Business Administration
https://repository.maseno.ac.ke/handle/123456789/685
2024-03-29T15:22:06ZEffect of strategic agility on organizational performance of Steel manufacturing firms in Kenya
https://repository.maseno.ac.ke/handle/123456789/5936
Effect of strategic agility on organizational performance of Steel manufacturing firms in Kenya
OKUMU, Christocent
Steel plays a crucial role in today's economy, serving as an indicator of a country's economic strength and reflecting investments in infrastructure. In Kenya, the steel industries accounts for approximately 13% of the manufacturing sector and is interconnected with complementary sectors such as housing, construction, energy, electronics, and chemicals. However, the steel industries in Kenya faces various challenges that hinder its ability to adapt to changing market dynamics and emerging technologies. Key among these challenges are high electricity costs, inadequate infrastructure, expensive inputs, heavy taxes competition from well established brands, volatile market prices, political instability and significant capital requirements. Previous research has not explored strategic agility as a potential solution to mitigate the effects of these challenges, specifically examining the impact of strategic agility moderators such as organizational culture, leadership, flexibility, and strategic sensitivity. Therefore, the study’s objective is to investigate the effect of strategic agility on the performance of steel industries in Kenya. Specific objectives of the study were; to establish the effect of organizational culture on performance of Kenyan Steel Manufacturing Firms, to determine the influence of leadership on performance of Kenyan Steel Manufacturing Firms, to investigate the effect of flexibility on performance of Kenyan Steel Manufacturing Industries and to examine the effect of strategic sensitivity on performance of Kenyan Steel Manufacturing Firms. The study was anchored on Dynamic Capabilities Theory and Ambidexterity theory to understand organizational adaptability. Using a correlational research design, the study targeted 33 steel industries in Kenya, with respondents of 132 top managers. Census method was used to study the respondents with primary data collected through structured questionnaires, which constituted of quantitative questions. Reliability tests was conducted using Cronbach's Alpha with a threshold value of 0.7. To ensure validity, the study sought expert opinions and conducted a comprehensive literature review. Multiple regression analysis was employed to examine the relationship between the variables. The independent variables accounted for 53.8% proportion of variance in performance. It is evident from the results that all model coefficients were significant except Leadership (Sig=.986, p>0.05) and Flexibility (Sig=.315, p>.05). The findings also shows that the B statistics, Organization culture (B = .393, p <.05) had positive significant effect on performance. Leadership (B = .001, p >.05) minimal effect on performance which also was not significant. Flexibility (B= -.052, p >.05) had a negative effect on performance and was not significant, (Sig=.315, p>.05). Strategic Sensitivity (B = .168, p <.05) had positive significant effect on performance. In addition, Organization culture, strategic sensitivity model coefficients were found to be positive, indicating that they had a positive significant effect on performance. Flexibility coefficient was found to be negative, thus negative effect on performance. The study concludes that Organizational culture had positive effect on performance, leadership had no significant effect, flexibility had no significant effect, and strategic sensitivity had a positive significant effect on the performance of Kenyan Steel Manufacturing Firms. The study recommends that firms should invest in cultivating a strong and positive organizational culture, promote cross-functional collaboration within the organization, and invest in continuous leadership development programs. The findings may be significant to the steel manufacturing industries particularly in the improvement of their strategic agility. Scholars may also find a wealth of empirical findings for referential purposes while the government and other stakeholders may use these findings in decision making.
Master's Thesis
2023-01-01T00:00:00ZEffect of information communication and technology adoption on employee performance. A case of employees of Kisumu county Government
https://repository.maseno.ac.ke/handle/123456789/5934
Effect of information communication and technology adoption on employee performance. A case of employees of Kisumu county Government
ODHIAMBO, Oluoch Fredrick
ICT has been defined as a broad-based technology (including its methods, management and application) that supports the creation, storage, manipulation and communication of information. In a landscape where organizations strive for efficiency and competitive edge, navigating technology adoption strategies becomes pivotal. This research delves into the correlation between Information Communication Technology (ICT) adoption and employee performance among Kisumu County Government employees. Numerous organizations grapple with technology choices to bolster efficiency and elevate employee performance for market competitiveness. The dearth of comprehensive data on specific technologies implemented and their integration within Kisumu County Government poses a knowledge gap. The absence of a holistic understanding of how technology types are integrated across departments impedes effective decision-making for technology adoption in the Kisumu County Government. This study aimed to assess the impact of technological infrastructure, technological skills, and technology management support on employee performance among the workforce in Kisumu County Government. The significance of this study lies in its illumination of the critical relationship between technology adoption and employee performance within the Kisumu County Government, offering valuable insights for policymakers and stakeholders to make informed decisions regarding technology integration and its impact on organizational efficiency. Justification stems from the current dearth of comprehensive data on specific technologies implemented and their effects within governmental settings, highlighting the pressing need for empirical evidence to guide strategic technological advancements for enhanced workforce productivity. Guided by resource-based theory, the hypothesis centered on the positive relationship between technology adoption factors and employee performance. Employing a quantitative approach with a descriptive research design, the study surveyed 375 respondents using a structured questionnaire. The census sampling method ensured a comprehensive sample representation. The study revealed significant insights: technological adoption accounted for a notable 36.1% variance in employee performance (R square = 0.361, F(3, 366) = 68.885, p < .05). Notably, technological infrastructure and skills positively impacted employee performance (B=.490, B=.263, respectively, p < .05), while technological management support did not significantly affect performance (B=0.061, p > .05).The findings have substantial implications. Policymakers, scholars, and stakeholders can leverage this data for informed decision-making and policy formulation on technology’s role in augmenting employee performance. The findings are important to policymakers, scholars, academicians and future researchers and other stakeholders for purposes of increased investment in ICT, advocacy on ICT budgetary allocation and adoption support, for policy formulation and decision-making on the role of technology in enhancing employee performance. The study recommends increased investments on ICT infrastructure, training and capacity building of staffs on ICT skills to improve utilization and enhanced management support and commitment for ICT adoption and utilization. Expanding similar research to other counties, exploring technological infrastructure's influence on organizational performance, investigating technological management support's correlation with value for money in Kenyan counties. The study contributes crucial insights into the nexus between technology integration and workforce productivity in a governmental context and underline the significance of technological infrastructure and skills in enhancing employee performance, prompting avenues for further exploration and informed decision-making within organizational settings.
Master's Thesis
2023-01-01T00:00:00ZEffect of business level strategies on performance of solar industry in Kenya.
https://repository.maseno.ac.ke/handle/123456789/5933
Effect of business level strategies on performance of solar industry in Kenya.
OPIYO, Walter
Globalization has led to intense competition in various industries and the world at large thus there is need for well thought strategic management practices to keep organization afloat and up on their feet in the market. Various level of management strategies such as corporate level strategies, business level strategies and functional level strategies can be employed. For this particular study that focuses in the solar industry market in Kenya business level strategies will be given emphasis; these strategies include focus strategies, cost leadership strategies and differentiation strategies. Many people in Kenya has no access to electricisince they live offgrid this has made Kenya a good market for solar product and thus 22 solar companies has been established in kenya however 4 of these companies has since folded dup due to various reasons including performance and management reasons like sustainability, social impact, gender equity, brand image and sometimes stiff competition. Various studies done by various authors has been done regarding business level strategies however there is no such studies linking it to solar industry in Kenya. The strudy focuses on internal resources to give these organizations competitive advantage over the competitors in the Industry hence resource based theory suits the study as a theory guiding it. The study used descriptive research design coupled with census survey to administrer questionnaires on 126 respondents to investigate the relationship between business level strategies and performance of solar industry in kenya. The target population are 7 heads of department (Human Resource, Sales, After sales, Marketing, Finance, Training and the Informational Technology departments) of 18 companies who are still afloat in Kenya resulting in 126 rewspondents. (7*18=126). It was evident from the results that all model coefficients were significant at 0.05. The findings also shows that all the model coefficients, which include: Cost leadership (B = 0.139, p <.05); Differentiation strategy (β = 0.197, p <.05); Focus strategy (B = .437, p <.05) had positive significant effect on performance. The unstandardized B coefficient of cost leadership shows that unit change in the level of cost leadership strategies causes a 0.139 units increment in organisational performance level and the change is significant as shown by the p-value. A unit change in Differentiation strategy and Focus strategy causes 0.197 and 0.437 units increase in organisational performance levels of solar industry. The findings shows that all the model coefficients; Cost leadership, Differentiation strategy, Focus strategy had positive significant effect on performance. This suggests that the selected determinants have an effect on the performance of Pay-As-You-Go solar firms in Kenya. The firms should also establish more strategic partnerships and good relations for better prices and hence reducing procurements costs, it also recommended that, in order to intensify the effect focus strategy on organisational performance, hence need to focus on providing superior customer service, investing in research and development, striving to have an outstanding strong image and reputation for quality innovation.
Master's Thesis
2023-01-01T00:00:00ZInfluence of diaspora remittances on financial development in Kenya
https://repository.maseno.ac.ke/handle/123456789/5240
Influence of diaspora remittances on financial development in Kenya
MAROA, Julius Mwita Julius Mwita
Diaspora remittances have remained substantial and have been seen to increase globally. The same have been seen to be an enabler for growth of most developing economies. In 2015 they were estimated to be more than $601billion and developing countries were estimated to have received $441 billion nearly three times that of Official Development Assistant. In Kenya, remittances have maintained an average growth of$100 million from January 2013. Therefore, the study sought to examine the influence of Diaspora remittances on financial development in Kenya with specific objectives being to determine influence of Diaspora remittances on credit to private sector, establish the influence of Diaspora remittances on access to financial services and examine the influence of Diaspora remittances on bank deposits. The study adopted purely secondary data through literature reviews while utilizing panel data for 2004-2015 as 2016 data was unavailable. In order to fulfill the above, a general linear model was adopted. The results extracted from the analysis revealed that Diaspora remittances do not have a significant influence on credit given to private sector, Diaspora remittances do not have a significant influence on access to financial services and Diaspora remittances have no significant influence on bank deposits. In conclusion therefore, the main finding of the study was that Diaspora remittances had no significant influence on financial development in Kenya and Diaspora remittances do not necessarily determine the direction financial development in Kenya takes in terms of credit extended to private sector, access to financial services and bank deposits thus prior values of Diaspora remittances may not be used to predict future values of financial development.
2018-01-01T00:00:00ZEffect of talent management on the relationship between Performance appraisal and productivity of secondary school teachers in Kisumu county, Kenya
https://repository.maseno.ac.ke/handle/123456789/5238
Effect of talent management on the relationship between Performance appraisal and productivity of secondary school teachers in Kisumu county, Kenya
ODAYO, Frankline Onyango
Human resources are important to any organization’s success. Productivity in organization remains key in achieving its goals. Globally teacher productivity is an ongoing concern. In Kenya, teacher productivity is below expectation with 11.37% and 13.77% students obtaining minimum university entry qualifications (C+) in 2017 and 2018 respectively. Performance appraisal is a means of achieving productivity. The Teachers Service Commission introduced Teacher’s Performance Appraisal and Development in 2016 to address low productivity. However, teacher productivity remained poor. Prior studies on teacher productivity concentrated on aspects of PA like the tools and systems of appraisal and never explored the effect of PA in terms of the process, standards and criteria, feedback and satisfaction on teacher productivity. Studies have revealed both positive and negative relationship between Performance appraisal and Teacher productivity suggesting existence of a moderator. Reviewed studies have not focused on the role of talent management as a possible moderator. The purpose of the study was to determine the effect of talent management on the relationship between performance appraisal and productivity of secondary school teachers in Kisumu County, Kenya. This study sought to: determine the effect of performance appraisal on productivity of the secondary school teachers in Kisumu County, determine the effect of talent management on productivity of secondary school teachers and to establish the moderating effect of Talent Management on the relationship between Performance Appraisal and Teacher productivity of the secondary school teachers in Kisumu County. Herzberg two-factor and the expectancy theories guided the study. A cross-sectional correlation survey design was employed on 1647 teachers and 312 were selected using stratified random sampling technique. Reliability of the instrument was achieved at 0.930 on Cronbach’s Alpha. Expert reviews and factor analysis were used achieve content validity and construct validity respectively. Findings revealed that performance appraisal has a positive significant contribution on teacher productivity (R=.480, p=.000), (R2=.230, p=.000). Talent management has a significant positive contribution on teacher productivity (R=.673, p=.000), (R2=.453, p= .000). Talent management significantly and positively moderated the relationship between performance appraisal and teacher productivity (R=.804, p=.000). (ΔR2 =.170, p=.000). Talent management accounted for 17.0% change in teacher productivity. The study concludes that performance appraisal and talent management significantly affected teacher productivity. The study recommends that performance appraisal and talent management should be enhancement in school to improve teacher productivity. The findings will be useful to Ministries of Education in development of performance appraisal and talent management policies to improve Teacher Productivity and a basis for further research
2021-01-01T00:00:00ZModerating effect of implementation factors on the relationship between performance contracting and service delivery of employees at huduma centres in western Kenya
https://repository.maseno.ac.ke/handle/123456789/5227
Moderating effect of implementation factors on the relationship between performance contracting and service delivery of employees at huduma centres in western Kenya
WESONGA, Justus Nyongesa
The Kenyan Government has pressures from its citizens to improve on service delivery and be responsive to citizen’s needs. Attempts such as privatization, voluntary early retirement and restructuring did not improve on service delivery. Performance contracting was introduced as an option and is now being used together with Huduma Centres. The centres serve 30,000 customers daily against a target of 60,000 customers and on revenue, the centres collect Kshs 12 billion annually against a target of Kshs 30 billion according to a Government report of 2018. Focus of previous studies in resolving this around performance contracting have majorly been case studies and not surveys. Further from reviewed literature, performance contracting influence service delivery, performance and accountability. However other studies reveal that it does not result in increased customer care activities, effectiveness and efficiency and reduction in the number of customer complaints. These are mixed findings from case studies, an indicator of a moderation effect yet to be tested. Additionally, reviewed studies show that resource factors and personal factors influence service delivery but their moderating influence has not been checked. However, there is hardly evidence for empirical testing of the factors individually or jointly as having a moderation effect on the relationship between performance contracting and service delivery. The purpose of this research was to determine the moderating effect of implementation factors on the relationship between performance contracting and on service delivery in Huduma Centres Western Kenya. Specific objectives were, to determine the relationship between performance contracting and service delivery, to establish the moderating effect of resource factors on the relationship between performance contracting and service delivery in the Huduma Centres of Kenya, to establish the moderating effect of personal factors on the relationship between performance contracting and service delivery in the Huduma Centres of Kenya .The study was anchored by Vroom’s Expectancy Theory and Goal Setting Theory and utilized correlational survey research design. The target population was 276 workers at the 5 Huduma Centres in Western Region in a census survey. Pilot results (N=10) revealed 41-item instrument overall mean reliability α=0.819. Construct validity was backed by the literature and confirmed by expert review. Results revealed proportion of variance in the Service delivery explained by the Performance Contracting is 32.4 % or R2=0.324. specifically, performance contracting (β = 0.562, p = 0.000) had positive significant effect on service delivery among Huduma Centres. Resource factors (∆R2=0.158; p=0.000) positively and significantly moderated the relationship significantly implying the interactive effect of resource factors improved service delivery levels by 15.8 % while personal factors (∆R2=0.0338; p=0.000) positively and significantly moderated the relationship meaning the interactive effect of personal factors improved service delivery levels by 3.38%. The study concluded that performance contracting practices are significant predictors of service delivery levels; resource factors and personal factors has a positive moderating effect on the relationship between performance contracting and service delivery. Recommendations were that firms should continue enhancing performance contracting practices, provides for resource and personal factors as these efforts enhance service delivery in Huduma Centres in Kenya. The study’s significance is informing the literature and government policy by isolating resource factors and personal factors as key variables for improving public sector service delivery.
2021-01-01T00:00:00ZEffects of marketing strategies on performance of Commercial Banks: a case of Kisumu city, Kenya.
https://repository.maseno.ac.ke/handle/123456789/2456
Effects of marketing strategies on performance of Commercial Banks: a case of Kisumu city, Kenya.
AGORO, SAMUEL
Banks have experienced a remarkable decline in their market shares and in profit margins. This study seeks to find out how such marketing strategies have affected banks performance. It was guided by the following objectives; To find out if pricing strategies affect performance of commercial banks in Kisumu Town, To examine if sales promotional strategies affect performance of commercial banks in Kisumu Town and finally, To establish if distribution strategies affect performance of commercial banks in Kisumu Town. To improve on its performance commercial banks should adopt various marketing strategies to appeal to their customers. However, various studies have had conflicting and differencing conclusions as to the role and effects of strategies to banks performance both locally and globally. Random sampling method was used to sample the population where a sample of 25% (250) of the respondents was selected for the purpose of this study. That is 25% of 250 which gave us 63 respondents. The sample was guided as the margin of validity and reliability of the study. The study was a descriptive design, targeting staffs and customers. The validity of questionnaire was evaluated by experts in the faculty of Commerce. The researcher administered the same questionnaire twice over a period of time to the same group of individuals and the results from first response and second response was then correlated in order to evaluate the test for stability overtime. A questionnaire was used as the only convenient means for data collection. In this case, open - ended questionnaires was used because they create freedom of expression, no bias due to limited response ranges and respondents’ further explained their answers. In addition, closed ended questions was used where the responds type was predetermine and organized. The finding of this study was of benefit to the public and financial institutions managers and mostly the government in Promoting investment, the presence of financial services creates more demand for products and the producer, in order to meet the demand from the consumer who goes for more investment through marketing practices. Secondly, it provided customers with knowledge on savings since financial services such as mutual funds provide ample opportunity for different types of savings. From the study it was evident that pricing affect the performance of commercial banks to greater extent, this is because most of the respondents contacted during the data collection process were concerned with the prices at which banks offer the services. Fifty percent of the respondents were concerned with the banks service distributions, they emphasized that most banks are concentrating within the city centre and forgetting other regions which are far from town it was clear that bank pricing strategy needs to align with how different customers value their products and services. Therefore, banks should replace traditional pricing with a data driven approach. In conclusion, product promotion contributes most to the performance of the commercial banks followed by product distribution then product pricing.
2019-01-01T00:00:00ZInfluence of employee relations strategies on employee performance in public universities in Western Kenya
https://repository.maseno.ac.ke/handle/123456789/1290
Influence of employee relations strategies on employee performance in public universities in Western Kenya
ABURA, Phyllis, Achieng
Traditional sources of competitive advantage are changing and it is imperative to deploy new strategies to successfully compete under changing external conditions. Effective employee relation strategies encourage individual and group commitments to excellence and help in creating favorable environment at workplace. Public universities in Western Kenya, as organizations, are faced with challenges that seem to be detrimental to their performance. These include employee turnover, brain drain and retention of staff among others. All these have resulted in poor relations between the university and its employees. The nature of the relationship of employees at work is therefore fundamental to the effective management of an organization. Past studies have attributed contributions of the employee relation strategies to the organizational performance. Previous studies have not focused on what these relations strategies contribute to the employee performance. It is for this reason that this study sought to establish the influence of employee relations strategies on employee performance in public universities in Western Kenya. Specifically, the study: examined the influence of staffing and promotions; determined influence of employee training and development, and ascertained the influence performance appraisal on employee performance in Public University in Western Kenya. The study was guided by Human Relations Theory: the Hawthorne Effect. Correlation research design was adopted. The population was all the 102 Human Resource departments’ employees of six public Universities in Western Kenya. It was a census study. Data sources were both primary and secondary. Primary data were collected using structured questionnaires. Validity of the instruments was ascertained through expert opinion and revision. Reliability of between 0.765 and 0.876 was ascertained using Cronbach’s alpha test that was conducted on pilot data from 10 respondents. Data were analysed using regression analysis to determine influence of employee relations strategies on employee performance. The findings revealed 64.7% variation in employee performance accounted for by the combined influence of human relation strategies (R2= 0.647). The study further revealed that staffing and promotion (β=.302, p=.000), training and development (β=.202, p=000) and performance appraisal (β=.411, p=.000) all had significant positive influence on employee performance in public Universities in Western Kenya. Therefore, the study concluded that staffing and promotion, training and development and performance appraisal are all important antecedents of employee performance. The study further recommends the need for Universities management in Kenya to intensify the implementation of employee relation strategies such as: staffing and promotions, training and development and performance appraisal as they are positively associated with employee performance. The findings of this study could help the Universities to plan for employee relations strategies that are effective, relevant and acceptable to the stakeholders of the Universities. Additionally, the study provided new knowledge on the areas of employee relations strategies and their likely influence on employee performance.
Masters' Project
2018-01-01T00:00:00ZInfluence of reward system on employee performance in the insurance industry in Kenya
https://repository.maseno.ac.ke/handle/123456789/1287
Influence of reward system on employee performance in the insurance industry in Kenya
ANYANGO, Pamelah Owuor
Well-functioning financial markets and institutions like insurance companies are important factors in enhancing high economic growth. Evidence has been adduced that reward systems may influence employee performance, although there is limited information regarding the same at Britam Insurance. There has been a decline of revenue at Britam Insurance Company in the recent past despite implementation of reward system at the company. Additionally, studies linking reward system and employee performance have failed to focus on the influence of reward system on employee performance with regard to performance related pay system, team based reward system, and total reward system within insurance industry. The purpose of this study was to examine the influence of reward system on employee performance at Britam Insurance Company in Kisumu, Kenya. The specific objectives were to determine the influence of performance related pay system; examine the influence of reward based systems; and to establish the influence of total reward system on employee performance. The study was guided by Herzberg’s Two factor Theory. Corelational study design was adopted on a target population of 100 employees. Census method was used to select all the 100 employees as study sample. A five-linkert scaled questionnaire was used for data collection. Validity and reliability were enhanced through expert consultation and test retest method during a pilot study respectively. Quantitative data was analysed using descriptive statistics while the relationship between reward system and employee performance was measured by means of regresions and correlations. It was found that employee performance is generally poor (M=2.1111; SD=0.84096), while performance related pay (r= -0.164**; p=0.000), team based pay (r=0.816**; p=.000), and total reward (r=0.811**; p=.000) all have significant correlations with employee performance. These components of reward system together predicted about 79% of the observed variance in employee performance, with a significant model fitting (F=360.83; p<0.000). Moreover, team based pay was found to contribute highly (β =.609; P=0.00) to employee performance in Britam Insurance. This means that employees at Britam Company are motivated most by team based pay. It was concluded that performance related pay does not provide motivation to employees at Britam Insurance. The researcher recommended that teams should be formed in every department and remunerated appropriately; policies that address performance related pay should be formulated; and total reward should be expanded to include non-monetary rewards. Further studies are recommended on effect of team based tangible and intangible non-monetary rewards on employee performance, and the contribution of work councils and departmental teams on enhancement of employee performance. Human resource managers could use findings in this study to formulate reward systems that enhance employee motivation appropriately. This study may also arouse interest and provoke reactions that will encourage other researchers to do a further study in the area.
Masters' Thesis
2017-01-01T00:00:00ZEffect of corporate social responsibility on organisation performance: a case of banking industry in Homabay county, Kenya
https://repository.maseno.ac.ke/handle/123456789/1286
Effect of corporate social responsibility on organisation performance: a case of banking industry in Homabay county, Kenya
THURANIRA, Ezra Mutwiri
Sustainable development and reduction of poverty are the key issues that need to be addressed by the governments, mostly in the developing world which include Kenya. Corporate social responsibility (CSR) becomes an element that addresses these issues and therefore it becomes more vital in the daily operations of financial institution in the banking industry who is a key player in sustainable development. According to commercial banking crisis in Kenya survey report (2013),banking industry has been experiencing several challenges including non-performing loans and low credit services among many other challenges. Banks in Homabay County have not been left out of these challenges and despite several strategies being employed to curb the same, the problems continues to exist. CSR can be used to rectify this problem but studies before have not addressed effect of CSR on banks performance. Therefore there is little knowledge on the effect of CSR on banks performance particularly in Homabay County. The main objective of this study was to determine the effect of corporate social responsibility on performance in banking industry within Homabay county. The specific objectives of this study was to investigate the level of influence of philanthropic CSR activities on banks performance, to establish the extent of environmental focused CSR activities on banks performance and to investigate the effect of ethical CSR on performance of these banks. This study used correlation survey design. A population of 150bank employees and bank management was used. Both primary and secondary data were used. The questionnaires were the main instrument of data collection. Experts and surveyors were used to validate research tools. Reliability was tested by analyzing pilot data obtained by pilot testing. Data was analyzed using multiple regressions. The results were then presented in forms of tables and charts. Results of the study would be useful to the government and policy makers for making some critical decisions and implementing the right policy based on the outcome of this study. The study findings are that β1 = 0.299,meaning that an increase in one unit of bank philanthropic responsibility will result to a significant increase in bank performance by 0.212 and β2 = 0.479 suggesting that , an increase in one unit of bank ethical responsibility would result to a significant increase in bank performance by 0.412. β3 = 0.108 indicating that an increase in unit of environment focused activities would result to an increase of 0.108 in performance of the bank. The study therefore concluded that financial institutions should operate outside their normal business activities to support the community. Improving the livelihood of a community attracts volunteers, investors and sponsors who will help a commercial institution achieve its objectives towards community needs. Finally, the researcher recommends that shareholders views be considered regarding how much the firm should invest on social course annually and the nature of CSR activities to be undertaken.
Masters' Thesis
2017-01-01T00:00:00Z