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Influence of innovative leadership on organizational performance of vocational training institutions in Kisumu county, Kenya
(ResearchGate, 2026) Waswa, Fanice N.; Awino, Elizabeth R.
Purpose: The study examined effect of leader creativity and networking capabilities on organizational performance of vocational training institutions in Kisumu County. Methodology: A descriptive design was adopted under which 28 organizations represented the units of analysis while 252 management staff represented its units of observation. A sample size of 154 was created from which 154 respondents were contacted. A structured questionnaire was designed and its validity and reliability was confirmed after conducting a pilot study. The data was analysed using descriptive, correlation and multiple linear regression statistical analysis was performed at the 95% confidence level. Findings: There was a positive linear association between leader creativity (r=.612, p < .001) and explained 43.5% of the variance (R² = 0.435). Leader creativity (β = 0.375, p < .001) and leader networking (β = 0.291, p = .008) both had significant positive effects, with creativity being the stronger predictor. Unique contribution to Theory, Practice and Policy (Recommendations): This research recommends for the government agencies in vocational training to assess creativity capabilities of those applying for leadership and management positions in TVETs. This study recommends for TVET leaders to actively pursue and engage in networking activities to sense strategies they can use to improve performance from the private sector and other vocational training institutions. This study advances theory, practice, and policy in TVET by demonstrating that leader creativity and networking significantly enhance organizational performance. It validates transformational leadership theory and extends boundary-spanning leadership theory within the education sector. Practically, it highlights the need for leadership development programs that foster innovation and external collaboration. For policy, the findings advocate integrating leadership creativity and networking into TVET regulations, accreditation standards, and resource allocation strategies, thereby strengthening institutional capacity, improving performance, and promoting sustainable educational outcomes.
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Toxic workplace dynamics and executive turnover: examining the impact of negative organizational climate on senior leadership attrition
(African British Journals, 2025) Waswa, Fanice N.; Githui, Fredrick
Executive turnover, conversely, creates strategic and operational challenges for unfurling organizations, often interrupting leadership continuity, morale, and long-term performance. This study attempts to investigate how senior staff attrition creeps in due to negative energy-labeled behaviors that include toxic behavior, bad leadership, bad recognition, and interpersonal conflict. The analysis involved a sequential mixed methods approach-analyzing survey response from 150 high-level professionals, along with conducting in-depth interviews from a purposively selected sample of 20 respondents. Quantitative findings affirm that there is a significant positive correlation between perceived negative energy and turnover intentions (β = 0.61, p < 0.01), with a great 72% of respondents indicating a considerable intention to leave due to exposure to toxic workplace conditions. Thematic analysis from qualitative data supported these findings, establishing that executive disengagement was significantly driven by leadership failure, unresolved conflicts, and emotional exhaustion. Based on the JD-R model and Social Exchange Theory, the study propounds that negative workplace dynamics deplete essential psychological and organizational resources.
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Perceptions and cultural attitudes toward same-sex marriages and their implications for family structure in Kenya
(African Journal of Social Sciences and Humanities Research, 2025) Waswa, Fanice N.; Githui, Fredrick K.
This study examines the culture and attitudes of gay marriages in Kenya with a focus on how these attitudes overlap with and can counter the sustenance of African traditional family values. In the backdrop of increasing global campaign for LGBTQ+ rights, Kenya stands at a cultural juncture where rights-based discourses of the modern era meet deeply rooted African values that define family as man and woman union, primitively geared towards procreation, continuity of lineage, and community solidarity. To probe into such dynamics, the research employed a systematic literature review, based entirely on secondary data. Utilizing reliable scholarly databases such as JSTOR, PubMed, and Google Scholar, a precise search was conducted with tactical search terms such as "same-sex marriages in Kenya," "continuity of family system," and "LGBTQ+ rights in Africa." The review emphasized peer-reviewed journals, government reports, and case studies released between 2010 to 2023 to guarantee that the analysis captured the historical and dynamic legal and socio-cultural features of same-sex unions in the context of Kenya. Thematic analysis of the selected literature revealed that most of the sources treat same-sex marriage as a cultural revolution, one generally recognized as incompatible with conventional African ideas of the family. Key concerns were around perceived loss of intergenerational continuity, subversion of gender roles, and destabilization of society conventionally based on heterosexual family structures. At the same time, the literature projected a modest but emerging counter-narrative among rights movements and youth for inclusivity and legal enfranchisement of non-traditional family forms. The study concludes that while the attitudes towards same-sex marriages are gradually shifting in certain urban and cosmopolitan settings, the culture narrative within Kenya is strongly opposed to the enfranchisement of non-traditional family values. It underscores the importance of placing any family reform discussion in culturally sensitive contexts that respect African communal heritage and intergenerational knowledge, while proposing policy debates bringing together human rights and cultural preservation and civic education to foster critical but respectful dialogue with changing social realities.
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Culture and the participation of women in small-scale mining in Zimbabwe
(International Journal of Current Research, 2026) Muzamani, Rudo S.; Waswa, Fanice N.
This study examines the role of culture in women's participation in the small-scale mining sector in the Bindura District, Mashonaland Central Province, Zimbabwe. The research explores the influence of cultural beliefs, the effects of a patriarchal value system, and the social status of women on their ability to actively engage in and participate in gainful activities in the small-scale mining sector. The research is anchored in the glass ceiling theory, the biological theory, and the symbolic interaction theory. These theoretical frameworks were instrumental in shaping the understanding of the systematic challenges women encounter in a typical male-dominated environment. The study adopted a descriptive research methodological approach, selecting a population of 60 women actively engaged in small-scale mining activities in the Bindura District. Judgmental and snowball sampling approaches were used to identify specific women in the small-scale mining sector as respondents to this research. Data were collected via questionnaires using a drop-and-pick method and analysed in SPSS version 25 using descriptive statistics. Respondents’ demographics included gender, age, education level, and marital status. Findings showed that cultural value systems systematically excluded women from male-dominated work environments. The findings also indicated that though religion reinforced cultural value systems that limit women, acculturation has improved their chances of participating in the small-scale mining sector. The rising level of education is also enabling some women to attain leadership positions.
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Communication as a Driver of Job Attraction and Retention: Evidence from Generation Z Employees in Kenya’s Private Sector
(The International Journal of Humanities & Social Studies, 2026) Waswa, Fanice N.; Wilson, Mukwa R.
This study examines the role of communication as a determinant of job attraction and retention among Generation Z employees in Kenya's private sector. Positioned within a labor market characterized by rapid digital transformation and intensifying competition for talent, the study adopts a qualitative, interpretivist design to explore how communication practices are experienced and evaluated by young employees. Data were collected through semi structured interviews and focus group discussions involving 240 participants across Nairobi, Mombasa, Kisumu, and Eldoret. The findings demonstrate that communication functions as a continuous evaluative mechanism through which employees assess organizational credibility, relational intent, and prospects. Specifically, timely and transparent communication during recruitment enhances organizational attractiveness, while consistent feedback and accessible communication structures sustain engagement and strengthen retention. In contrast, delayed, ambiguous, or hierarchical communication creates uncertainty, weakens trust, and contributes to cumulative disengagement and turnover intentions. The study further shows that digital communication, though efficient, introduces interpretive challenges when misaligned with message complexity. By integrating job attraction and retention within a single communication-based framework, the study extends existing human resource and organizational communication literature and offers practical implications for improving workforce stability in emerging economies.