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This study examined the impact of Green Human Resource Management (Green HRM) practices on promoting decent work conditions in Ilala Municipal, Tanzania. Specifically, the research focused on key indicators of decent work, including fair wages, a safe working environment, social protection, job security, and respect and dignity in the workplace. The study employed a mixed-method approach, combining both quantitative surveys and qualitative interviews, to gather insights on the extent to which Green HRH aligned with Decent works Data were collected from 120 respondents, including employees and HR managers from the public and private sectors, as well as HR professionals from the industrial, service, and retail sectors. The findings revealed that the implementation of Green HRM practices, such as environmental training, sustainable recruitment, eco-friendly workplace policies, and performance appraisal for sustainability, positively influenced decent work conditions. Employees expressed higher levels of job satisfaction, work-life balance, health and safety, and opportunities for growth. The study concluded that Green HRM not only fosters environmental sustainability but also enhances employee well-being by promoting a supportive and secure work environment. Recommendations include strengthening employee engagement in green initiatives, improving health and safety measures, expanding social protection, and promoting a culture of respect and dignity. The study contributes to the growing body of literature on the intersection of sustainability and human resource management and suggests areas for future research, including the role of digital transformation and sector-specific analyses of Green HRM practices.

This study seeks to determine whether gender diversity in the boardroom improves the financial performance of listed firms in Tanzania by examining theoretical and empirical findings and using 90 firm-year observations of 15 listed firms over six years from 2016–2021 from firms listed at the Dar es Salaam Stock Exchange (DSE). Return on equity (ROE) and Return on asset (ROA) were used as financial performance metrics. This study uses a balanced panel data analysis. The results showed that there was no statistically significant relationship between the percentages of women directors on boards or in executive roles and the financial performance of listed firms in Tanzania as measured by ROA and ROE. The results are inconsistent with theories of agency and resource dependence. The study is restricted to a sample of listed firms from DSE in Tanzania. The scope of future studies should be expanded to include listed firms across the East African region and more explanatory variables such as the Blau index in measuring boardroom gender diversity.

This study was deliberately designed to empirically examine how Artificial Intelligence (AI) enhances supply chain performance within Tanzanian brewery companies, addressing a critical gap between global theoretical potential and local practical realities. Using a mixed-methods, embedded single-case study approach, data were collected from 86 participants at Tanzania Breweries Limited (TBL) through questionnaires, semi-structured interviews, and focus group discussions. The findings revealed a fragmented yet influential adoption landscape, where tools like predictive analytics and machine learning significantly boosted service quality and certain efficiency measures; however, these benefits were notably limited by organizational resistance, weak data governance, and major external infrastructural barriers. As an original contribution, this study offers fresh, context-specific insights into the socio-technical dynamics of AI adoption in a lesser-studied Tanzanian industrial setting. Practically, managers are urged to prioritize core investments in change management and data integrity, while socially, effective integration can promote market stability and skills growth, contributing to wider socioeconomic progress. In conclusion, the study emphasizes that AI’s transformative promise is not assured by technology alone but depends on strong internal capacity and a supportive external environment. A noted limitation is the single-case focus, which may restrict generalization across other industries. Therefore, it is recommended that firms adopt a phased implementation strategy grounded in solid data governance and pilot projects, while fostering public-private partnerships to address the broader external challenges slowing digital transformation.

This research examines the critical role of supplier collaboration in advancing sustainable procurement practices within Temeke District’s Blue Economy a coastal zone in Tanzania where marine resources underpin livelihoods yet face escalating environmental pressures. Despite national policies promoting sustainable ocean governance, implementation gaps persist due to fragmented regulations, power imbalances, and the marginalization of informal suppliers. This study addresses an underexplored link: how collaborative relationships between buyers and suppliers enable or constrain sustainability outcomes in complex, resource-dependent contexts. Adopting a mixed methods approach, the research engaged diverse stakeholders across public, private, and community spheres. Findings reveal that transactional procurement paradigms dominate, stifling innovation and ecological stewardship. Trust deficits and restrictive contractual frameworks inhibit meaningful partnerships, while pervasive informality excludes suppliers with invaluable place-based knowledge. Nevertheless, intermediary actors, such as NGOs and community leaders emerge as vital bridges, fostering adaptive solutions through locally embedded dialogue. The study identifies key barriers, including conflicting sectoral policies, financial exclusion, and gendered occupational segregation, which limit inclusive participation. Conversely, enablers like co-designed "Sustainability Compacts" and intergenerational knowledge exchange offer pathways for reform. Recommendations prioritize integrated governance, supplier empowerment funds, and gender-responsive platforms to reconfigure collaboration as a catalyst for equity and resilience. By centering Temeke’s socio-ecological realities, this research contributes a framework for transforming procurement from a compliance exercise into a regenerative force. It argues that effective Blue Economy transitions require redistributing agency to frontline suppliers not as contractors, but as custodians of coastal futures.

This study investigates the complex impact of automation on Human Resource Management (HRM), focusing on areas such as job security, employee rights and welfare, collective bargaining, policy and regulatory responses, trade unions, and worker skills and training. The research aims to understand how automation influences these aspects and to provide insights for organizations crossing this technological shift. Employing a mixed-methods approach, the study combines quantitative data analysis with qualitative interviews. Quantitative data were gathered through structured surveys distributed to employees across various industries, capturing perceptions and experiences related to automation in HRM. Qualitative insights were obtained from in-depth interviews with HR managers, trade union representatives, and employees, offering a comprehensive understanding of the significant effects of automation. The findings reveal that automation has led to significant changes in job security, with 45.2% of respondents reporting alterations due to automated processes. Additionally, 50.0% of participants noted impacts on employee rights, including work hours, leave, and pay structures. Trade unions have been compelled to adapt their strategies, with 11.0% acknowledging a role in addressing automation-driven challenges. Furthermore, 65.1% of employees reported access to training programs aimed at adapting to automation, though the effectiveness of these programs varied.The study concludes that while automation offers efficiency gains, it also presents challenges related to job security, employee rights, and the evolving role of trade unions. Organizations are encouraged to implement strategic workforce planning, invest in effective training programs, and engage in dialogue with trade unions to alleviate negative impacts.

This study was deliberately designed to empirically examine how Artificial Intelligence (AI) enhances supply chain performance within Tanzanian brewery companies, addressing a critical gap between global theoretical potential and local practical realities. Using a mixed-methods, embedded single-case study approach, data were collected from 86 participants at Tanzania Breweries Limited (TBL) through questionnaires, semi-structured interviews, and focus group discussions. The findings revealed a fragmented yet influential adoption landscape, where tools like predictive analytics and machine learning significantly boosted service quality and certain efficiency measures; however, these benefits were notably limited by organizational resistance, weak data governance, and major external infrastructural barriers. As an original contribution, this study offers fresh, context-specific insights into the socio-technical dynamics of AI adoption in a lesser-studied Tanzanian industrial setting. Practically, managers are urged to prioritize core investments in change management and data integrity, while socially, effective integration can promote market stability and skills growth, contributing to wider socioeconomic progress. In conclusion, the study emphasizes that AI’s transformative promise is not assured by technology alone but depends on strong internal capacity and a supportive external environment. A noted limitation is the single-case focus, which may restrict generalization across other industries. Therefore, it is recommended that firms adopt a phased implementation strategy grounded in solid data governance and pilot projects, while fostering public-private partnerships to address the broader external challenges slowing digital transformation.

This research examines the critical role of supplier collaboration in advancing sustainable procurement practices within Temeke District’s Blue Economy a coastal zone in Tanzania where marine resources underpin livelihoods yet face escalating environmental pressures. Despite national policies promoting sustainable ocean governance, implementation gaps persist due to fragmented regulations, power imbalances, and the marginalization of informal suppliers. This study addresses an underexplored link: how collaborative relationships between buyers and suppliers enable or constrain sustainability outcomes in complex, resource-dependent contexts. Adopting a mixed methods approach, the research engaged diverse stakeholders across public, private, and community spheres. Findings reveal that transactional procurement paradigms dominate, stifling innovation and ecological stewardship. Trust deficits and restrictive contractual frameworks inhibit meaningful partnerships, while pervasive informality excludes suppliers with invaluable place-based knowledge. Nevertheless, intermediary actors, such as NGOs and community leaders emerge as vital bridges, fostering adaptive solutions through locally embedded dialogue. The study identifies key barriers, including conflicting sectoral policies, financial exclusion, and gendered occupational segregation, which limit inclusive participation. Conversely, enablers like co-designed "Sustainability Compacts" and intergenerational knowledge exchange offer pathways for reform. Recommendations prioritize integrated governance, supplier empowerment funds, and gender-responsive platforms to reconfigure collaboration as a catalyst for equity and resilience. By centering Temeke’s socio-ecological realities, this research contributes a framework for transforming procurement from a compliance exercise into a regenerative force. It argues that effective Blue Economy transitions require redistributing agency to frontline suppliers not as contractors, but as custodians of coastal futures.

This study investigates the complex impact of automation on Human Resource Management (HRM), focusing on areas such as job security, employee rights and welfare, collective bargaining, policy and regulatory responses, trade unions, and worker skills and training. The research aims to understand how automation influences these aspects and to provide insights for organizations crossing this technological shift. Employing a mixed-methods approach, the study combines quantitative data analysis with qualitative interviews. Quantitative data were gathered through structured surveys distributed to employees across various industries, capturing perceptions and experiences related to automation in HRM. Qualitative insights were obtained from in-depth interviews with HR managers, trade union representatives, and employees, offering a comprehensive understanding of the significant effects of automation. The findings reveal that automation has led to significant changes in job security, with 45.2% of respondents reporting alterations due to automated processes. Additionally, 50.0% of participants noted impacts on employee rights, including work hours, leave, and pay structures. Trade unions have been compelled to adapt their strategies, with 11.0% acknowledging a role in addressing automation-driven challenges. Furthermore, 65.1% of employees reported access to training programs aimed at adapting to automation, though the effectiveness of these programs varied.The study concludes that while automation offers efficiency gains, it also presents challenges related to job security, employee rights, and the evolving role of trade unions. Organizations are encouraged to implement strategic workforce planning, invest in effective training programs, and engage in dialogue with trade unions to alleviate negative impacts.

This study aimed to examine the correlation between health-risk behaviour patterns, health lifestyle practices, and self-monitoring and care, in connection to the increasing costs of health insurance premiums. The research utilised a cross-sectional design and applied Linear Regression via SPSS software to analyse data collected from 385 public servants and college students in Mwanza, constituting 68.84% of the NHIF membership share. The analysis reveals that hazardous behaviours, including Alcohol Consumption (AC), Tobacco Use (TU), and Exposure to Harmful Chemicals (ETHC), are directly correlated with an increase in insurance costs. Nonetheless, the use of painkillers is unwarrantedly associated with the development of non-communicable diseases. Healthy lifestyle practices, including the consumption of processed foods (PFC), adherence to a balanced diet (UBD), and participation in physical activity (PA), are positively correlated with the likelihood of acquiring non-communicable diseases (NCD). In the near term, patients undergoing regular medical checks (MCP) exhibited elevated medical expenses. Ultimately, they decreased long-term medical costs by mitigating the likelihood of an individual developing non-communicable diseases (NCDs). The study emphasises policy recommendations aimed at reducing the likelihood of non-communicable disease (NCD) development and enhancing the financial stability of health insurance schemes in Tanzania. These include the creation of media and electronic campaigns to inform both members and non-members about effective strategies to prevent NCDs, the establishment of incentive packages to encourage members to cease or abandon risky behaviours, the provision of discounted premium pricing, the offering of mental health counselling and therapy programs, and the development or acquisition of health-related applications to modify member behaviour.

This study examined the impact of Green Human Resource Management (Green HRM) practices on promoting decent work conditions in Ilala Municipal, Tanzania. Specifically, the research focused on key indicators of decent work, including fair wages, a safe working environment, social protection, job security, and respect and dignity in the workplace. The study employed a mixed-method approach, combining both quantitative surveys and qualitative interviews, to gather insights on the extent to which Green HRH aligned with Decent works Data were collected from 120 respondents, including employees and HR managers from the public and private sectors, as well as HR professionals from the industrial, service, and retail sectors. The findings revealed that the implementation of Green HRM practices, such as environmental training, sustainable recruitment, eco-friendly workplace policies, and performance appraisal for sustainability, positively influenced decent work conditions. Employees expressed higher levels of job satisfaction, work-life balance, health and safety, and opportunities for growth. The study concluded that Green HRM not only fosters environmental sustainability but also enhances employee well-being by promoting a supportive and secure work environment. Recommendations include strengthening employee engagement in green initiatives, improving health and safety measures, expanding social protection, and promoting a culture of respect and dignity. The study contributes to the growing body of literature on the intersection of sustainability and human resource management and suggests areas for future research, including the role of digital transformation and sector-specific analyses of Green HRM practices.