No abstract

This paper explores the influence of compensation on employee retention of the banking institutions in Tanzania. The stratified sampling technique was used to ensure representativeness of each bank category. Eleven banks were purposely selected and simple random sampling was applied to draw a sample of 370 employees. The quantitative data were collected using questionnaire and analyzed using Binary logistic regression. The results indicated that compensation is significantly influencing employee retention with a ‘p’ value of 0.001. It was further revealed that compensation attribute (fair salary) has significant influence on employee retention. The study recommends to the bank managers to develop and implement retention policies that contemplate fair salaries as this is a most valued compensation attribute. Furthermore, the bank managers need to pay great attention to right retention policies in order to improve retention of employees.

UNU-WIDER employs a fair use policy for reasonable reproduction of UNU-WIDER copyrighted content-such as the reproduction of a table or a figure, and/or text not exceeding 400 words-with due acknowledgement of the original source, without requiring explicit permission from the copyright holder.

This research paper is focused on the exploration of the impediments to beneficial trade and their resultant market transaction arrangement in maize and rice. The study therefore was confined to the following three specific objectives to first, explore perceptions and experiences on the impediments to beneficial trade among rice and maize growers and their socioeconomic impacts for farmers and food security in the study area. Second, to identify production and marketing models and describe their structure, conduct and performance; and thirdly, to describe transaction costs and related impediments in the value added chain for both crops in Tanzania. Survey was done in three regions: Shinyanga region representing rice growing regions and Ruvuma and Iringa regions representing maize growing regions of Tanzania. The study involved a sample of 100 smallholder rice farmer traders and 131 maize farmer traders. This study adapted Williamsonian Transaction Costs Economics (TCE) approach (as applied in Pitelis (1993) and Furubotn et al. (2000) to identify market arrangements based on transaction costs of producing and trading in the two grain crops. Based on the observed farmers' perception and experiences with prevailing trade impediments, this study has proposed five stylized market arrangements referred to in this paper as Cereal Transaction Arrangements (CTAs). Each of these CTAs was found to have strengths and weaknesses-hence no single trade policy could be more appropriate across all CTAs. The paper recommends that the government should reduce transactions costs in CTA4 and also CTA5 which involve more progressive commercial farmers by putting in place pro-poor trade policies. Such transaction costs include cost of identifying weighing devices, constructing warehouses, corruption, levies and quantitative trade restrictions.

This article analyses the effects of Psychological Contract Breach (PCB) on Organizational Affective Commitment (OAC) of public universities' academic staff in Tanzania. A crosssectional survey was carried out on a sample of 187 academic staff. Descriptive statistics, correlation, linear and multiple linear regression analysis techniques were applied. The study found that perceived PCB significantly negatively affected OAC. Respondents aged 51and above have higher affective commitment than those in the younger group (21-30 years). Married couples showed a higher Affective Commitment than the rest of the other groups. Senior lecturers and above academic ranks had lower AC compared to below groups. Academic staff with administrative roles had lower AC than those without any administrative positions at universities. The study recommends to universities management to ensure fulfillment of its promises to academic staff. Young academic staff can be motivated through further training and engagement in research and consultancy. Contrarily, the older groups could be guaranteed their tenure and good pay.