Browsing by Author "Sanga, John J."

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    Employees’ Participation and Innovative Work Behaviour in Manufacturing Small and Medium Enterprises in Tanzania
    (2018) Mwakajila, Happy M.; Kessy, Severine S. A.; Sanga, John J.
    This article investigates the influence of Employees’ Participation on Innovative Work Behaviour in Manufacturing Small and Medium Enterprises 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. Results revealed that, employees’ participation has a significant positive influence on both creativity oriented innovative work behaviour and implementation oriented innovative work behaviour. The article recommends that, SMEs’ managers 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 context where it has not researched widely and the study results will contribute to the development of 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, 2019-12-31) Mwakajila, Happy M.; Kessy, Severine S. A.; 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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    The Influence of Pull Factors on Inter-organisational Labour Mobility in the Public Sector: The Moderating Role of Transformational Leadership
    (University of dar es Salaam, 2022) Massae, Rosemary; Francis, Michael; Sanga, John J.
    This study assesses how pull factors affect inter-organisational labour mobility, including the role of transformational leadership as a moderator. With the aid of SmartPLS3.2.7, quantitative data from a survey of 333 employees of government agencies were analysed using Partial Least Squares Structural Equation Modeling. The results revealed that both compensation and training and development positively influence inter-organisational labour mobility. Furthermore, results indicated a significant moderating effect of transformational leadership on the influence of compensation on inter-organisational labour mobility, and that transformational leadership moderates the influence of training and development on inter-organisational labour mobility. Consistent with Social Exchange Theory and Herzberg’s Two Factor Theory, the results have revealed the relevance of pull factors in explaining inter-organisational labour mobility. Furthermore, the research has provided human resource managers, all managerial personnel and policymakers with insights into the interaction effect between pull factors and transformational leadership on inter-organisational labour mobility to enhance employee retention. The results suggest that organisations should establish transformational leadership training programs, so as to equip all managerial personnel with vital employee retention skills. The the study has theoretically verified that under the influence of the Social Exchange Theory, transformational leadership can interact with pull variables and diminish their effects on inter-organisational labour mobility in the Tanzanian setting, thus adding new knowledge to the current labour mobility model. The limitations of this study form avenues for further research. For instance, considering the interaction effect of Pull and push factors and Transformational Leadership on inter-organisational labour mobility may generate additional insights.
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    Predicting Public Servants’ Organizational Citizenship Behavior through Work-Life Balance Initiatives: Evidence from Medics in Tanzania’s Government Hospitals
    (University of dar es Salaam, 2022) Mella, Castissima; Sanga, John J.; Kessy, Severine S.
    Abstract Despite gaining substantial recognition and being highly advocated for adoption, the concepts of work-life balance and organizational citizenship behavior are still underresearched in public service, especially in developing countries. This study examines the influence of work-life balance on dimensions of organizational citizenship behavior among medical staff members in Tanzania. A cross-sectional survey was employed to collect data from 335 stratified randomly selected medics working in hospitals operating under Local Government Authorities. The Covariance-Based Structural Equation Modelling technique was used in data analysis with the help of Amos software version 21. Results show that work-life balance initiatives have a positive and significant influence on organizational citizenship behavior. The study findings provide evidence of the applicability of the link between work-life balance and organizational citizenship behavior, as postulated in Social Exchange Theory, in the under-researched public service. The study implication for different stakeholders is presented at the end of the paper.