The Influence of Leaders Emotional Intelligence on Employees Engagement at Tangaza University, Nairobi County, Kenya (Published)
Staff retention and corporate performance are directly correlated with employees’ engagement. Nevertheless, leaders in higher education frequently overlook interpersonal and emotional ties. One of the most important leadership skills, emotional intelligence, promotes motivation, trust, and teamwork. At Tangaza University, a diverse academic and administrative environment calls for leaders who can inspire commitment and maintain high morale among employees. Yet, there is limited empirical evidence on the extent to which leaders’ emotional intelligence influences employee engagement in this context. This study aimed to investigate the influence of leaders’ emotional intelligence on employee engagement at Tangaza University, Nairobi, Kenya. The specific objectives were: to assess the level of emotional intelligence among leaders at Tangaza University; to examine the level of employee engagement at Tangaza University; and to determine the influence of leaders’ emotional intelligence on employee engagement at Tangaza University. The correlational research design was adopted to examine the relationship between leaders’ emotional intelligence and employee engagement at Tangaza University. The 88 participants were selected using a stratified random sampling method to ensure representation from various university departments. Data was collected using standardized questionnaires distributed among academic and non-academic staff across various departments within the University. The study employed the Emotional Intelligence Scale to assess leadership emotional intelligence and the Utrecht Work Engagement Scale to measure employee engagement. The ethical and logistical considerations included the authorization to conduct research, informed consent, anonymized questionnaires, privacy, and confidentiality, the right to withdrawal from the study, reporting results in aggregate form to conceal the identities of respondents and secure treatment of data. The mean emotional intelligence composite score was found to be 3.89 with a standard deviation of 0.62 on a scale of 1 to 5. This indicated that leaders at Tangaza University have a relatively high perceived level of emotional intelligence, with responses clustering closely around the mean. The mean score for employee engagement was 3.99 with a standard deviation of 0.58. This indicated a high level of employee engagement at Tangaza University, as the score is well above the midpoint of a typical 1-5 scale. The Pearson correlation coefficient between leaders’ emotional intelligence and employee engagement was 0.85, which indicated a strong, positive relationship between leaders’ emotional intelligence and employee engagement. The finding suggested that leaders’ emotional intelligence was a critical factor influencing engagement. By acknowledging employee achievements, fostering a safe work atmosphere, and routinely soliciting feedback and addressing fairness in workloads, the university can sustain high levels of engagement. Encouraging leaders to strengthen their emotional intelligence can increase employee engagement and benefit the University as a whole.
Keywords: Emotional Intelligence, Employee, Influence, Leaders, engagement
The Influence of Capital Adequacy Ratio on the Financial Performance of Second-Tier Commercial Banks in Kenya (Published)
Performance of most mid-tier commercial banks in Kenya has been fluctuating over the past few years. Meanwhile, some of them continue to post impressive results as majority report losses and others merge in order to remain sustainable. This situation points to financial performance affecting the mid-tier commercial banks in Kenya. The government, through the Central Bank of Kenya, introduced prudential regulations aimed at bringing sanity in the banking industry. This move led to closure of Dubai Bank and Imperial Bank while Chase Bank went under statutory management awaiting new investors. From this, an investigation was done on how Central Bank regulations influenced financial performance of second-tier commercial banks in Kenya. Based on the study, this paper explores how capital adequacy ratio influences financial performance of commercial banks in Kenya. The study was purely quantitative research and, therefore, correlation research design and descriptive research designs were used. The study was conducted in 14 second tier commercial banks in Kenya. It collected financial data from 2013 to 2016, considering that the regulations came into effect in 2013 from CBK and commercial banks websites. The data was sourced from Central Bank of Kenya after getting permission and approval from National Commission for Science, Technology and Innovation (NACOSTI). Data collected was analysed using descriptive and inferential statistics. Multiple Regression Analysis was used to test the study research hypothesis. Findings were presented through tabulations and graphical illustrations. Computed correlation showed that capital adequacy ratio had significant strong positive relationship (p<0.05) with financial performance of mid-tier commercial banks. In conclusion, it was found that capital adequacy ratio is among the main predictors of mid-tier commercial banks’ financial performance. It was therefore recommended that CBK needs to regularly monitor commercial banks by ensuring that they publish their quarterly results to the public. The investment regulators in the country such as the Capital Markets Authority (CMA), Kenya Banker Association (KBA) and Central bank of Kenya can use these study findings to understand the bottom line impact of bank regulatory requirements and in understanding banks decision on to its customers.
Keywords: Capital Adequacy Ratio, Commercial Banks, Financial Performance, Influence, Kenya