Influence of Government Support on Performance of Women Run Small Enterprises in Kenya: Langata Sub-County

All over the world, it is generally accepted that women run small enterprises (SEs) are becoming increasingly important in employment, wealth creation, and development of innovation. Small Enterprises encounter many challenges one of which is insufficient government support which hinder their performance and growth. This study sought to investigate why women run small enterprises grow less rapidly and shut down more often than men run enterprises. The objective of the study was to determine the extent to which government support influence the performance of women run small enterprises operating in Langata Sub-County, Kenya. The study adopted a descriptive research design and targeted a population of 118 women run small enterprises in Langata Sub-County in Nairobi County, Kenya. To collect primary data, a sample size of 91 enterprises was randomly selected for administering of questionnaire. The ordinary least squares (OLS) regression model derived from the analysis sufficiently explained the variation in performance of women run small enterprises. The findings indicated significant positive relationship between government support and performance of women run small enterprises in Langata sub-county. The study recommends that the government should increase its support to women run small enterprises because such support would greatly improve their performance. Keywords: Government support, Performance, Women-Run, Enterpris

Effect of Single Window System Procedures on Cargo Clearance Efficiency in Kenya: A Case for Mombasa Port

A Single Window Concept is a one-stop facility that allows exchange of information between all parties involved in trade across borders. It is aimed at reducing the complexity, time and costs of clearing goods at the ports. The Concept has been successfully implemented in Kenya in areas such as the Mombasa port, Jomo Kenyatta International airport, Moi International airport and Kenyan borders. The study sought to identify the Effect of Single Window System on cargo clearance efficiency at the port of Mombasa. In particular, to determine its effect on shipping procedures, Pre-clearance permits and Customs goods declaration procedures at the port of Mombasa. The study adopted a quantitative approach targeting a population of 155 respondents. Stratified sampling technique was used to get a sample size of 112 respondents. Data was collected using a structured questionnaire with Likert scale measurement. Data was collected and analyzed using descriptive as well as inferential statistics. The study found that Single Window concept has positive effect on Shipping procedures (p-value 0.952), Pre-clearance permits (p-value 0.861), Customs goods declaration procedures (p-value 0.950) and hence improved cargo clearance efficiency at the port of Mombasa. The study recommends more studies to be done on variables that affect cargo clearance efficiency at the port of Mombasa which were not covered under this study. Keywords: Concept, One-stop facility, Cargo clearance, Pre-clearance permits, Customs goods declarations, Regulatory agencies, Electronic cargo authentication.DOI: 10.7176/EJBM/11-24-11Publication date: August 31st 2019

Influence of Leadership on Job Satisfaction at Selected Government Organizations in Nairobi County

Public organizations in Kenya have become vulnerable to losing their highly qualified, knowledgeable and experienced employees to well-paying public and private organizations. The consequences of losing such employees are dire since public organizations invest heavily on their employees in terms of recruitment, induction, training, development, maintaining and retaining of such employees. This study evaluated the influence of leadership on job satisfaction in selected government organizations in Nairobi County. To achieve this objective, the study was guided by Locke’s Value Theory, Maslow Hierarchy of Needs Theory and Herzberg Two Factor Theory. The study employed a descriptive research design. The population of this study was 5850 employees at both managerial and non-managerial positions in Teacher Service Commission, Kenya National Examination Council and Higher Education Loans Board. The sample size was 400 respondents. Data was collected using structured questionnaires. The collected data was analyzed using descriptive and inferential statistics. The response rate was 300 questionnaires representing 80.2% response rate.Findings established that leadershiphad a good correlation association with job satisfaction (r=0.642).The results indicated that there was a positive and significant association between leadership and job satisfaction. The study concluded that leadership is a critical element of enhancing job satisfaction among the employees of entities of the Ministry of Education. Thus, the leadership of these organizations should lead by example to inculcate employee job satisfaction. Keywords: Leadership, Job Satisfaction, Government organization, Nairobi County DOI: 10.7176/EJBM/13-12-06 Publication date:June 30th 202

Human Elements and their Influence on Student Satisfaction at Selected Public Universities in Kenya

The number of higher education seekers has been increasing globally and in particular this sector has been the fastest growing industry in Kenya. The demand for higher education has been amplified by the liberalization of education in the country which has seen heavy investment and expansion in higher education. However the increased student enrolment in these institutions has unfortunately been met with reduced government funding for Public Universities resulting to serious challenges in service quality delivery and student satisfaction. These challenges have in many occasions led to students’ unrests resulting to disruption of studies and university operations. As service institutions, public universities depend heavily on both teaching and non-teaching staff to deliver their services. The funding crisis in the higher education has left public universities unable to only to attract and retain qualified staff but also to recruit adequate permanent staff. This has forced most of these institutions to rely on casuals and part time teaching staff which causes a serious threat to quality in service delivery and student satisfaction. The study aimed at examining how and to what extent human elements of service influences student satisfaction. The study employed a descriptive research design. Stratified random sampling procedure was used to pick a sample of 1976participants from a target population of 270,120 students from the selected five public universities. The study used a questionnaire to collect data from the sampled students and a pick and drop process of administering the questionnaires was used. Regression analysis and ANOVA were used to analyze the data and to test the research hypotheses. The study findings indicated that, human elements positively and significantly influenced satisfaction of student at public universities in Kenya (F = 2575.326, p< 0.05). The study concluded that employee in public univerities are critical in the satisfaction of students with the services offered by the universities. This study recommended that management of public universities invest well in their human capital to enable the deliver the quality of services necessary for student satisfaction. Keywords: Human Elements, Student Satisfaction, Public Universities DOI: 10.7176/EJBM/11-20-05 Publication date:July 31st 2019

Effect of Remuneration on Employee Job Satisfaction at the Public Service Commission in Kenya

Over the years, job satisfaction is considered to be one such factor that has attracted the attention of not only government agencies, organizations, businesses, banks, and independent institutions but it has also proven to be an important aspect in academic institutions. In light of the above scenario the Kenya public service is not an exception. Although the mandate of the commission is to provide competent human resource in the public service, low morale and lack of staff motivation has remained a major challenge that Public Service Commission has to endure over the years. The objective of the study was to evaluate the effect of remuneration on job satisfaction at the Public Service Commission in Kenya. The study adopted a descriptive research design. The population for this study was 200 Public Service Commission employees. A stratified random sampling technique was employed to select a sample of 132 respondents. A five likert scale questionnaire was used to collect data which was analyzed through descriptive and inferential statistical analysis. The study found out that that Remuneration has a statistical significantly effect on employee job satisfaction at the Public Service Commission in Kenya at 95% confidence level.  The study concluded that remuneration is an important factor affecting employee job satisfaction at the Public Service Commission in Kenya. The study recommended that the Public Service Commission in Kenya should improve on financial and non-financial compensation and increase employee wages in order to boost employee e satisfaction and enhance performance of public servants. Key Words: Remuneration, Job Satisfaction, Public Service Commission DOI: 10.7176/DCS/10-10-07 Publication date:October 31st 202

Service Charter and Its Moderating Effect on the Relationship Between Tangible Elements of Service and Student Satisfaction at Selected Public Universities in Kenya

In the last few years, Kenyan public universities have been faced with challenges of quality service delivery challenges. These challenges have in many occasions led to students’ unrests leading to disruption of studies and university operations. The effects of such riots in public universities have resulted in massive destruction of property and injuries that lead to loss of life in the violent confrontation between the students and the police. To address these challenges, public universities have developed unique service quality strategies such as Service Charters and Complaint Resolution Mechanism among others to guide them in the delivery of services. The study aimed at examining how and to what extent service charters moderates the relationship between tangible elements of service and student satisfaction. The study used a descriptive research design. Through a stratified random sampling procedure, a sample of 1976 students was drawn from a target population of 270120 students from the selected five public universities. A questionnaire was used to collect data from the sampled students where a pick and drop process was used to administer the questionnaires. Under the descriptive analysis, the study computed the percentages and means while in quantitative analysis; the study used the regression and ANOVA to analyze the data and to test the research hypotheses. The study findings indicated that, university service charter positively and significantly moderated the relationship between tangible elements and student satisfactions (R2 change =.235, p< 0.05). The study concluded that service charter has a critical role in directing the physical infrastructure that are needed to offer the service quality necessary for student satisfaction. This study recommended that management of put in place the right structures, teaching and learning facilities, accommodation facilities, Laboratory equipment and other physical facilities commensurate to the service they purport to offer. Keywords: Service Charter, Tangible Elements, Student Satisfaction DOI: 10.7176/JEP/10-21-07 Publication date:July 31st 201

The Effect of Employee Welfare on Employee Commitment at Judicial Service of Kenya

Employee’s commitment is a major problem facing many organizations worldwide. Many organizations are therefore employing various human resource management practices as measure to improve the level of employee commitment. In Kenya the level of employee commitment in constitutional offices have been on declining trend. At Judicial Service Commission, discontent has been expressed in the area of remuneration characterized by discrimination in rewards; inadequate pay vis-à-vis the work load. The objective of this study was thus to evaluate the effect of employee welfare on employee commitment at Judicial Service Commission. A descriptive research design was adopted for this study. The population of interest was the 412 employees of Judicial Service Commission across various functions and divisions. Using a stratified random sampling technique, a sample size of 213 respondents was picked. A questionnaire was used to collect data for the study while descriptive statistics and inferential statistics were used to analyze collected data. The study findings indicated that 98% of the variation on employee commitment at judicial service commission in Kenya is determined by employee welfare. The study concluded that employee welfare in an organization is an important factor in the determination of employee commitment. The study recommended that Judicial Service Commission should design and implement an effective welfare policy for their employee. Key Words: Employee Welfare, Employee Commitment, Judicial Service Commission DOI: 10.7176/EJBM/12-30-10 Publication date:October 31st 202

THE INFLUENCE OF STAFF COMPETENCE ON CREDIT RECOVERY IN DEPOSIT-TAKING MICROFINANCE INSTITUTIONS IN NAKURU COUNTY, KENYA

The study looked into how staff competencies affect loan recovery at deposit-taking microfinance firms in Nakuru County, Kenya. Microfinance institutions have evolved into self-sustaining financial organizations that provide credit for a fee and profit. Despite efforts to prevent loan defaults, MFIs are experiencing an increase in loan defaults. The study employed two theories: knowledge asymmetry and delegated borrower monitoring. The findings revealed that staff competencies had a substantial impact on credit recovery among MFIs. MFI management should guarantee that the crediting team has enough capacity to detect and prevent bad debt and that adverse debt reports are addressed promptly. Management and staff should inform clients about the repercussions of loan default, as bad debts lead to institutional failure. JEL: G21, O16, D82, G32, M12  Article visualizations

Determinants of Strategic Plan Implementation at Co-Operative Bank of Kenya

The intense competition facing the banking sector has placed greater pressure on them to seek ways to achieve a sustained competitive advantage. In order to remain relevant in the market, commercial banks have to continually review their strategic plans and formulate new competitive strategies to suit emerging trends in the market. Well thought strategic planning and effective implementation can be used as a tool for achieving banking industry goals, it is therefore important to critically examine the determining factors of good plan implementation. The main aim of this study was to establish the determinants of strategic plan implementation in the Banking Sector, a case of Co-operative Bank of Kenya. The study sought to examine the influence of transformational leadership, stakeholder involvement and resource allocation on strategic plan implementation at Co-operative bank of Kenya. The study adopted a descriptive research design. The target population of the study was 210 management employees working in the Co-operative bank head office branch.  Stratified and simple random sampling was used to select 50% of the management staff. This study relied on primary data. The study collected primary data by use of questionnaires that comprised of open and closed ended questionnaires. SPSS was used to produce frequencies, descriptive and inferential statistics which was used to derive conclusions and generalizations regarding the population. The study findings indicated that the bank had put into place mechanisms to ensure that strategy plan implementation was a success by having transformational leaders, involving all the stakeholders and ensuring the resources allocated are efficient for the process. The study concluded that transformational leadership, stakeholder involvement and resource allocation were statistically significant in explaining strategic plan implementation. The study recommends that the leadership of any organization should always stay visionary as this would help in steering the organization to attaining both its short and long-term goals. The bank should ensure that their policy manual is maintained and updated regularly, the institution also need to have in place policies to help guide the firm to overcome dynamic changes in the sector. Keywords: Strategic Plan Implementation, Leadership, Stakeholder Involvement, Co-operative Bank DOI: 10.7176/EJBM/11-32-07 Publication date: November 30th 201

Role of Senior Management Support and Leadership in the Strategic Positioning of Newly Chartered Public Universities in Kenya: The Case of Laikipia University

Generally, University education is recognized as neccesary for socio-economic and political development of society. With this appreciation, Kenya has invested heavily in expansion of University education in the recent past. However, a major pre-occupation of universities in the country today is how to achieve sustainable competitive advantage in a complex and challenging context of the higher education sector. Universities need to strategically re-position themselves to attract and retain students, win research grants and make optimal use of their resources by striving to be efficient and effective, and engaging in continuous improvement to ensure their survival and sustainability. The role of senior management support and leadership in this is core. However, the support and leadership of senior management in strategic positioning of newly chartered public universities in Kenya has not been documented. Through a cross-sectional survey, this study determined the role of senior management support and leadership in strategic positioning of newly chartered public universities. Results indicate that the University’s senior management support was crucial for the execution of strategic objectives of the University. The University’s senior management was at the conceptual and strategic levels that guided policy decisions and controlled requisite resources of the University. If the University’s senior management leadership skills are good, it can provide competitive advantage but loss if inadequate. Human resource management was one of the most critical elements for the University to respond to environmental factors of competition from other institutions of higher learning. Generally, it was apparent that support and leadership of the University’s senior management in the strategic positioning of the University was fairly strong. However, the University’s senior management would benefit more from training on soft skills as well as benchmarking with other universities in the country and the region to improve on the quality of their leadership. The findings of this study provide information that managers of newly chartered public universities and policy makers would need in terms of senior management support and leadership to achieve sustainable competitive advantage. Keywords: Senior management, Strategic positioning, Newly chartered public universities, Keny