Influence of Directive and Supportive Leadership Styles on Employee Job Satisfaction in Commercial Banks in Kenya

Purpose: The purpose of the study was to investigate the influence of directive and supportive leadership style on employee job satisfaction in commercial banks in Kenya. Methodology: The study adopted positivism research philosophy to guide the study and limited itself to descriptive correlational research design to analyze and provide responses to the research questions. The research design was preferred because it allows description and comparison of characteristics of populations based on data collected from samples through questionnaires. The target population of the study was 15,030 employees in all the 43 commercial banks licensed to operate in Kenya as of June 2018. Using stratified sampling technique, the study drew a sample size of 386 employees reporting to middle level managers. Data was collected by means of a questionnaire and analyzed using descriptive and inferential statistics, which included factor analysis, correlational analysis, chi-square, one-way analysis of variance (ANOVA), and regression analysis using Statistical Package for Social Sciences (SPSS) version 20 and Windows’ Microsoft excel programs. Results: From the findings of multiple linear regression analysis, it was established that directive leadership style had a positive and significant relationship with employee job satisfaction, R2 = .228, F(1, 362) = 53.396, p < .05; β = .454, p < .05. The results from multiple linear regression analysis also showed that supportive leadership style positively and significantly predicted employee job satisfaction, R2 = .603, F(1, 366) = 278.269, p < .05; β = .716, p < .05. In addition, the study tested the moderating influence of environmental contingency factors and was confirmed that environmental contingency factors significantly moderated the relationship between path-goal leadership style and employee job satisfaction, R2=0.090, F(5,364) = 35.04, p < .05; β= 0.229, p<.05. Unique contribution to theory, practice and policy: The study makes a contribution to the literature of the influence of directive and supportive leadership styles from Kenyan commercial banks’ perspective and adds an impetus to employees, management and policymakers to address issues that are impeding employee job satisfaction. The future researchers should include all bank employees in their study to determine the influence of directive leadership style and supportive leadership style on employee job satisfaction. Keywords: Directive Leadership, Supportive Leadership, Path-Goal Leadership Styles, Employee Job Satisfaction. DOI: 10.7176/EJBM/11-21-08 Publication date:July 31st 201

Effect of Intellectual Stimulation and Individualized Consideration on Staff Performance in State Owned Enterprises in Kenya

The aim of this study was to examine effect of Intellectual Stimulation and Individualized Consideration on performance of staff in State Owned Enterprises in Kenya. The study intended to answer the following research questions: does intellectual stimulation affect performance of staff in SOEs in Kenya?, and does individualized consideration affect performance of staff in SOEs in Kenya? Positivism research philosophy and descriptive research design were used in this study. Stratified random sampling technique was used to select a sample of 163 senior managers from the target population of 275 senior managers. A structured questionnaire was used to collect data from the selected members of top management team in SOEs. The study used factor analysis to reduce data, correlation analysis to establish the relationship between staff performance and intellectual stimulation and individualized consideration, chi square test, Analysis of Variance (ANOVA) and multiple linear regression model to test the hypotheses. The study found that intellectual stimulation was positively and significantly related with staff performance, r(139) = .73, p < .00 and significantly predicted staff performance, β = .78, t (145) = 3.38, p< .001. Individualized consideration was strongly correlated with staff performance r (138) = .75, p < .00 and significantly predicted staff performance, β = 1.07, t (145) = 4.57, p< .00.The study concluded that Intellectual Stimulation and Individualized Consideration positively and significantly increased performance of staff in SOEs in Kenya. The study recommended in order for the SOEs to achieve their objectives, top management should inspire and motivate their followers so as to increase performance. Keywords: Intellectual Stimulation, Individualized Consideration, Staff Performance, State Owned Enterprise

Effect of Idealized Influence and Inspirational Motivation on Staff Performance in State Owned Enterprises in Kenya

The aim of this study was to examine the influence of Idealized Influence and Inspirational Motivation on performance of staff in State Owned Enterprises in Kenya. The study intended to answer the following research questions: does idealized influence affect performance of staff in SOEs in Kenya? and does inspirational motivation affect performance of staff in SOEs in Kenya? Positivism research philosophy and descriptive research design were used in this study. Stratified random sampling technique was used to select a sample of 163 senior managers from the target population of 275 senior managers. A structured questionnaire was used to collect data from the selected members of top management team in SOEs. The study used factor analysis to reduce data, correlation analysis to establish the relationship between staff performance and transformational leadership, chi square test, Analysis of Variance (ANOVA) and multiple linear regression model to test the hypotheses. The study found that idealized influence was positively and significantly correlated with staff performance, r(138) = .64, p < .00. Multiple linear regression revealed that idealized influence significantly predicted staff performance, β = .78, t (145) = 2.99, p< .004. Inspirational motivation was positively and significantly related with staff performance, r(140) = .73, p < .00 and significantly predicted staff performance, β = 1.1, t (145) = 4.54, p< .00. The study concluded that Idealized Influence and Inspirational Motivation positively and significantly increased performance of staff in SOEs in Kenya. The study recommended that top management teams in SOEs should work towards encouraging delegation of tasks, career mentoring and coaching, and creation of new learning opportunities alongside a supportive climate for their employees. Keywords: Idealized Influence, Inspirational Motivation, Staff Performance, State Owned Enterprise

Effect of Intellectual Stimulation and Individualized Consideration on Staff Performance in State Owned Enterprises in Kenya

The aim of this study was to examine effect of Intellectual Stimulation and Individualized Consideration on performance of staff in State Owned Enterprises in Kenya. The study intended to answer the following research questions: does intellectual stimulation affect performance of staff in SOEs in Kenya?, and does individualized consideration affect performance of staff in SOEs in Kenya? Positivism research philosophy and descriptive research design were used in this study. Stratified random sampling technique was used to select a sample of 163 senior managers from the target population of 275 senior managers. A structured questionnaire was used to collect data from the selected members of top management team in SOEs. The study used factor analysis to reduce data, correlation analysis to establish the relationship between staff performance and intellectual stimulation and individualized consideration, chi square test, Analysis of Variance (ANOVA) and multiple linear regression model to test the hypotheses. The study found that intellectual stimulation was positively and significantly related with staff performance, r(139) = .73, p < .00 and significantly predicted staff performance, β = .78, t (145) = 3.38, p< .001. Individualized consideration was strongly correlated with staff performance r (138) = .75, p < .00 and significantly predicted staff performance, β = 1.07, t (145) = 4.57, p< .00.The study concluded that Intellectual Stimulation and Individualized Consideration positively and significantly increased performance of staff in SOEs in Kenya. The study recommended in order for the SOEs to achieve their objectives, top management should inspire and motivate their followers so as to increase performance. Keywords: Intellectual Stimulation, Individualized Consideration, Staff Performance, State Owned Enterprise

Effect of Intellectual Stimulation and Individualized Consideration on Staff Performance in State Owned Enterprises in Kenya

The aim of this study was to examine effect of Intellectual Stimulation and Individualized Consideration on performance of staff in State Owned Enterprises in Kenya. The study intended to answer the following research questions: does intellectual stimulation affect performance of staff in SOEs in Kenya?, and does individualized consideration affect performance of staff in SOEs in Kenya? Positivism research philosophy and descriptive research design were used in this study. Stratified random sampling technique was used to select a sample of 163 senior managers from the target population of 275 senior managers. A structured questionnaire was used to collect data from the selected members of top management team in SOEs. The study used factor analysis to reduce data, correlation analysis to establish the relationship between staff performance and intellectual stimulation and individualized consideration, chi square test, Analysis of Variance (ANOVA) and multiple linear regression model to test the hypotheses. The study found that intellectual stimulation was positively and significantly related with staff performance, r(139) = .73, p < .00 and significantly predicted staff performance, β = .78, t (145) = 3.38, p< .001. Individualized consideration was strongly correlated with staff performance r (138) = .75, p < .00 and significantly predicted staff performance, β = 1.07, t (145) = 4.57, p< .00.The study concluded that Intellectual Stimulation and Individualized Consideration positively and significantly increased performance of staff in SOEs in Kenya. The study recommended in order for the SOEs to achieve their objectives, top management should inspire and motivate their followers so as to increase performance. Keywords: Intellectual Stimulation, Individualized Consideration, Staff Performance, State Owned Enterprise

Is corporate citizenship making a difference in horticultural Industry in Kenya? The case of homegrown Kenya ltd.

A Symposium Paper Presented at a Conference in Ghana in 2006 by Prof. Francis Wambalaba, the DVC Research and Dr. George K’Aol, an Associate Professor of Management, at USIU- AfricaCorporate citizenship is about the contribution a company makes to society through its core business activities, its social investment and philanthropy programs, and its engagement in public policy. The manner in which a company manages its economic, social and environmental relationships, and the way it engages with its stakeholders has an impact on the company's long-term success. Over the past decade, corporate citizenship (CC) emerged as a major issue and challenge in the Kenyan horticulture industry. In the late 1990s and early 2000, the Kenya horticulture industry was subjected to intensive investigation by key stakeholders including key customers, NGOs and the Press, especially about poor working conditions, cases of sexual harassment and exposure to harmful chemicals or pesticides among others. According to the World Bank (2002), there are dynamic linkages between voluntary approaches and regulation.1 Thus, commitments that are made voluntarily can eventually expand and harden into mandatory benchmarks. However, voluntary CC, at its best, supplements legal regulation by aiming for standards higher than those existing in law. Whether regulatory or voluntary, several corporations have over time increased their participation in good corporate citizenship. While one of the challenges is to determine why, it is similarly important to determine the impact of these efforts. Expenditures on such efforts can be sustainable partly because of the reciprocal benefits that the company stands to gain. The major objective of this study is to determine whether corporate citizenship efforts make a difference at the firm level in terms of social, environmental, and economic dimensions. The research methodology for this study will be based on case study design focusing on Homegrown Kenya Ltd. The company has been a leader on Corporate Citizenship strategy implementation in the Kenyan horticultural industry. The population will consist of key management and employees in relevant positions in the company. In-depth interviews will be used to collect data from top management. The Bottom Line Approach (Three Pillar Model) will be used as a basis for analyzing the case, i.e., social impact, environmental impact, and economic impact

Factors Influencing the Establishment of Micro-finance Schemes in Kenya

The purpose of this study was to determine the major factors that influence the establishment and sustainability of micro finance schemes in Kenya. The study was guided by the following research questions: (1) What policies regulate micro finance Schemes in Kenya? (2) What are the major implementation issues affecting micro finance schemes in Kenya? (3) What are the major factors affecting the sustainability of micro finance schemes in Kenya? Primary data were collected from thirty micro-finance institutions in Nairobi, Kenya. The institutions included Kenya Women Finance Trust (KWFT), Faulu Kenya, Pride-Africa and Kenya Rural Enterprise Program (K-REP) among others. Structured questionnaires were administered to the managers and the program administrators in these institutions. The findings of this study revealed that there were no clear policies regulating micro finance institutions (MFIs) in Kenya. The findings indicated that most micro finance institutions were registered under different Acts of Parliament. The findings also revealed that some of the MFIs had more than one registration while others had not been registered at all. On implementation issues, the results indicated that the most commonly implemented MFI design was the solidarity group. However, few MFIs were extending loans to individuals. Most MFIs were taking deposits to cushion the risks associated with non-repayment of loans. With regard to sustainability, the study revealed that there were a few MFIs which had attained financial sustainability as a result of their sound financial cost control and provision of quality portfolios. However, a number of MFIs had not attained financial sustainability and were relying on subsidies from donor

The Effect of Achievement Oriented leadership Style on the Performance of COYA Senior Managers in Kenya

A Journal Article by Dr. Gerorge Lumbasi, Head of Admissions, Dr. Caren Ouma and Dr. George K'Aol, Faculty members in the Chandaria School of Business at USIU-AThe aspect of leadership styles and employee performance has been a subject of discussion for a long time. By the mere fact that many researchers have paid attention to this area, shows how critical leadership styles are to employee performance. The purpose of this study was to investigate the effects of achievement- oriented leadership style on the performance of senior managers of the Company of the Year Award (COYA) winning companies in Kenya and adopted a descriptive correlational design. The population was made up of the 13 companies that won COYA during the years 2010 to 2013. A census was used to survey the 84 senior managers who report directly to the CEOs of the 13 companies. Self-administered questionnaires were used to collect data. Descriptive and inferential techniques were used to analyze data using the statistical program for social sciences (SPSS) version 20 as a tool. The findings indicated that the application of achievement oriented leadership style has a significant positive effects on employee performance. A Chi-square test to determine this established that the achievement oriented leadership style affected employee performance at (3, N=69) =8.773, p<. 045. The analysis of variance showed that achievement oriented leadership style significantly affected the performance of employees, F (.120) = 2.406. On regression, the coefficient of determination (R2 ) showed a strong positive relationship between achievement oriented leadership style and employee performance. The findings indicate an R2 of 0.343, which means that this leadership style affects employee performance by 34.3 percent

The Effect of Participative Leadership Style on the Performance of COYA Senior Managers in Kenya

A Leadership style is key in determining the level of employee performance in a company. It can either lead to increased or decreased employee performance. The purpose of this study was to investigate the effects of participative leadership style on the performance of senior managers of the Company of the Year Award (COYA) winners in Kenya. It adopted a descriptive correlational design. The population was made up of the 13 companies that won COYA during the years 2010 to 2013. A census was used to survey the 84 senior managers who report directly to the CEOs of the 13 companies. A self-administered questionnaire was used to collect data. Descriptive and inferential techniques were used to analyze data using the statistical program for social sciences (SPSS) version 20 as a tool. The findings indicated that the application of a participative leadership style significantly affects the performance of employees positively. The analysis of variance showed that participative leadership style significantly affected employee performance, F (1.065) = 2.406, whereas, the coefficient of determination (R2 ) showed a strong positive relationship between the two variables. The findings indicate an R2 of .232, which means that participative leadership affects employee performance by 23.2 percent