http://ir.mu.ac.ke:8080/jspui/handle/123456789/62 Mon, 20 Apr 2026 09:12:17 GMT 2026-04-20T09:12:17Z http://ir.mu.ac.ke:8080/jspui/handle/123456789/9967 Title: Small and medium size manufacturing enterprises growth and work ethics in Kenya Authors: Tarus, Daniel Kipkirong; Nganga, Stephen Iruria Abstract: 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 Tue, 01 Jan 2013 00:00:00 GMT http://ir.mu.ac.ke:8080/jspui/handle/123456789/9967 2013-01-01T00:00:00Z http://ir.mu.ac.ke:8080/jspui/handle/123456789/9952 Title: The Future of Work: The Effects of Gen Z Values on Workplace Preferences Authors: Rotich, Jacob K.; Maket, Lydia Jeptoo; Kurgat, Alice Abstract: 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. Sun, 01 Jun 2025 00:00:00 GMT http://ir.mu.ac.ke:8080/jspui/handle/123456789/9952 2025-06-01T00:00:00Z http://ir.mu.ac.ke:8080/jspui/handle/123456789/9951 Title: The Effect of Decentralisation Reforms on Household Financial Well-Being: Quasi-Experiment Evidence from Kenya Authors: Changwony, Frederick Kibon; Koske, Naomi Chepkorir; Tuwey, Joel Kiplagat Abstract: 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. Mon, 01 Jan 2024 00:00:00 GMT http://ir.mu.ac.ke:8080/jspui/handle/123456789/9951 2024-01-01T00:00:00Z http://ir.mu.ac.ke:8080/jspui/handle/123456789/9950 Title: C-Suite Synergy: Elevating Corporate Governance Through Dynamic Board Diversity and CEO Tenure, Research from the Private Sector in Kenya Authors: Chepkwony, Protus; Tuwey, Joel; Tenai, Joel Abstract: Abstract Purpose- Although there is empirical evidence that the board members has a major impact to firm performance, studies are fragmented, with many focused on skewed thinking. Design/ methodology- Explanatory research design was utilized. 371 private firms in Kenya were studied. Hierarchical regression was done to test for moderation. Findings- The results show that a diverse board promotes company performance, while a short tenured CEO reduces the effect of diverse board members on firm performance. Practical implication- privately owned firms should consider diverse board members to improve firm performance. However, when CEOs stay in office for an extended period of time, they wield enormous power to the point that board members become passive and succumb to the CEO's directives, negatively impacting firm performance. Originality- the study findings seeks to address gaps in existing research by giving more proof on the association between a diverse board members and business performance and whether CEO tenure moderates the relationship. Fri, 01 Mar 2024 00:00:00 GMT http://ir.mu.ac.ke:8080/jspui/handle/123456789/9950 2024-03-01T00:00:00Z