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This study investigates the influence of income-generating activities on the effective management of charitable children institutions (CCIs) with a particular focus on CCIs in Nakuru Town East Sub County, Kenya. The study was guided by the resource-based theory. The study adopted a mixed-method approach and deployed the descriptive research design to capture data from a target population of 45 respondents comprising of 39 CCI staff (both management and subordinate) and 6 key informants. A complete census was conducted on all the respondents and purposive sampling was utilized to identify key informants. Data from the CCI staff was collected using questionnaires while data from key informants was collected using discussion guides. A pilot study was conducted at Tumaini Bethany and Holy Family children in Nakuru Town West Sub-County to assess the validity and reliability of the instruments. Data were analyzed using the descriptive statistics with the help of the Statistical Package for Social Sciences software (SPSS) and the thematic content analysis technique. The findings from the study showed that income-generating activities had an influence on the effective management of CCIs. The study concluded that effective management of CCIs is shaped by the presence of income-generating activities in CCI, type of income-generating activities, and the amount of income generated by the activity in which the CCI is engaged. The study recommended that CCIs should develop income-generating activities in their institutional plans to mitigate shocks that occur when there is little funding from external partners.

Effective leadership development has eluded many organizations and academia for a long time. Those who have attempted to improve the practice and study of leadership development focus on the same old elements of leadership development. The traditional elements of leadership development that have been studied and implemented previously include: the content of the leadership development programs, the delivery of leadership development programs, the length of the programs and advocating for leadership development programs that are entrenched in leadership theory. Despite numerous studies and implementation of the studies’ findings on leadership development, there exists widespread dissatisfaction with leadership development outcomes. Some scholars have observed that leader developmental readiness may be the missing ingredient in leadership development. Learning goal orientation is one of the five elements of leader developmental readiness. Therefore, this study examines the effect of learning goal orientation on leadership development. The study reveals that learning goal orientation has a significant effect on leadership development, F(1,286) = 62.346, p < 001. In addition, learning goal orientation accounts for 17.9% of the variation in leadership development. Thus, enhancing participants’ learning goal orientation should be part and parcel of any leadership development program in order to improve the effectiveness of leadership development. 

Parastatals continue to experience difficulties in trying to achieve employee engagement. Consequently, governments have transitioned to the transformational leadership style to effectively achieve employee engagement. Nevertheless, it is still ambiguous whether the institution of transformational leadership style dimensions has boosted employee engagement levels in parastatals in Kenya. The objective of the study was to investigate the influence of idealized influence on employee engagement in parastatals in the energy sector in Kenya. Also, the study sought to determine the moderating influence of employee motivation on the relationship between idealized influence and employee engagement. This study targeted the 10 parastatals within the energy sector in Kenya with a population of 315 middle-level managers. The study adopted a positivist research philosophy to examine how idealized influence influences employee engagement and data were collected using structured questionnaires. A correlational research design was conducted with the purpose of determining the strength of the relationship between parameters of idealized influence and employee engagement in parastatals in the energy sector in Kenya. The findings showed that employee engagement has a statistical significant relationship with charisma, r(166) = 0.590, p < 0.01; ethical leadership, r(165) = 0.553, p < 0.01; teamwork, r(166) = 0.531, p < 0.01. Multiple linear regression analysis revealed that employee motivation positively and significantly moderates the relationship between idealized influence and employee engagement, R2= 0.405, F(2, 159) = 54.100, p <0.05, ? = 0.225,  p < 0.05. The study concluded that charisma, ethical leadership, teamwork, and employee motivation positively enhance employee engagement.

Co-payment is an out-of-pocket payment collected by the service provider from members capitated by a health scheme for the purpose of gatekeeping against the misuse of the services. This paper documents an assessment of the effect of copayment on the effectiveness of health services delivered under the capitation scheme in Kenya. The unit of analysis was the 1152 health facilities capitated by the National Hospital Insurance Fund to provide outpatient primary healthcare in Kenya as of July 2015. logit regression was used to analyze the data collected from a sample of 297 capitated health facilities. The Effectiveness of the delivery of health services was evaluated using three metrics; quality, accessibility, and affordability. The regression model for each of the metrics was constructed in order to examine the effect of copayment on the delivery of services. The results revealed that an increment of one unit on copayment increased the index of delivery of quality, accessible and affordable health services by .073, 4.349 and 79.4 respectively. The optimal amount of copayment is determined from the models using theories of calculus.