SU+ Digital Repository

SU+ is an online repository for the preservation and promotion of assorted digital content at Strathmore University

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Recent Submissions

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    Effect of strategic Human Resource Management strategies on employee retention: a case of FinTech companies in Kenya
    (Strathmore University, 2026) Njoroge, J. N.
    Strategic Human Resource Management (SHRM) plays a central role in shaping organisational performance and employee outcomes. This study set out to investigate how SHRM strategies influence staff retention within Kenyan FinTech firms. The general objective was to examine the overall effect of SHRM strategies on employee retention in the FinTech industry. The specific objectives of the study were to determine the effect of compensation on employee retention, examine the effect of career development on employee retention, establish the effect of work–life balance on employee retention, and assess the effect of employee engagement on employee retention. Guided by a positivist paradigm, the research employed a descriptive cross-sectional design and used quantitative data collected through structured questionnaires administered to one senior HR managers across all 85 FinTech firms licensed by the Central Bank of Kenya as of June 2024. The study was anchored on the Resource-Based View (RBV) and Human Capital Theory, which explain how strategic HR strategies serve as sources of sustained competitive advantage through effective retention of skilled employees. Data were analysed using SPSS, applying both descriptive and inferential statistics, including Pearson’s correlation and multiple regression analysis. The findings revealed strong positive and statistically significant relationships between SHRM strategies and employee retention. Specifically, Career development strategies exhibited the strongest predictive effect, followed by employee engagement, work-life balance and compensation strategies. The study concludes that SHRM strategies are critical determinants of employee retention in Kenya’s FinTech sector. It recommends prioritising career development through structured progression, training, and mentorship, alongside strengthening employee engagement via communication and recognition. HR managers should also improve work–life balance through better workload management and flexibility, while maintaining fair compensation complemented by non-monetary benefits.
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    Investigating the predictors of implementation of internal audit recommendations within banks in Kenya
    (Strathmore University, 2026) Buluma, P.
    The study investigated the predictors influencing the implementation of internal audit recommendations within banks in Kenya using the Theory of Planned Behaviour (TPB) as a framework, and a mixed methods research approach. The study was motivated by growing concerns about the persistent non-implementation of internal audit recommendations in Kenyan banks, which undermines accountability and effective governance. The findings indicate that attitudes toward audit recommendations and perceived behavioural control significantly impact their implementation. However, subjective norms—the perceived social pressure to comply—did not have a significant influence. Quantitative analysis revealed a positive correlation between attitudes and the implementation of audit recommendations, as well as between perceived behavioural control and implementation. Regression results further confirmed that attitudes and perceived behavioural control were significant predictors. In contrast, subjective norms did not show a statistically significant relationship. Bank size, organizational position and experience were the control variables in this study, and the analysis revealed that banks size plays no significant role in the relationship between the predictors and the implementation of audit recommendations. However, experience and organizational position played a significant positive role. Qualitative thematic analysis supported these findings, highlighting the importance of organizational culture, management support, and employee empowerment in implementing audit recommendations. Participants emphasized challenges such as limited resources, unclear recommendations, and resistance to change, which hinder effective implementation. The study contributes to both theory and practice by demonstrating how psychological and organizational factors shape compliance with internal audit recommendations. It suggests that enhancing employee autonomy, fostering a risk-aware culture, and improving managerial support can strengthen adherence. Regulatory bodies and bank leadership should focus on creating environments that encourage positive attitudes and empower employees to act on audit recommendations effectively.
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    The Effect of women board room representation on profitability of Deposit Taking Saccos in Nairobi, moderated by SACCO size
    (Strathmore University, 2026) Kimeu, B. M.
    This research sought to determine the effect of women in board and women non-executive representation, and the effect of women's demographic characteristics, on the profitability of deposit-taking SACCOs, and analyze the moderating role of SACCO size in the relationship between boardroom representation and fiscal success of deposit-taking SACCOs in Nairobi. The study conceptualized women boardroom representation as women participation in board membership. The research was anchored on Institutional Theory and supported by Gender Inequality Theory, Group Diversity Theory, and Competency Theory. The research's target population consisted of 36 deposit-taking SACCOs authorized by SASRA to perform front office service activities throughout Nairobi for their fiscal year ending December 31, 2025. The study used an explanatory design and purposive sampling to identify the sample of 36 deposit-taking SACCOs whose headquarters are in Nairobi. These SACCOs served as the foundation for evaluation, while the observational components involved were women in board and women non-executive representation in these SACCOs. The research used primary data gathered by means of interviews, and secondary data. A preliminary research phase was undertaken to evaluate the validity and reliability of the interview questions in gathering the requisite data. A multiple linear regression model was utilized to analyze the secondary data. The study found that women in board and non-executive representation, and women demographic characteristics have a significant relation with profitability in deposit-taking SACCOs in Nairobi, while SACCO size had a significant moderating influence on the relationship between women boardroom representation and profitability. The study recommended that deposit-taking SACCOs should promote the inclusion of women in boardroom leadership, invest in capacity-building initiatives that equip the non-executives with strategic oversight and governance skills, incorporate these attributes into board selection criteria, and develop mentorship programs to prepare women with diverse profiles for leadership roles. The study also recommended research on non-profitability indicators of SACCO success, such as member satisfaction, governance quality, and social impact. This study contributes to academic literature, policy, and practice by providing empirical evidence on the influence of women’s boardroom representation, non-executive participation, and demographic characteristics on the profitability of deposit-taking SACCOs in Nairobi.
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    The Effect of succession planning challenges on the performance of family-owned supermarkets in Nairobi, Kenya
    (Strathmore University, 2026) Kaumbuthu, J. K.
    Succession planning remains a major challenge affecting the continuity and performance of family-owned supermarkets globally. Studies show that only about 30% of family businesses survive into the second generation and less than 16% survive into the third generation due to ineffective succession processes. This research examined how succession planning challenges influence the organizational performance of family-owned supermarkets in Nairobi County. Specifically, the study evaluated the effects of legal, financial, and interpersonal challenges on organizational performance during succession planning. The investigation was anchored on Trait Theory and Path–Goal Theory and employed a positivist research philosophy with a descriptive cross-sectional design. Data were collected from all 47 registered family-owned supermarkets in Nairobi County through a census approach, with one manager representing each firm. Questionnaires served as the primary data collection instrument, and collected data were cleaned and analyzed using quantitative techniques, including descriptive statistics and multiple linear regression analysis. Findings revealed that legal challenges, financial constraints, and interpersonal conflicts significantly hinder effective succession processes. Correlation results indicated strong and statistically significant negative relationships between each of the succession planning challenges and organizational performance. Regression analysis further confirmed that legal, financial, and interpersonal challenges exert a significant negative effect on the performance of family-owned supermarkets. Based on these findings, the research concludes that unresolved succession planning challenges substantially undermine organizational performance in family-owned enterprises in Nairobi County. It is therefore recommended that succession laws be strengthened and the adoption of documented succession plans be mandated to minimize legal disputes and promote business continuity.
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    Factors influencing brand choice of supermarkets in Nairobi County, Kenya
    (Strathmore University, 2026) Ketia, M. N.
    Consumer choice in retail markets is fundamental to competitive dynamics, firm sustainability, and efficient resource allocation, particularly in rapidly urbanizing economies. This study examined the determinants of brand choice among supermarket consumers in Nairobi City County, Kenya, focusing on brand quality, supermarket location, and promotional strategy within a retail landscape comprising approximately 135 supermarket branches. Anchored in the Theory of Planned Behavior, the Stimulus-Organism-Response (SOR) model, and utility maximization theory, the study adopted a positivist research philosophy and a quantitative, descriptive cross sectional design. Primary data were collected from 232 respondents using structured questionnaires. Data processing involved cleaning, coding, and screening, followed by analysis in STATA 19. The analytical approach combined descriptive statistics with inferential techniques, including Pearson correlation analysis and multiple linear regression. Model validity was ensured through diagnostic tests such as multicollinearity, heteroskedasticity tests, normality of residuals, and model specification tests. At the bivariate level, all three predictors were positively and significantly associated with brand choice. In the multiple regression, supermarket location and promotional strategy remained significant, while brand quality did not; the three predictors jointly explained a modest 10.5% of the variation in brand choice. Within this sample, supermarket location showed the strongest association with brand choice, consistent with the role of accessibility in converting preference into patronage, while promotional strategy exerted a smaller, secondary influence. Brand quality showed no independent association once the other factors were controlled, a result attributable largely to shared variance among the predictors and to limited quality differentiation across chains. Given the model's modest explanatory power and its cross sectional, non-probability design, the findings are interpreted as associations within the study context rather than as generalizable determinants of supermarket choice. The study nonetheless offers practical and policy-relevant insights for retail competitiveness in emerging urban markets and identifies the relative weight of structural and tactical retail attributes as a question for further, better-specified research.