Mentoring Practices and Employee Performance in Local Government Authority, Tanzania
Haji M. Mnasi, Chacha Matoka, Gwahula Raphael
Asian Research Journal of Arts & Social Sciences · pp. 58–68 · Published 2 Nov 2022
10.9734/arjass/2022/v18i4403Abstract
Aims: The purpose of this paper was to determine the effects of mentorship practices on employees’ performance of local government authority in Tanzania. The specific objectives conceptualized from the study include; to evaluate the influence of Role model, to find out the effect of Acceptance, to determine the effect of Close relationship and delegation practices, to examine delegation influence on employee performance in Local Government Authorities. Materials and Methods: A cross-sectional survey design was used and structured questionnaires were administered to the sample size of 368 employees for primary data collection. Multiple linear regression analysis was used to test the set hypotheses and construct the model of interest. Results: The result indicated that mentoring practices such as acceptance, sponsorship, delegation and relationship had positive and economic contribution in the model on employee performance in local government authorities at 95% confidence interval. However, the findings revealed that role model and companionship had insignificant impact on employee performance at the same confidence interval. Contribution to Theory: Practice and Policy: This study adds the insight in literature on knowledge transfer practices for employee performance. It confirms that Knowledge Transfer Practice variables integrated with mentoring are as suitable model to enlighten the intention on employee performance. Moreover, the obtained findings would guide interest to stakeholders like; regulators, policy makers, planners, administrators and public at large to establish the knowledge transfer practice policy for integration in all Local Government Authorities.Thus, it is recommended that the government and even the private sector organizations invest extensively in employee mentoring practice.
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