Middle-level Managers Research Articles

Exploring Gender Equity in Tanzania- A Comprehensive Study on the Need for Inclusive Practices in Selected Major Media Houses in Tanzania

This study investigates gender equity in Tanzanian print media, particularly focusing on women's leadership. Utilizing a qualitative approach with an interpretivist paradigm, the explanatory case study design includes 12 in-depth interviews. The research unveils the impact of Stereotype Theory on employment promotion policies, emphasizing challenges related to family life and child-rearing in career advancement. Challenges in adhering to maternity leave regulations are identified, hindering the balance between family planning and career progression for female journalists. The study highlights subjective performance evaluations, favoritism concerns, and a lack of transparency in promotion policies, contributing to gender inequity. A glass ceiling is noted at middle and senior management levels. Recommendations include implementing supportive structures for working mothers, revising promotion policies for transparency, and fostering a workplace culture that actively promotes inclusivity. The aim is to create a more equitable and inclusive media industry in Tanzania.

Risk Management Strategies and Performance of Selected Insurance Companies in Nairobi City County, Kenya

The insurance industry plays a vital role in the management of risk and therefore helps to support and facilitate business activities. The performance of insurance companies is impacted by various challenges related to their risk management strategies. These challenges can arise from both internal and external factors, and they can have significant implications for the financial stability and profitability of insurance companies. Changes in regulatory requirements can impact the risk management strategies of insurance companies, requiring them to adapt their practices and systems to remain compliant. Therefore, this study seeks to investigate the influence of risk management strategies on the performance of selected insurance companies in Nairobi City County, Kenya. The study was guided by the balanced scorecard model, agency theory, portfolio theory, risk aversion theory, and prospect theory. A descriptive research design was employed. The study targeted 95 respondents, comprising 10 senior-level managers, 30 middle-level managers, and 55 departmental heads from the insurance companies operating in Kenya. A census of 95 respondents was conducted. The study used a structured questionnaire. A pilot group of 9 individuals was selected from the target population. Content validity was applied to the study. Cronbach’s Alpha coefficient was computed for all components of the questionnaire, and their assessment was provided. Descriptive analysis was computed using mean, frequencies, and percentages. Regression analysis tested the relationship between the study variables. The regression model assessed the relationship between the independent variables and the dependent variable. The findings were presented using tables and figures. Through regression analysis with a linear model result showed a strong relationship between risk management strategies and performance. The resulting value of regression coefficient at .000 (p<0.05) indicated existence of relationships that were relatively strong. The study thus concluded that performance of insurance companies is dependent on the careful choice or selection of risk management strategies. It is expected the results will benefit various stakeholders, including the government policy makers, Insurance sector players, and academia. Further studies exploring more strategies to manage risks in other entities including other sectors such as the finance sector could be undertaken by scholars.

Defining vulnerabilities and enabling community engagement in epidemics preparedness: the CAVE model from Austria.

During the COVID-19 outbreak the transdisciplinary research project CAVE (Community Engagement and Vulnerability Assessment in Epidemics) investigated perceptions and practicability of public health communication among stakeholders of care and social facilities in Austria. It aimed at finding accurate definitions of vulnerability in the context of epidemics and at developing operational models for engagement of vulnerable groups in co-creating epidemic response mechanisms. Transdisciplinary methods included semi-structured interviews, focus group discussions, and desk reviews as well as spatial analysis and composite indicator-based mapping methods. Informants and participants in the community engagement phase represented clients as well as middle and lower management levels of Austrian care and social facilities for older persons and persons with cognitive impairments, persons depending on mobile healthcare services, homeless people, and socially deprived communities. A narrow definition of vulnerability as well as missing strategies for participation and community engagement limited communication with stakeholders and the implementation of protective measures. An inclusive definition of vulnerability beyond medical and physical indicators should be employed to account for social, psychological, and emotional aspects contributing to a higher risk of being affected by epidemics. The CAVE model provides a multi-level definition of vulnerability that allows for participatory engagement in co-creating adapted crisis response measures. We suggest policymakers and health authorities to consider a broader definition of vulnerability and to commit to pro-active engagement with stakeholders representing these sectors. This requires the establishment and maintenance of communication structures as well as political recognition of civic participation in the creation and implementation of epidemic response measures.

The effects of government policy on performance planning for implementation of performance contracting in the government ministries in Kenya

The study sought to analyse the effects of government policy on performance planning for the implementation of performance contracting in government ministries in Kenya. A mixed-method type of design was adopted. Stratified sampling was used to sample four government ministries. In sampling staff to be interviewed, top and middle-level management totalling 831 were identified. Thirty per cent of the 831 (249 staff members) were considered to be representative enough for the study. The study adopted descriptive and inferential statistics. The study used ANOVA, regression analysis, and correlation to analyse the relationship between variables. The study finding observed that there was a strong correlation coefficient of 0.866 at p-value of 0.035 between government policy and performance planning, which implied that employees' performance planning is significant in the implementation of performance contracting; a unit standard deviation increase in effective training and development was likely to increase the standard deviation of performance monitoring by 0.096 on implementation of performance contracting; a unit standard deviation increase in top management commitment was likely to increase the standard deviation of performance reporting on performance implementation by 0.337. The study concludes that government policies have an effect on performance contracting in government ministries in Kenya. Further, the conclusion was that government policy has minimally addressed issues of training and development. Therefore, it is recommended that transfer of training be included in the next reviews of the government policy and specifically addressed in the workplace that often affect the impact of training and development.

Establishing the effects of training and development on performance monitoring for implementation of performance contracting in the government ministries in Kenya

The study aimed to establish the effect of training on performance monitoring for implementation of performance contracting in the government ministries in Kenya. A mixed-method type of design was adopted. In sampling staff to be interviewed, top and middle-level management totalling 831 were identified. Thirty per cent of the 831 (249 staff members) considered it to be representative enough. The study adopted descriptive and inferential statistics. The study used ANOVA, regression analysis, and correlation to analyse the relationship between variables. Reliability of instruments was assessed using Cronbach's alpha coefficient, whose alpha value is equal to or greater than 0.70, which is considered sufficient. Content Validity Ratio (CVR) was calculated for each item, and items with a CVR value below 0.99 were eliminated. The final instrument comprised 22 items with CVR values ranging from 0.99 to 1.00. The study found that a unit standard deviation increase in effective training and development was likely to increase the standard deviation of performance monitoring by 0.096 on implementation of performance contracting. The study concludes that training and development have an effect on performance contracting in government ministries in Kenya. The study further recommends that transfer of training and development be included in the next review of the policy.

Knowledge Organization Capability and Competitiveness of Chartered Public Universities in Kenya

Purpose: Knowledge has increasingly become one of the most critical determining factors for organizational competitiveness. In order to acquire and sustain a competitive advantage, it is vital for an organization to develop effective strategies that foster knowledge creation, transfer and integration in the performance of the organization. Knowledge organization refers to activities such as document description, indexing, and classification that provide systems of representation and order for information and knowledge materials. The purpose of this study was to establish the relationship between knowledge organization capability and competitiveness of chartered public universities in Kenya. Methodology: The study adopted a descriptive design. The population of the research consisted of 31 chartered public universities authorized to operate in Kenya as at December 2020. The study adopted a census methodology while purposeful and convenient sampling was adopted to select respondents amongst the middle level management staff. The study used both secondary and primary data. A self-administered questionnaire was used as the primary data collection instrument. Out of 155 questionnaires that were sent out, 123 were filled and returned. Statistical Package for Social Studies (SPSS) was used for data analysis. The study used regression model to estimate the level of significance which yielded a positive and significant influence of knowledge organization capability on competitiveness of chartered public universities in Kenya. Findings: The findings indicate that organizational initiatives such as effective knowledge collaboration and utilization, deployment of information technology systems that support knowledge organisation and easy access to information and data contribute to a healthy environment conducive for knowledge management. Owing to the foregoing, the study concluded that knowledge organization capability had a significant positive impact on competitiveness of chartered public universities. Unique Contribution to Theory, Practice and Policy: The study recommended that public universities needed to embrace knowledge organization capability in order to obtain sustainable competitive advantage.

The Relationship between Knowledge Sharing Capability and Competitiveness of Chartered Public Universities in Kenya

Purpose: The purpose of this study was to establish the relationship between knowledge sharing capability and competitiveness of chartered public universities in Kenya. Universities are knowledge intensive environments, and play a central role in the creation and dissemination of knowledge that they generate. Accordingly, it would be expected that such institutions would adopt proactive approaches to the incubation of knowledge management capability and strategies, and that they would have better insight on how to achieve and optimize the value of their knowledge assets. However, research has shown that this is not the case, and that the approaches adopted by universities are passive and inconsistent. In addition, although there is a strong body of research in the area of knowledge management in commercial environments, and growing interest in knowledge management in public sector organizations, there has been little research on knowledge management capability in universities. Methodology: The study adopted a descriptive design. The population of the research consisted of 31 chartered public universities authorized to operate in Kenya as at December 2020. The study adopted a census methodology while purposeful and convenient sampling was adopted to select respondents amongst the middle level management staff. The study used both secondary and primary data. A self-administered questionnaire was used as the primary data collection instrument. Out of 155 questionnaires that were sent out, 123 were filled and returned. Statistical Package for Social Studies (SPSS) was used for data analysis. The study used regression model to estimate the level of significance which yielded a positive and significant influence of knowledge sharing capability on competitiveness of chartered public universities in Kenya. Findings: The findings pointed out that knowledge sharing capability significantly influenced competitiveness of chartered public universities in Kenya. The public universities should therefore entrench knowledge management practices in their day to day operations in order to remain competitive. Unique Contribution to Theory, Practice and Policy: The study recommended that public universities should embrace knowledge sharing practices in their operations as it enhances competitiveness. One of very important factor in knowledge sharing is that university stakeholders should be accorded with formal, informal and virtual space to interact with each other for knowledge exchange.

INFLUENCE OF STRATEGIC DIRECTION ON THE PERFORMANCE OF FINTECH FIRMS IN NAIROBI CITY COUNTY, KENYA

This study investigated the influence of strategic direction on the performance of financial technology (FINTECH) firms in Nairobi City County, Kenya. The research was grounded in strategic leadership theory and employed a predictive research design. The target population consisted of 154 senior and middle-level managers from 22 FINTECH firms, with a sample size of 111 respondents determined using the Taro Yamane formula. Data was collected using structured questionnaires, achieving a response rate of 82.88%. Descriptive statistics revealed that firms excel in adapting strategic direction to changing circumstances (M = 4.80, SD = 0.399) and establishing clear strategic direction (M = 4.43, SD = 0.731), but face challenges in setting clear and measurable goals (M = 1.18, SD = 0.390). In the inferential analysis, multiple linear regression revealed that strategic direction has a statistically significant positive influence on FINTECH firm performance (β = 0.890, t = 11.797, p < .05). The coefficient of determination (R² = 0.685) indicated that 68.5% of the variance in organizational performance could be explained by the strategic factors studied. The study concludes that effective strategic direction is fundamental to FINTECH firm success in Kenya's dynamic financial technology sector, validating the theoretical frameworks that emphasize strategic leadership's role in organizational performance. The research recommends that FINTECH firms implement comprehensive strategic management frameworks that balance structured goal-setting processes with adaptive capabilities, while regulatory bodies develop supportive policies that encourage strategic innovation while maintaining industry stability. This research contributes to both the theoretical understanding of strategic management in the FINTECH sector and provides practical insights for industry leaders navigating complex market conditions.<p> </p><p><strong> Article visualizations:</strong></p><p><img src="/-counters-/soc/0735/a.php" alt="Hit counter" /></p>

Navigating organizational change through a processual perspective on the transition toward the circular economy: Save The Duck case study

PurposeBy rooting our study in Lewin’s change management theory, we conduct an in-depth case study of a medium-sized fashion firm transitioning toward a CE. Through adopting a multi-level and processual perspective, we offer empirical evidence of the change process and elucidate the drivers and resistance to change factors.Design/methodology/approachWe opt for a single in-depth longitudinal case study of a fashion firm that was born with a sustainable business model and that is in transition toward the CE. We involve multiple informants, and we adopt a processual approach to uncover the drivers and resistance to change factors at different organizational levels (i.e. top and middle management and operational levels).FindingsOur findings enable us to highlight novel key drivers and resistance factors at the organizational level. Regarding the former, we reveal the involvement of top and middle management in the decision-making process and the recruitment of young people. For the resistance factors, we identify adaptation to structural change, reluctant mindset, internal divergence of ideas, and commitment of all organizational levels to the CE.Research limitations/implicationsThe paper presents some limitations. First, our research is based on a single in-depth case study, which, while allowing for rich, detailed exploration, inherently limits the statistical generalizability of our findings. Focusing just on one organization located in a specific industry and geographical context means that our results may not be directly applicable to all organizational settings. Firms belonging to other industries would probably show different patterns of change due to industry-specific drivers and barriers. Also, the institutional and geographical contexts of our case study inevitably influence the cognitive and cultural aspects of the drivers and barriers we identified. Then, our research provides a processual yet not longitudinal view of OCCE, thus not fully capturing the long-term dynamics of the phenomenon.Practical implicationsOur findings underscore the critical role of visionary leadership, particularly stemming from the CEO, in driving CE transition. Leaders should articulate a clear vision for sustainability, foster a culture of experimentation and actively identify opportunities for CE implementation. Moreover, our results suggest that organizational culture plays a fundamental role in supporting CE transition. Creating a dedicated sustainability team to coordinate CE initiatives and counter the internal resistance, fostering the engagement of all organizational levels in CE initiatives, developing training programs to enhance CE knowledge and skills throughout the organization and recruiting young talents are some of the key recommendations we posit to firms aiming to start the process of CE transition.Originality/valueThis paper contributes to the emerging literature on “Organizational Change toward a Circular Economy” (OCCE) by providing a processual analysis of organizational change toward the CE. Through an in-depth exploratory study of a fashion firm in transition toward the CE, we were able to identify drivers and resistance factors and to offer a visual map of our findings to graphically show the change toward the CE and the drivers and resistance to change factors that have thus far been under-investigated from an organizational level (Graessler et al., 2024).

Managerial Perception of AI in Strategic Decision-Making

ABSTRACT Given the growing use of Artificial Intelligence (AI) in strategic endeavors, it is important to comprehend its potential in facilitating strategic decision-making (SDM). Data collected through semi-structured interviews and cognitive absorption theory were used to examine viewpoints and perceptions of 20 AI experts at middle-level management positions toward the use of AI in SDM. As a result, many key concepts emerge, including human dependence, evaluation of emotions, and building trust, among others. Subsequently, a proposed AI-acceptance-avoidance framework has been presented to address primary concerns and aspects that influence trust or lack of trust in AI, as well as inclination toward accepting or avoiding it for SDM. In process, the study has attempted to extend cognitive absorption theory.

Strategic Management Practices and Accessibility of Non-Governmental Organizations to Donor Funding in Turkana County, Kenya

Non-governmental organizations exist in international development to offer services to vulnerable persons and communities, and as policy advocate’s campaigners. The contemporary environment in which non-governmental organizations operate is increasingly becoming uncertain and unpredictable, with an increased inability to meet budget allocation due to inadequate funds. This study examined strategic management practices and accessibility of non-governmental organizations’ to donor funding in Turkana County, Kenya. The study specifically examined the influence of strategy implementation and strategy evaluation and accessibility of non-governmental organizations’ donor funding in Turkana County, Kenya. The study was grounded on theories that included: Strategic fit theory and Resource dependency theory. The study adopted a descriptive research design. Respondents were selected using stratified random sampling. The study targeted the low-level, middle-level and senior managers of the 30 non-governmental organizations operating in Turkana County. The research relied on structured questionnaires in the data collection process. Inferential statistics and descriptive statistics were utilized in data analysis. The study also relied on frequencies, mean and standard deviation in presenting descriptive results. The inferential statistics used were correlation analysis, regression analysis and analysis of variances. The findings of the study revealed a statistically significant regression effect and indicative of accomplished prediction of accessibility of Non-governmental organizations to donor funding through the F-calculated value which showed that the model was significant. Strategy implementation explained 49.1%, and strategy evaluation 44.3% the variations in accessibility of Non-governmental organizations to donor funding in Turkana County, Kenya. The study recommended for further research work to be conducted to review the influence of other variables on accessibility of non-governmental organizations to donor funding in Turkana county and other counties in Kenya. Keywords: Strategy implementation, Strategy Evaluation, Accessibility of NGO’s to Donor Funding

Ethical Concerns Upon Artificial Intelligence Empowered Human Resource Management: A Qualitative Study among Middle-level Managers from Beijing Technology Companies

The evolution of artificial intelligence (AI) in organizational management has significantly enhanced operational efficiency. However, it has introduced ethical challenges in human resource management. Between January to March 2024, this study conducted 21 semi-structured interviews with middle-level managers from high-tech companies in Beijing. Through word frequency analysis, the study found that key topics among the managers were “company,” “data,” “system,” and “problem,” with “AI” frequently recurring in the discussions. Sentiment analysis revealed generally favorable attitudes toward AI in human resource management (AI-HRM), along with nuanced emotional expressions such as inquiry, introspection, recommendation, challenge, adaptation, resistance, and indifference. The sentiment distribution of keywords aligned with topic trends. Thematic analysis identified key ethical concerns in AI-HRM, including issues related to data collection and utilization, human versus machine decision-making, quantitative versus qualitative assessment methodologies, the balance between fairness and efficiency, the need for trustworthy, explainable, and transparent AI, and the oversight of AI-HRM. This study contributes to the ethical investigation of AI-HRM from the perspective of middle-level managers, highlighting themes that are critical for understanding the theory, application, and future development of AI-HRM.

Economic Benefits, Enhanced Awareness, and Available Resources: What Factors Navigate Bank Readiness in Basel III Implementation

To maintain sustainable development, business management strategy of modern banks these days cannot neglect international standards. Hence, the main aim of the current study is to explore the factors that influence the readiness of banks in implementation of Basel III requirements based on the context of the Vietnamese banking system. To achieve clear explanations, this research utilizes the data set of 211 questionnaires collected from senior and middle-level managers as well as other management personnel related to Basel III implementation at 20 Vietnamese commercial banks, and performs the PLS-SEM by applying Smart PLS 3 software. The analysis results indicate that both awareness and expected economic benefits have positive impacts on the readiness of banks to implement Basel III requirements. Meanwhile, the effect of available resources is negative but not statistically significant. It can be said that the study provides one of the first evidence to shed new light on the factors that impact the readiness of banks in complying with strict requirements of Basel III, at least in the Vietnamese context. Hence, the findings are expected to provide the helpful guidance for banking leaders and policy-makers in Vietnam, where the banking system is ongoing reform to meet the international standards.

Investigate the distinctive link between a balanced scorecard and organizational performance in IT and non-IT sectors

PurposeThe purpose of this research is to examine how the implementation of a balanced scorecard (BSC) affects business outcomes in both information technology (IT) and non-IT sectors.Design/methodology/approachPartial least squares structural equation modeling (PLS-SEM) was used to test the hypothesis. A random sample was used to collect 170 responses from the IT companies and 166 from non-IT companies by using the questionnaire method. The questionnaire was distributed to the top- and middle-level managers in Bangalore city, and we used SmartPLS software to explore the relationship between our research constructs.FindingsThe results of this study indicate that a BSC has a significant and positive impact on organizational performance in IT and non-IT sectors. The main distinction in this study is that all BSC perspectives [learning and growth perspective, internal business process (IBP) perspective, customer perspective (CP) and financial perspective (FP)] have a significant, direct and indirect impact on IT companies. On the other hand, solely three BSC perspectives (IBP perspective, CP and FP) have a significant impact on non-IT companies, while learning and growth perspective has an insignificant impact on the FP.Originality/valueThis study provides a critical theoretical and practical contribution of a BSC on business performance in IT and non-IT industries.

Effect of Recognition Practices on Employee Engagement in Fairtrade Horticultural Firms in Kenya

While most people understand that engaged employees are often happier and more satisfied in their job, the main reason that engagement is now a focal point is because it leads to real business results. Emotional states are hard to understand and measure. Employees are becoming key business drivers for any organization. The objective of the study was to determine the effect of compensation system on employee engagement in Fairtrade horticultural firms in Kenya. The study was guided by expectancy theory and social exchange theory. A cross-sectional descriptive survey research design was adopted. The study targeted 17 fairtrade horticultural firms as unit of analysis and 5,600 employees as the unit of observation. The sample size was 373 respondents drawn from low level, middle level, and top-level management. The study relied mainly on primary data. The study adopted stratified and simple random sampling techniques. After the stratification of the respondents into strata, simple random sampling was adopted to pick up the respondents. The researcher used questionnaire as the research instrument. Descriptive and inferential analysis were computed using SPSS version 26. In order to analyze the relationship between the independent variables and the dependent variable the study used regression analysis at 5% level of significance. Specifically, simple linear regression analysis. The findings indicated that recognition system has a positive and significant effect on employee engagement in Fairtrade horticultural firms in Kenya. The study concluded that recognition system contributes significantly to the employee engagement in Fairtrade horticultural firms in Kenya. From the results, the study recommends that top management horticultural firm should come up with well-defined structure that will regularly recognize employees with exemplary performance in various categories. This kind of recognition by the management as well as their supervisors would make employees feel appreciated for their input and therefore, help the organization to achieve their goals.

Corporate social responsibility: A Driver for green organizational climate and workplace pro-environmental behavior

In line with the United Nation's sustainable development goals (SDGs), the unsustainable use of scarce natural resources and worldwide environmental degradation call for the immediate implementation of green behaviors across all organizations. As environmental issues originate from human activities, they necessitate the realization and execution of employees' workplace pro-environmental behaviors (WPEB) and their stimulators. Drawing on social exchange and social identity theories, this study first investigates the mediating role of green organizational climate in the relationship between various forms of perceived corporate social responsibility (CSR) and employees' WPEB. It further examines the mediated moderation via green shared vision. An adapted survey questionnaire was distributed to senior-level and middle-level managers of large and medium-sized manufacturing firms in Pakistan, and 349 responses were gathered. The partial least-squares technique was used for data analysis. The findings indicate that all forms of perceived CSR positively correlate with a green organizational climate, which further significantly leads to employees' WPEB. The results also show that a strong shared green vision among employees can improve the relationship between the green organizational climate and employees' WPEB and vice versa. Moreover, multi-group analysis shows that the relationship between customer-centric perceived CSR and green organizational climate was stronger for medium-sized firms than large ones. Thus, to ensure the implementation of SDGs such as decent work and climate action, firms' top management must recognize the importance of investing in both internal and external CSR initiatives to foster a green organizational climate leading to employees' WPEB. Companies should communicate their participation in CSR activities to all stakeholders through public platforms to increase inspiration. Policymakers should further introduce CSR excellence awards and non-compliance penalties to encourage firms' extensive participation.

Influence of Delegating Leadership on Employee Performance at the International Airports in Kenya

The type of stewardship engaged by the senior management of a firm has a direct bearing on the employee performance. There is no ideal style of leadership that fits all organizations and hence the top echelon has to select the most appropriate bearing that will drive the firm in the desired direction and bear the sought after outcomes. Several airports in Africa today continue to experience low employee performance as a result of the type of leadership selected by the top management and hence the need for diligence when picking the type of stewardship to be deployed in African Airports. This paper sought to establish the influence of delegation on employee performance at four international airports in Kenya, namely: Jomo Kenyatta International Airport, Nairobi; Moi International Airport, Mombasa; Kisumu International Airport and Eldoret International Airport. Positivism philosophy was preferred in this study because it advocates for the use of accurate and verifiable evidence that is free from assumptions and opinions of the researcher. A survey research was used to conduct the study. The respondents were first line; middle level and senior level managers of the five departments involved in the processing of air passengers within the four international airports in Kenya. These were; airport security employees, port health and quarantine services employees, passenger airlines operating within the four international airports in Kenya employees, immigration and border control employees and finally the customs services employees. Data was gathered from primary sources using self-administered structured questionnaires. The data analysis was done using descriptive and inferential statistics. From the Linear regression, the value of p was established as p<.05 (p value of 0.00 and ꞵ=0.474) and therefore the null hypothesis was rejected indicating that delegation has a significant impact on employee performance.

Catalyzing green innovation in hotel and tourism businesses: Leveraging green talent management, green organizational citizenship behavior, and green values

Global corporations are grappling with a significant challenge in addressing the absence of green innovation. Therefore, this study presents a conceptual model that reveals the significant role of green talent management in fostering green innovation. The study strives to analyze the mediating effect of green organizational citizenship behavior on the impact of green talent management on green innovation. Additionally, the study tests the moderating role of green values on the relationship between green talent management and green organizational citizenship behavior and between green organizational citizenship behavior and green innovation. Data were collected from 330 employees at the middle-level management working at five-star hotels and travel agencies category-A operating in Egypt to test the proposed conceptual model using structural equation modeling. Findings show that GTM positively affects GI and GOCB. GOCB positively impacts GI. In addition, GV positively moderates GTM→GOCB and GOCB→GI relationships. Moreover, GOCB significantly mediates the GTM→GI relationship. Based on our research, useful guidelines for how GTM, GOCB, and GV could affect green innovation have been developed.

Catalyzing green competitiveness in hotel and tourism businesses: Leveraging digital dynamic capability and green creativity

The global push for green initiatives is in line with advancements in smart technology. Therefore, this study aims to investigate the impact of digital dynamic capability “organization's capacity to swiftly utilize digital technologies for innovation and adaptation” on green competitiveness in hotel and tourism businesses, considering green creativity as a mediator. Using the statistical program WarpPLS 7.0, the study employed PLS-SEM to examine 333 replies that were provided by middle-level managers of five-star hotels and category-A travel agencies in Egypt. The study revealed that digital dynamic capability positively impacts both green competitiveness and green creativity. In addition, the study found that green creativity significantly mediates the relationship between digital dynamic capability and green competitiveness. The study offers fresh insights into how emerging concepts like digital dynamic capability predict green competitiveness in the tourism and hospitality industries.

Relationship between the composition of the audit committee and earnings quality in Tier One banks in Nairobi City County, Kenya.

This study investigates the relationship between audit committee composition and earnings quality in Tier One banks in Nairobi City County, Kenya. The composition of audit committees, particularly the presence of independent directors, financial experts, and industry experts, is hypothesized to significantly influence the quality of reported earnings. Using a sample of six Tier One banks over the period 2016-2021, this study employs a correlational research design to examine this relationship. Data was collected through questionnaires administered to 90 respondents across operational, middle, and lower management levels, with a response rate of 67%. The study utilized descriptive statistics, correlation analysis, and multiple regression analysis to analyze the data. Key findings indicate a positive and statistically significant relationship between audit committee composition and earnings quality. Specifically, the presence of independent directors (r = 0.38, p < 0.05), financial experts (r = 0.29, p < 0.05), and industry experts (r = 0.26, p < 0.05) on the audit committee were all positively correlated with measures of earnings quality. The regression analysis further confirmed these relationships, controlling for other audit committee characteristics such as size and meeting frequency. These findings suggest that the composition of audit committees plays a crucial role in enhancing the quality of financial reporting in Tier One banks in Kenya. The study recommends that regulatory bodies and bank management prioritize the appointment of independent directors with relevant financial and industry expertise to audit committees. This research contributes to the existing literature on corporate governance in the banking sector and provides practical implications for improving financial reporting quality in emerging markets.