Most of the Small and Medium-sized Enterprises (SMEs) in the developing countries are yet to espouse and witness the full potential of electronic Human Resource Management (e-HRM) in their business operations despite its popularity in the developed countries. SMEs indispensable role in economic growth regarding employment creation and their contribution to GDP is globally acknowledged. A successful adoption of e-HRM may be the catalyst for the growth of Tanzania and many developing countries. Unfortunately, the application of e-HRM by the SME sector in Tanzania lacks depth and has been scrimpy. Numerous reasons and factors account for the low adoption rate of e-HRM by Tanzanian SMEs. This study aspires to address this scantiness by investigating e-HRM adoption to overcome the barriers that confront the SME sector in their quest to adopt e-HRM. Financial barrier was the most relevant among the five group of barriers. However, technical and Internet security prove to impede the adoption too. Thus to stimulate the adoption of e-HRM to increase productivity and enhance global competiveness, stakeholders and the government should invest in e-HRM and its components. Specifically, the paper delineates challenges of e-HRM adoption. A systematic desk review presents the evolution of prominent TAM model to fit contextual requirements and research advancement. This review thus culminates in a synthesized conceptual framework useful in research on e-HRM in the SMEs.

Localisation of workforce is the major driving force for Human Resource Strategies in the OG Industry. However implementation of local content policy in the industry is facing major challenges. This study focused on assessment of HR strategies used in implementing the localisation in OG industry and also to determine the factors affecting localisation of Human Resource in the industry. Four case studies selected from the industry were employed to collect in-depth information. The study finds that all of the cases studied companies seem to be committed to local content policy. However it was observed that the practicability of their commitment to local content compliance was facing challenges during the implementation as there is a lack of locals with the needed qualifications in the industry, there are no local training institutes specialized in Oil and Gas, also many of the companies in the industry in Tanzania are new and some in early stages of their operations. It was further observed that local businesses are facing the same challenges of qualifications of locals and their business in rendering the services as per international or desired standards. Lack of localisation related HR Strategies and Government system support and commitment to the localisation seems to be the main factors affecting the localisation of Human resource in Tanzania. So in order for the Local content to be achieved, Human Resource strategies has to be localisation related and the Government has to be fully committed and support the localisation in the industry.

Real‐time regulation of vascular tone by endothelial Ca2+ signals is a crucial determinant of blood flow. Recent findings suggest that transient receptor potential (TRP) channels, particularly TRPA1, may play a key role in activating endothelial Ca2+‐dependent effectors in cerebral arteries to promote acute vasodilation. In the current study, we employed high‐speed confocal imaging and a novel analysis algorithm to evaluate the impact of TRPA1 channel activation on Ca2+ signals in the endothelium of rat cerebral arteries and assess its relationship to vasodilation. We found that endothelial cells of rat cerebral arteries exhibit widespread basal Ca2+ dynamics (44 ± 6 events at 26 ± 3 distinct sites per minute in a 3.6×104 μm2 field). The TRPA1 activator allyl isothiocyanate (AITC) increased Ca2+ signals in a concentration dependent manner, primarily by soliciting new events at distinct sites along the intima (56 ± 5% and 52 ± 4% increase in events and sites, respectively, at 60 μM). These stimulated events corresponded spatially with TRPA1 channel densities within holes in the internal elastic lamina (IEL) and were blocked by the TRPA1‐specific inhibitor HC‐030031. The concentration‐dependent expansion of Ca2+ events in response to AITC correlated precisely with the dilation of pressurized cerebral arteries (p = 0.93 by F‐test comparison of nonlinear regression curve fits). Correspondingly, AITC caused rapid endothelium‐dependent suppression of pro‐contractile asynchronous Ca2+ waves in subintimal smooth muscle cells. The current findings suggest that factors evoking stimulation of TRPA1 channels trigger and expand discrete Ca2+ signal‐effector coupling sites along the endothelium to evoke graded cerebral artery vasodilation. Supported by NIH R01 HL085887 and R01 HL091905.

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Universities in Tanzania as many others in Africa and the globe are faced with the challenge of retaining their academic staff. This study examined the dimensionality and generalization of Job Embeddedness Theory, a promising perspective for understanding employee retention, in the context of academic staff in Tanzania’s universities. A survey of 314 members of academic staff from 2 Public Universities and 3 Private Universities was conducted, and Exploratory Factor Analysis (EFA) and Split Sample Cross Validation were used in determining the appropriate dimensionality and generalizability of Job Embeddedness Model in the context of study, respectively. Results indicated that that job embeddedness in the context of academic staff in Tanzania’s universities is a seven factors model. The results also indicate that seven variables out of 30 in the model were not stable, hence compromising generalizability of the model in the context of the study. It was recommended that, since Job Embeddedness Theory is a developing perspective, the volatile variables should be considered for revision or deletion in the future studies, before a seven-factor Job Embeddedness model is accepted for generalizability to larger population of academic members of staff in Tanzania’s Universities.