00:00:00Z http://ir.mu.ac.ke:8080/jspui/handle/123456789/9967 Small and medium size manufacturing enterprises growth and work ethics in Kenya Tarus, Daniel Kipkirong; Nganga, Stephen Iruria Developing countries are facing a formidable unemployment challenge due to a combined effect of slow economic growth and rapid increase in population. In Kenya, Economic Recovery Strategy (ERS) estimates that 500,000 jobs would be created annually with 88% of these generated by small and medium size enterprises. Yet, the attrition level is alarming. It has been shown that for every 100 new enterprises started in a year, 60 percent close down within the first year, and those that survive the first year, 40% are likely to close in the second year (Kenya 1998; 1999). The question that begs answers is, why so? One untested theory has been unfair competition and unethical behavior of the small and medium enterprises. This leads to low confidence, and trust and difficulties in sustaining customers as well as establishing long lasting networks. This study explores the extent to which SME’s embrace business work ethic. It seeks to answer questions as to how much the growth of SMEs is affected by work ethics or lack of it. The study employed expost facto survey design among small manufacturing enterprises in Eldoret Municipality with respondents sampled through proportionate random sampling in clusters based on geographical location. This paper measures the perception of the entrepreneurs on the relative importance of ethical practices and social responsibility in business. It goes further to highlight core competencies that can be leveraged to prepare small and medium size manufacturing enterprises engage in ethical practices 2013-01-01T00:00:00Z http://ir.mu.ac.ke:8080/jspui/handle/123456789/9952 The Future of Work: The Effects of Gen Z Values on Workplace Preferences Rotich, Jacob K.; Maket, Lydia Jeptoo; Kurgat, Alice Gen Z is redefining work expectations and preferences, bringing new perspectives that challenge traditional employment structures. Unlike previous generations, they prioritize flexibility, favoring remote or hybrid work options over rigid structures. They seek purpose driven jobs, preferring organizations that align with their values by offering meaningful work, flexible schedules, and mental health programs. While these characteristics can enhance workplace innovation and efficiency, they also introduce complexities in organizational structures, leadership approaches, and employee engagement strategies. This study therefore sought to examine the effects of Gen Z values on workplace preferences among undergraduate finalists of Moi University, Kenya. The theoretical frameworks that underpinned the study included the generational theory and Maslow’s hierarchy of needs theory theory. The study was anchored on the quantitative research approach under the positivist philosophical worldview. Explanatory research design was adopted whereas stratified and simple random sampling techniques guided the process of respondents’ identification. The study population comprised of 4,045 undergraduate finalists in five selected schools from where respondents were selected. The sample size of the study was 364 respondents computed using Yamane’s formula. Data collection was done by use of a structured questionnaire. The information obtained was analyzed using both descriptive and inferential statistics. Correlation and simple regression analyses were done to test the research hypothesis. The study established that Gen Z values (β = .242, p = .000, r=.231, R2=0.050, F=15.046) significantly influenced workplace preferences. This study therefore concludes that Gen Z values positively influence workplace preferences. It is hoped that the findings of this study will help organizations better understand the expectations of the emerging workforce in respect of the Gen Z employees. In addition, the findings will offer invaluable suggestions to employers on how best to deploy organizational dynamics such as structure, culture, task design and career development among others in such a way as to attract Gen Z employees. 2025-06-01T00:00:00Z http://ir.mu.ac.ke:8080/jspui/handle/123456789/9951 The Effect of Decentralisation Reforms on Household Financial Well-Being: Quasi-Experiment Evidence from Kenya Changwony, Frederick Kibon; Koske, Naomi Chepkorir; Tuwey, Joel Kiplagat This paper evaluates the impact of a decentralisation reform introduced by a new constitution in Kenya on three household financial outcomes: financial inclusion, savings, and borrowing. The reform established 47 independent counties, classified as either 'marginalised counties' or 'privileged counties.' It introduced a formal revenue-sharing system between the central government and these counties, and an equalisation fund designed to address historical injustices and regional inequalities in the marginalised counties. Using difference-in-differences analysis, we found that households in marginalised regions experienced a 25% increase in savings and a 60% increase in borrowing compared to their counterparts in privileged regions. In contrast, the reform led to a 10% decrease in financial inclusion, though this impact was imprecise. Quantile regressions showed that the reform had a greater impact on households at the top of the financial inclusion and savings distribution, while the impact on borrowing was uniform across the distribution. We also investigated the underlying mechanisms that contributed to these effects. Causal mediation analysis revealed that increased budget allocation to marginalised counties contributed more indirectly to the total effect of decentralisation reforms than its direct effect, overruling the impact of the many changes introduced by the constitution. Placebo tests using falsified treated households and treatment times showed no significant effects, suggesting that the observed treatment effect was unlikely to be influenced by confounding factors. These findings contribute to ongoing contentious policy discussions in the country regarding the complete implementation, modification, and duration of the equalisation fund, and they have implications for other countries. 2024-01-01T00:00:00Z