Browsing by Author "Sanga, John, J"

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    Academia–Industry Partnerships for Hospitality and Tourism Education in Tanzania
    (Journal of Hospitality & Tourism Education, Taylor & Francis, 2019) Sanga, John, J; Anderson, Wineaster, S
    This article examines approaches to partnership between the tourism industry and educational institutions in the provision of tourism education. It assesses how partnerships facilitate the development of skills in Tanzania and recommends a framework for effective collaboration. The study utilized focus group discussions and interviews with tourism industry and training institutions. A total of 356 respondents participated. It was revealed that internships, practical training, graduate employment, and financial contributions by industry in the form of skills development levy and tourism development levy are the major approaches to partnership for the provision of tourism education. A low level of understanding among students explained by language barriers, inadequate training facilities, a shortage of qualified educators, poor enforcement of national curricula, and limited internship and placement opportunities are the major challenges to skills development. The article proposes a framework for effective partnership among key stakeholders in the industry.
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    Academia–industry partnerships for hospitality and tourism education in Tanzania
    (Journal of Hospitality & Tourism Education, 2019) Anderson, Wineaster; Sanga, John, J
    This article examines approaches to partnership between the tourism industry and educational institutions in the provision of tourism education. It assesses how partnerships facilitate the development of skills in Tanzania and recommends a framework for effective collaboration. The study utilized focus group discussions and interviews with tourism industry and training institutions. A total of 356 respondents participated. It was revealed that internships, practical training, graduate employment, and financial contributions by industry in the form of skills development levy and tourism development levy are the major approaches to partnership for the provision of tourism education. A low level of understanding among students explained by language barriers, inadequate training facilities, a shortage of qualified educators, poor enforcement of national curricula, and limited internship and placement opportunities are the major challenges to skills development. The article proposes a framework for effective partnership among key stakeholders in the industry.
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    CHAPTER SIX The Challenges of Skills Development for The Tourism and Hospitality Industry in Sustainable Tourism Development in Tanzania
    (Cambridge Scholars, 2020) Sanga, John, J; Anderson, Wineaster, S
    The tourism and hospitality industry has become one of the most promising service sectors in Tanzania. However, its success is constrained by a shortage of relevant skills. Both qualitative and quantitative gaps exist between the skills supplied and the industry needs. This chapter highlights the challenges observed in the provision of tourism education and training for the industry. It is aimed at generating insights that can help stakeholders to address the established mismatch between graduates’ attributes and employers demand. The enhanced competency framework and work-integrated learning approach are proposed as part of the solution to address skills shortfalls for the industry in the country.
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    Employees’ Participation and Innovative Work Behaviour in Manufacturing Small and Medium Enterprises in Tanzania
    (ORSEA, UDSM, 2020) Mwakajila, Happy, M; Kessy, Severine, S; Sanga, John, J
    This article investigates the influence of employees’ participation on innovative work behaviour in manufacturing SMEs in Tanzania. Specifically, the article examines the influence of employees’ participation on creativity-oriented innovative work behaviour and the influence of employees’ participation on implementation-oriented innovative work behaviour. The study applied the Structural Equation Modelling to analyze data elicited from three hundred and eight nine (389) respondents. The investigation results revealed that, employees’ participation has a significant positive influence on both creativity oriented innovative work behaviour and implementation oriented innovative work behaviour. This finding accentuate the importance of employees participation in influencing innovative work behavior in manufacturing SMEs in Tanzania. The article recommends that managers of SMEs in Tanzania should involve employees directly on issues connected with the production, processes and service delivery. Theoretically, the study results proved the applicability of the Social Exchange Theory in the Tanzanian context and the results provide insights that may be used for development of effective public policies, particularly the ones related to SMEs and entrepreneurship development in Tanzania.
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    Employees’ Participation and Innovative Work Behaviour in Manufacturing Small and Medium Enterprises in Tanzania
    (Orsea Journal, 2020) Mwakajila, Happy, M; Kessy, Severine, S; Sanga, John, J
    This article investigates the influence of employees’ participation on innovative work behaviour in manufacturing SMEs in Tanzania. Specifically, the article examines the influence of employees’ participation on creativity-oriented innovative work behaviour and the influence of employees’ participation on implementation-oriented innovative work behaviour. The study applied the Structural Equation Modelling to analyze data elicited from three hundred and eight nine (389) respondents. The investigation results revealed that, employees’ participation has a significant positive influence on both creativity oriented innovative work behaviour and implementation oriented innovative work behaviour. This finding accentuate the importance of employees participation in influencing innovative work behavior in manufacturing SMEs in Tanzania. The article recommends that managers of SMEs in Tanzania should involve employees directly on issues connected with the production, processes and service delivery. Theoretically, the study results proved the applicability of the Social Exchange Theory in the Tanzanian context and the results provide insights that may be used for development of effective public policies, particularly the ones related to SMEs and entrepreneurship development in Tanzania.
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    Employees’ perceptions of empowerment practices, organizational justice and organizational citizenship behaviour in tanzania’s tourist hotels
    (University of Dar es Salaam)., 2014) Sanga, John, J
    Employee behaviour is important to organizations and researchers because of its effects on organizational effectiveness in terms of productivity, quality and profitability. Inducing constructive behaviour among employees in organizations has long been a concern of management scholars and practitioners. The main goal of this study was to assess how employees’ perceptions of organizational conditions can predict their behaviours. Building on the social exchange theory (SET) this thesis suggested that different management practices arouse different sorts of perceptions among employees, and these perceptions in turn are associated with different forms of employees’ contribution to organizational performance. Particularly, it proposed theoretical linkages between empowerment practices and employees’ perceptions of organizational justice which in turn predict organizational citizenship behaviour (OCB). Four hundred twenty one employees working in tourist hotels in Tanzania were surveyed. A hypothesized model that included empowerment practices and organizational justice as predictors of OCB was evaluated using structural equation modelling. The results partially supported the hypothesized model, indicating that employees’ perceptions of empowerment practices and organizational justice predict OCB. The results showed that organizational justice mediated the relationship between two indicators of empowerment practices (access to opportunity and access to support) and OCB. No support was found for a mediating role of organizational justice in the relationship between perception of the two indicators of empowerment practices (resource availability and access to information) and OCB. These relationships fit well with the social exchange theory (Blau, 1964) wherein empowerment practices as signs of organization’s commitment toward employees are reflected in OCB. The study has also demonstrated the relevance of examining empowerment practices as a multidimensional construct. The management and policy implications and directions for future research have also been discussed. The study argues for policies and practices that enhance empowerment and fair treatment of employees in workplaces.
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    Hospitality Employment Perceptions among Non-Hospitality Management Students and their Implications for Subsequent Job Hire in the Industry.
    (BMR, UDSM, 2021) Sanga, John, J
    This paper analyses the implications for hiring non-hospitality students in the hospitality industry. Specifically, it focuses on their perceptions and intentions. It also examines the role industry exposure plays in shaping the students’ perceptions and intentions towards hospitality employment. The data was collected from final year students studying business management programmes at the University of Dar es Salaam in Tanzania. Results show that in general, business management students negatively perceive the tourism industry and associated career prospects. On the other hand, the nature of work, pay and benefits and physical work conditions were found to be insignificant and powerful predictors of students’ intentions take up hospitality employment. Results also provide evidence of differences in students’ intentions to embrace the hospitality employment based on their industry exposure as students having high industry exposure had more favorable intentions towards hospitality employment than those with low industry exposures. The study findings have major implications for managers of hospitality organizations in terms of gaining knowledge on the applicants’ perceptions and attitudes towards the industry during the hiring process, which might help to control employee turnover. The study findings also contribute to our understanding of students’ perceptions of hospitality employment by detailing the implications they have for hiring practices of hospitality organizations. Key words: business management students, perceptions, intentions, industry exposure, and hospitality employment.
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    Organizational Citizenship Behaviour as Payback for Fairly Implemented Competency Development Practices
    (ORSEA JOURNAL, 2020) Sanga, John, J
    This study examined procedural justice as a mediator of the influence of competency development practices on organizational citizenship behaviour (OCB). The cross-sectional survey research design was employed to collect data from a sample of 421 hotel employees in Tanzania. The results from the Structural Equation Modelling (SEM) provide evidence for statistically significant direct effects of both competency development practices and procedural justice on the OCB dimensions. The results also indicate that procedural justice is a significant partial mediator of the influence of competency development practices on OCB. The findings provide more evidence on the influence of HR practices on OCB using a sample drawn from an African work context in which OCB has been under-researched. The findings imply that consistent and fairly implemented competency development practices may effectively induce employees to exhibit OCB. To promote employees’ OCB, which is a necessary condition for delivery of service quality and increased customer satisfaction, it is recommended that managers should adopt HR practices that provide employees with opportunities to develop their competences and create positive perceptions of fairness.
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    Organizational Citizenship Behaviour as Payback for Fairly Implemented Competency Development Practices
    (ORSEA, UDSM, 2020) Sanga, John, J
    This study examined procedural justice as a mediator of the influence of competency development practices on organizational citizenship behaviour (OCB). The cross-sectional survey research design was employed to collect data from a sample of 421 hotel employees in Tanzania. The results from the Structural Equation Modelling (SEM) provide evidence for statistically significant direct effects of both competency development practices and procedural justice on the OCB dimensions. The results also indicate that procedural justice is a significant partial mediator of the influence of competency development practices on OCB. The findings provide more evidence on the influence of HR practices on OCB using a sample drawn from an African work context in which OCB has been under-researched. The findings imply that consistent and fairly implemented competency development practices may effectively induce employees to exhibit OCB. To promote employees’ OCB, which is a necessary condition for delivery of service quality and increased customer satisfaction, it is recommended that managers should adopt HR practices that provide employees with opportunities to develop their competences and create positive perceptions of fairness.
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    Performance management and motlvation of workers in Tanzanian work organizations lessons from university computing centre Ltd
    (University of Dar es Salaam, 2007) Sanga, John, J
    Motivation of employees as human resources is poorly understood and poorly managed in our work organizations. The main thrust of this study was to establish factors motivating employees in Tanzanian work organizations and match the motivators with the implementation of performance management. Given the nature of the research problem, it was deemed fit to use the case study method because of the need for a rich understanding of the problem in context and the need to relate some motivational theories to work practices. The study was conducted at the University Computing Centre Ltd, from which the researcher believed that data would be a fair representative of the entire ICT industry in the county and other Tanzanian work organizations in general. The findings Rom analysis of the current situation of UCC's HRM in general, and motivation policy in particular, have confirmed to the researcher that HRM programmes are poorly designed and implemented. In principle, however, almost all key HRM programmes are in place, but what is lacking is good design and elective implementation. Each organization has a unique human resource situation, reflecting its stage in the relevant industry. Accordingly, there is no overall blueprint on how to best improve worker motivation. However, establishment of an independent HRM department is recommended for all organizations and UCC Ltd in particular. This will be responsible for effective development and implementation of HR Policies, which include but not limited to Orientation: Training and Development; Remuneration, Performance Appraisal policies. The involvement of employees in the development of the said policies is strongly recommended. For UCC to have an improved motivation policy, it is highly recommended that equitable remuneration schemes should be designed and implemented. Employees' capabilities and performance should be considered in designing reward schemes. It is also important that the company appreciates employees' contribution towards accomplishment of its goals and opportunities for employees to participate in decision- making should be created. In addition, top management should provide support to HRM department by incorporating human resource plans in the company's strategic plans.