Research Articles

Performance appraisal mechanism and employee productivity in public hospitals in Mbeya – Tanzania

2026-03-06T09:32:23Z

Performance appraisal mechanism and employee productivity in public hospitals in Mbeya – Tanzania Lupenza, Evans .J.; Kilima, Fredy T.; Kumburu, N.P. Purpose – The main purpose of this paper is to investigate the effect of performance appraisal mechanisms on employee productivity in public hospitals in Mbeya – Tanzania, when mediated by working environment and management style. Design/methodology/approach – Using a sample of 338 employees, a cross-sectional design was adopted; questionnaires and interviews were used to collect primary data. Partial least squares structural equation modelling (PLS-SEM) was used to determine the relationship between the variables, and Sobel’s test was performed to test the mediation effects. Findings – Astudy found a strong association between performance appraisal mechanisms and employee productivity (p < 0.05). Goal setting significantly enhanced employee productivity (p < 0.05). Performance planning negatively impacted employee productivity, especially when combined with the working environment (p < 0.05). Assessment criteria had a significant positive effect on employee productivity when mediated by working environment and management style (p < 0.001). Originality/value – This is the first study to examine how a performance appraisal system influences the productivity of public hospital employees in Tanzania. The study further explores the potential mediating effects of the work environment and management style on this relationship. By analysing the interplay between these variables and their impact on productivity, organizations can develop targeted strategies to boost employee performance and achieve superior results. Research Article

Believe a friend or the University? Students' satisfaction with service personnel and Word-of-Mouth in Tanzanian Higher Education

2026-01-30T06:21:46Z

Believe a friend or the University? Students' satisfaction with service personnel and Word-of-Mouth in Tanzanian Higher Education Kazungu, Isaac; Shillingi, V.; Kubenea, H. The increasing competition among higher education institutions underscores the need to understand how service personnel influence student satisfaction and, consequently, word consequently, word of mouth. To fill this knowledge gap, this study seeks to comprehend the link between university service quality and student referrals, with the long-term goal of improving student engagement and satisfaction. It determines how University students’ satisfaction mediates the nexus between service personnel and word of mouth. This research study adopted a cross-sectional research design. Both stratified and simple random sampling methods were employed to reach a total of 201 respondents. Data were collected using structured questionnaires, and Covariance-Based Structural Equation Modelling (CB-SEM) was used to analyse the relationships in Amos 26. This study finds that the provision of quality service in universities relies on two characteristic features: service personnel and consumers’ usage experiences, as expressed through the word of Specifically, the findings reveal that University students’ satisfaction serves as a direct mediator of the relationship between university service personnel and word of mouth. This study offers policy implications and insights into service encounters and word of mouth based on university students’ service experiences. Universities should set policies and strategies to help them understand students' expectations and build strong relationships with them. Building strong, beneficial relationships with students and understanding their expectations are crucial for universities to fulfil their commitments and foster satisfaction through effective interactions with service personnel. The contribution of this research study to the body of knowledge lies in its efforts to advance the policies and literature on effective marketing strategies in university education. It makes another innovative contribution to the body of knowledge by linking the expectation disconfirmation theory to the nexus among university service personnel, customer satisfaction, and word-of-mouth in the higher education industry. Research Article

The Influence of Organisational Culture on Employee Job Satisfaction in Tanzanian Local Government Authorities

2026-01-19T08:52:01Z

The Influence of Organisational Culture on Employee Job Satisfaction in Tanzanian Local Government Authorities Buberwa, Erick Purpose: This study aimed at examining the relationship between organisational culture and job satisfaction in Tanzanian local government authorities. The study used four sub-variables of organisational culture which are clan culture, market culture, adhocracy culture, and hierarchy culture to establish the relationship. Article info Design/Methodology/Approach: The case study design was employed and the Competing Value Framework and Social Exchange Theory were used as theoretical foundations of this study. The study used a quantitative approach to examine the relationship. A sample size of 115 was intended to be used for data collection, however, responses from 96 respondents were used in the study. Questionnaire was used for data collection and analysis involving descriptive and inferential statistics. Findings: The study found that hierarchy culture was the most dominating culture at MMC. On the other hand, adhocracy culture was the least dominating culture. Further, the study found that all four sub variables of organisational culture namely, clan culture, market culture, adhocracy culture, and hierarchy culture had significant positive relationship with job satisfaction. The study extends and confirms the Competing Value Framework and Social Exchange Theory in the Tanzanian context, specifically in the local government. Originality: This study focuses on how organisational culture is capable of influencing job satisfaction in the context of local government authorities in Tanzania. This area had not been sufficiently explored in the previously existing body of knowledge. Practical Implications: The findings necessitate organisations particularly local government authorities to embrace organisational culture if at all they want to influence job satisfaction among their employees.

Effect of Employee Coaching Practices on Universities’ Performance in Tanzania

2026-01-19T08:51:00Z

Effect of Employee Coaching Practices on Universities’ Performance in Tanzania Buberwa, Erick; Nzulwa, Joyce; Kamaara, Mary This study assessed the effect of employee coaching practices on the performance of universities in Tanzania. It was guided by one alternative hypothesis; there is a significant positive linear relationship between employee coaching practices and performance of universities in Tanzania. The Human Capital Theory (HCT) anchored the study. It was underpinned by positivism philosophy. The study was a census and the design was descriptive. 379 academic staff from Tanzanian Universities constituted the study’s respondents. This study used a quantitative approach that made use of survey questionnaires in data collection. Data were collected from academicians in Tanzanian Universities (Mainland and Islands, Zanzibar) and analysed by using descriptive and inferential techniques. The study found that employee coaching practices had a significant positive effect on performance of Universities in Tanzania at r=0.834, and p<0.001, respectively. Universities should consider designing and implementing coaching programmes to help them perform better. To make this more effective, the need to show commitment to coaching practices should also be considered.