SCHOOL OF BUSINESS, SCHOOL OF ENTREPRENEURSHIP, PROCUREMENT AND MANAGEMENT,SCHOOL OF COMMUNICATION AND DEVELOPMENT STUDIES, http://localhost/xmlui/handle/123456789/1282 2026-05-17T00:21:32Z 2026-05-17T00:21:32Z Otieno, Moses Odongo http://localhost/xmlui/handle/123456789/6968 2026-05-15T09:20:21Z 2026-05-15T00:00:00Z

Budgeting Practices and Financial Performance of Manufacturing Firms in Kenya Otieno, Moses Odongo The objective of this study was to establish the effect of budgeting practices and financial performance of manufacturing firms in Kenya. The following specific objectives were addressed by this study: to establish the effect of budget planning on financial performance of manufacturing firms in Kenya, to examine the effect of budget monitoring & control on financial performance of manufacturing firms in Kenya, to determine the effect of budget evaluation on financial performance of manufacturing firms in Kenya, to evaluate the effect of budget communication on financial performance of manufacturing firms in Kenya, and to assess the firm size as a moderating factor on the financial performance of manufacturing firms in Kenya. This study was anchored on four theories, namely; Incremental Budgeting Theory, Goal Setting Theory, Agency Theory, Resource-Based Theory, and Theory of the Growth of the Firm. Most researches have concentrated mainly on single budgetary control on the financial performance of manufacturing firms. It is on this premise that there existed a knowledge gap on the collective budgeting practices by manufacturing industry, hence the need for this study. This study utilized a mixed research design. The study used primary data and secondary data collection sheet. The study target population were 741 manufacturing firms operating in Kenya. The unit of observation were finance managers, accountants, and supervisors from the supervisory level management. Questionnaires were administered as the main tool of data collection. Secondary data was administered from the financial reports in the books of sampled manufacturing. To check the validity and reliability of the questionnaires, a pilot study was carried out. Descriptive statistical methods were applied to describe application of budgeting practices in the sampled manufacturing firms. Inferential statistical techniques such as correlation analysis and regression analysis were applied to test the hypotheses of association and differences. The collected data was processed using the statistical package for social science (SPSS). The study findings revealed that budget planning, budget monitoring & control, budget evaluation, and budget communication, have significant positive effect on the financial performance of manufacturing firms in Kenya. Furthermore, the firm size significantly moderates the relationship between budgeting practices and financial performance of manufacturing firms, with R-Squared value increasing after including the interaction terms. The budgeting practices ‘null hypotheses were all rejected implying a significant effect on financial performance. This study recommends that by setting spending limits and monitoring actual expenditure against budget, firms can prevent overspending and ensure resources are used efficiently. The study suggests the need for further research on other external economic factors besides the budgeting practices that affect the financial performance of manufacturing firms and other companies. PhD in Finance

2026-05-15T00:00:00Z Njuguna, Beth Wangari http://localhost/xmlui/handle/123456789/6966 2026-05-14T07:35:00Z 2026-05-14T00:00:00Z

Selected Human Resource Management Practices and Organizational Learning in Private Chartered Universities in Kenya Njuguna, Beth Wangari Organizational learning (OLN) is increasingly being incorporated by many organizations in today's highly competitive world to search ways to design organizations so that they fulfil their purposes effectively, inspire people to reach their full potential, and, at the same time, give their organizations the edge it needs to survive thereby keep fulfilling their purpose. The HRMP plays a new role in order to help the organization to apply the concepts of organizational learning successfully. The main objective of the study was to research on the influence of human resource management practices on organizational learning in private chartered universities in Kenya. The independent variables of the study were; employee training, structural empowerment, leadership styles and organizational communication while the dependent variable was organizational learning. Oorganizational culture was the moderating variable. The study was anchored on four theories: human capital theory, Kanter’s theory of empowerment, contingency theory and institution theory. A positivism paradigm guided the study while cross-sectional descriptive survey was adopted as the research design. The study population for the study was the 18 private charted Universities in Kenya. The target population was 327 employees at managerial levels; the sample population was 180 respondents obtained through stratified sampling technique. A pilot study was done. Data was analyzed using SPSS version 26. Primary data was collected through interview schedules and drop and pick questionnaire and analysed with the aid of descriptive and inferential statistics. Report analysis was undertaken to obtain secondary data. A response of 89% (n=156) was obtained. Pearson Moment Correlation Coefficient was used to measure degree and direction of the linear association between the variables. Multiple regression models were fitted to check on the goodness of fit between the independent and dependent variables. The information was displayed by use of tables, figures and chart. The study found that employee training had a strong significant relationship with organizational learning (r=0.654, p=0.000). Structural empowerment also had a positive significant relationship with organizational learning (r=0.804, p=0.000). Leadership styles had strong positive and significant relationship with organizational learning (r=0.781, p=0.000). And organizational communication had a strong positive and significant relationship with organizational learning (r=0.726, p=0.000). Theoretically the results support a contingency-based interpretation of HRMP effectiveness, where the moderator (organizational cultural) does not uniformly enhance all HRMP but interacts with specific practices such as empowerment to shape learning outcomes. Organizational cultural had a negative effect on the relationship between predictors (employee training, leadership styles, and organizational communication) and organizational learning at the private chartered universities in Kenya. The study thus recommends private chartered universities in Kenya to increase financial support for training, improve its working environment by ensuring that employees have access to opportunities, resources, information and support. A work environment that is open minded and welcomes new ideas, which includes freedom and challenges at work, shared objectives and open relationships between colleagues and managers were recommendable. The organizational structure should therefore permit systems and procedures to direct and motivate behaviour towards organizational learning. Continuous management capacity development for leaders was recommendable. There is need for more attention to be focused on forming intensive social networks to support learning, and the need to adopt a culture that allows employees views, opinions, and suggestions to be taken into consideration when making decisions. PhD in Human Resource Management

2026-05-14T00:00:00Z Chepkwony, Andrew Kipsang http://localhost/xmlui/handle/123456789/6957 2026-05-12T11:48:25Z 2026-05-12T00:00:00Z

Project Integration Management on Performance of National Housing Corporation Projects in Kenya Chepkwony, Andrew Kipsang Housing is a key social and economic right for all human beings. Housing shortage in Kenya, particularly in urban areas, is a serious concern and is characterized by rapid urbanization as a result of natural population growth and rural–urban migration. The study assessed project integration management on performance of National Housing Corporation (NHC) projects in Kenya. The general objective of this study was to examine the influence of project integration management on performance of National Housing Corporation projects in Kenya. The specific objectives of the study were project scope management, project time management, project cost management, and disclosure and reporting. The study was anchored on the Theory of Constraints, General Systems Theory, Community Participation Theory, Competence Theory, and Goal Setting Theory. The study adopted a positivism research philosophy and a cross-sectional research design. The target population for the study was 425 projects, comprising all projects undertaken by the National Housing Corporation from 2013 to 2021, and this was the unit of observation. A sample of 203 projects was used for this study, and this was the unit of analysis. Primary data was collected using structured self-administered questionnaires, while secondary data was collected from publications, annual reports, books, research dissertations, and the internet. Pre-testing of data collection instruments was done using Cronbach’s alpha and factor analysis for dimension reduction to determine the validity and reliability of the tests. The data collected was analyzed using descriptive statistics and inferential statistics, including correlation and regression analysis. Findings showed that project scope management, project time management, project cost management, and project disclosure and reporting had a positive and significant relationship with performance of National Housing Corporation projects in Kenya. Community participation was also found to positively and significantly moderate performance, and project scope management, project time management, project cost management, and project disclosure and reporting were found to positively and significantly predict performance of NHC projects in Kenya. The study concluded that effective community participation throughout the project lifecycle enhances project success, while proper management of project scope, time, and cost helps prevent scope creep, improves scheduling accuracy, and ensures financial control. The study also concluded that continuous disclosure and reporting promotes transparency, strengthens coordination among project teams, and ensures all stakeholders remain aligned throughout the project cycle. This study recommends that project managers should strengthen project integration management practices to improve project performance, ensure construction quality standards, enhance stakeholder satisfaction, and increase successful project delivery. It also recommends that policymakers address regulatory bottlenecks and inconsistencies that hinder the performance of NHC in Kenya. PhD in Project Management

2026-05-12T00:00:00Z Bogonko, Nelson Momanyi http://localhost/xmlui/handle/123456789/6950 2026-05-11T12:26:07Z 2026-05-11T00:00:00Z

Green Human Resource Management Practices and Performance of Devolved Healthcare Services in Kenya Bogonko, Nelson Momanyi A properly performing devolved healthcare service is important for ensuring adequate access to quality and affordable healthcare delivered through efficient and sustainable use of limited resources. However, performance of devolved healthcare services in Kenya has continued to experience both HR performance and systemic challenges such as staff shortages, low motivation, inadequate skill-sets for sustainable healthcare practices and inefficiencies in service delivery. Green human resource management practices have emerged as an important strategy in fostering sustainability performance across various sectors. Level five hospitals in Kenya are increasingly expected by regulatory framework to implement environmentally sustainable practices as they balance economic and social considerations in a highly competitive industry. The achievement of hospital performance goals in an eco-friendly environment is usually determined by the effectiveness of its green HRM practices. This study aimed at determining the effect of green human resource management practices on performance of devolved healthcare services in Kenya. The specific objectives of the study were to determine the effect of: green employee resourcing, green training, green occupational safety and health and green performance evaluation on performance of devolved healthcare services in Kenya. The study also determined the moderating effect of management style on the relationship between GHRM practices and performance of devolved healthcare services. A mixed-methods research design was used whereby the researchers combined the elements of quantitative and qualitative approaches. The study targeted 5,960 employees working in 12 Level Five Hospitals in Kenya. This study applied a multi-stage random sampling which refers to dividing the population into units or smaller and smaller groups and selecting the sample. In the first stage, simple random sampling was used to select four of the 12 Level Five Hospitals with an accessible population of 1310. In the second stage, purposive sampling was used to select a sample of 131 respondents representing 10 % of the accessible population. Data collection tools were questionnaire, interview and document analysis. Descriptive statistical analysis was done using frequencies, percentages, means and standard deviation. Qualitative data was analysed using content analysis and inferential statistics was done using correlation and regression analysis. Hypotheses were tested using one-way ANOVA test and f-test, while t-test was conducted to test the significance of explanatory variables on the dependent variable. The findings revealed that green employee resourcing, green training and green occupational safety and health had a strong and positive relationship with performance of devolved healthcare services. Green performance evaluation had a moderate positive relationship with performance of devolved healthcare services. It was concluded that GHRM practices individually and collectively had a statistically significant positive effect on performance of devolved healthcare services in Kenya. Further, the findings revealed that management style had a statistically significant moderating effect on the relationship between green human resource management practices and performance of devolved healthcare services in Kenya. The study recommended that hospital managers and policy makers should develop and apply strong green HRM policies and practices to enhance performance of devolved healthcare services and sustainability. PhD in Human Resource Management

2026-05-11T00:00:00Z