The study examined the effect of transformational leadership on employee performance in the banking sector based on the leader’s influence perspective. Literature review revealed that the ability of the leader to influence the followers is centred on idealised influence (model the way) and inspirational motivation (communicating appealing vision) factors of transformational leadership. The motivation for the study was because information on how idealised influence and inspirational motivation affect employees performance in the banking sector in Sub-Saharan countries had been rarely addressed. Where addressed, the findings are tokenistic, discrete and imprecise. A sample of 132 employees who were working in the banking sector was surveyed using a self-administered structured questionnaire and a simple random sampling technique. Multiple linear regressions were used to estimate the relationship between the predicators and an independent variable. An in-depth interview was also employed tocollect qualitative data from ten employees selected using the purposive sampling technique from ten different banks. Thematic analysis was used to analyse qualitative data to supplement the quantitative findings. The study revealed that idealised and inspirational motivation positively influence the performance of employees in the banking sector. The study has got four knowledge contributions. Firstly, contrary to other empirical studies, this study adopted mixed methods research design. Secondly, the study revealed that employee’s performance is enhanced if supervisors become good role models and at the same time inspire employees to commit to the bank’s vision. Thirdly, idealised influence and inspirational motivation factors are significant to the employees performance and are the learned behaviours. Fourthly, leaders should be careful with their decisions and actions because employees are likely to emulate the leaders' behaviours by trusting that whatever they do is correct and acceptable

This study assessed the effect of service quality on customer satisfaction in Tanzanian’s higher education by re-examination of SERVQUAL Model through testing its existing five dimensions, namely; tangibles, reliability, responsiveness, empathy and assurance and one new suggested dimension, namely, compliance. The study was carried out in higher learning institutions situated in Dodoma city. The study employed a stratified random sampling technique to select a sample. The study adopted a cross-sectional research design whereas a questionnaire survey was used to collect quantitative data from a sample of 326 students from higher learning institutions. Descriptive statistics were used to compute the quality of services using perceived service quality (P) and expected service quality (E). Inferential statistics involved a binary logistic regression model to estimate the effect of service quality dimensions and compliance on customer satisfaction. The findings show that service quality in higher education was perceived by students to be below their expectations. The findings from logit model revealed that tangibles, reliability, responsiveness, empathy, assurance and compliance were important variables in predicting students’ satisfaction in higher education.

Critical literature review revealed that individualised consideration and intellectual stimulation factors of transformational leadership are the heart of employee empowerment. This study is important because there was little and discrete information on how individualised consideration and intellectual stimulation empower the performance of banking sector employees in the Dar es Salaam city. The study, therefore, examined the role of transformational leadership on employee performance based on employee empowerment perspective. A sample of 325 banking sector employees was surveyed using a self-administered structured questionnaire. Multiple linear regressions were employed to find the relationship between individualised consideration and intellectual stimulation with the performance of banking sector employees. A Statistical Package for Social Sciences was employed as an analytical tool for quantitative data. An in-depth interview was conducted to twelve employees who were selected by using the purposive sampling technique from twelve different banks. Thematic analysis was used to analyse qualitative data from in-depth interview to supplement the quantitative findings. The study revealed that individualised consideration and intellectual stimulation had a positive relationship with the performance of banking sector employees. That relationship was enhanced by effectively empowering employees and also fostering an environment that encourages learning, creativity and innovation. The study recommends that leaders in any bank’s section have to empower employees and foster the learning, creativity and innovation environment as the preconditions for enhanced employees’ performance. However, the study was done in the Dar es Salaam city and therefore limiting the generalisation of the results due to contextual differences in sub-Saharan countries. The study contributes to knowledge that individualised consideration and intellectual stimulation factors of transformational leadership are the heart of employee empowerment.

It remains unclear how lack of management succession planning relates to the collapse of 87% of the Tanzanian family-owned manufacturing businesses (FOMBs) after the first generation.  Also, the question of whether a firm’s background variables, namely; executive’s education level, business age, and business size, moderate the relationship between management succession planning and the survival of FOMBs remains unanswered. Therefore, this study investigated the relationship between succession planning and the survival of FOMBs, moderated by the firm’s background variables through the lens of resource-based theory as well as agency theory. A sample of 339 executives was randomly drawn from the FOMBs in Dar es Salaam city where the collapse of FOMBs after the first generation was revealed to be significant and surveyed using a structured questionnaire. Multiple linear regression was used as a quantitative data analysis technique with the support of SPSS as an analytical tool. Results revealed that management succession variables, namely; training the successor, successor involvement in business management and successor factors-work fit had a positive and significant relationship with the survival of FOMBs. However, the internal recruitment of the successor had an insignificant relationship with the survival of FOMBs. Therefore, management succession planning sustains the leadership pipeline and survival of the FOMBs through the involvement of the successor in business management, sufficiently training the successor, and handing over power to the successor whose competency and factors fit with the relevant work. The study contributes to an understanding of management succession planning variables and how they relate to the survival of family-owned manufacturing businesses. The study also provides a new conceptual framework on transgenerational management succession planning in the FOMBs.

The purpose of this study was to explore the antecedents of entrepreneurial intentions among the Tanzanian Higher Business Education Graduates (HBE). The motivation for the study was because, despite the integration of entrepreneurship education (EE) in every degree programme, still many graduates had been unemployed. This cross-sectional study is based on primary data. An in-depth interview was conducted with a sample of 21 HBE graduates from various HBE institutions.  Primary data collection was done using in-depth interview guide questions physically done by the researcher.  Snowball and purposive sampling approaches were employed to identify respondents for this study. Content analysis method with the aid of NVivo version 11 software package was used to analyse the qualitative data. The study identifies five important antecedents of entrepreneurial intentions, namely, interpersonal traits, EE through competency-based training, planning and focus, successful groups which are close to a prospective entrepreneur, and government support. The findings task entrepreneurship educators, role models, close groups, professional supporters, and the government to concurrently foster the combinations of EE and other factors which were revealed to have the highest predictive power on entrepreneurial intention in the process of nurturing and psychologically developing the students’ entrepreneurial careers of self-reliance and self-employment. This research is novel and contributes to the body of knowledge in the existing antecedents of entrepreneurial intentions: given the emphasis on residual and new antecedents of entrepreneurial intentions essential for promoting the start-ups by the HBE graduates and enabling them to employ themselves.