Publications

In 2017, the Government of Mozambique declared localized acute malnutrition crises in a range of districts across Mozambique including Cabo Delgado. This is in spite of intensive efforts by different non-governmental organizations (NGO) and the Government of Mozambique to expand access to information on good nutritional practices as well as promote nutrition-specific interventions, such as cooking demonstrations, home gardens and the distribution of micronutrient powder to children. This paper examines and discusses key nutritional influences on the health of pregnant and breastfeeding mothers in Cabo Delgado province, Mozambique. We conducted 21 key informant interviews (KIIs) with a wide range of stakeholders and 16 in-depth interviews (IDIs) with women. In addition, we conducted four focus group discussions with each of the following groups: (1) pregnant adolescent girls, (2) pregnant women >20 yrs, (3) women >20 yrs with babies <6 mths who were not practicing exclusive breastfeeding, (4) women >20 yrs of children <2 yrs and (5) with fathers of children <2 yrs. Data were analyzed thematically using NVIVO software. There is no single widely held influence on pregnant and breast-feeding women’s nutritional decision-making, choices and food consumption. Rather, variables such as social-cultural, environmental, economic, gender, knowledge and information intersect in their roles in nutritional food choices.

In the contemporary working environment, insight into employee loyalty is of crucial importance and this includes the banking sector. The purpose of this study was to examine the influence of organizational learning, employee satisfaction and their loyalty in the Banking sector, Republic of Kenya. A cross-sectional research strategy and systematic random sampling techniques were used in data collection using a structured questionnaire, from a sample size of 411 picked from a target population of 2433 bank employees. The results of the study demonstrate that organizational learning specifically influences employee satisfaction, which then affects employee loyalty.
Findings further show that organizational learning does not have a significant direct effect on
employee loyalty. However, results indicate that it only affects employee loyalty through employee satisfaction, thus revealing a full mediation process. Banks should therefore improve on organizational learning strategies through enhancement of knowledge awareness, intellectual cultivation and information sharing to ensure effective employee satisfaction that enhances their commitment and loyalty to their work. Findings of the current study contribute to knowledge through the mediation process by revealing a full mediation mechanism of employee satisfaction on the link between organizational learning and employee loyalty.