Effect of Employee Mentoring on Performance of Universities in Tanzania

Abstract

This research study assessed the effect of employee mentoring on the performance of universities in Tanzania. The study employed the cross-sectional design and encompassed all 28 fully developed universities in Tanzania, encompassing both mainland and island institutions in Zanzibar. A sample size of 379 was derived via simple random sampling to select necessary respondents from the universities. Primary data was gathered through a survey structured questionnaire, while secondary data was acquired through documentary reviews. The quantitative data collected was analyzed using descriptive statistics. In addition, inferential analysis was performed via correlation analysis, hypothesis testing, and regression analysis. The study's findings show that employee mentoring had a statistically significant positive effect on the performance of universities in Tanzania (R=.875, R2=.766, p<.000). The resultant coefficient of determination R2 of 0.766 signified that 76.6% of universities performance is explained by employee mentoring. The model’s R value of 0.875 and the R2 value of 0.766 signified the appropriateness of the model employed in establishing the link between employee mentoring practices and performance of universities in Tanzania. The linear regression models were used. Hence, a strong departure point in drawing conclusions and comprehensive recommendations.

Project Management in Higher Education Marketing: A Study on Leveraging Mentorship Programs to Enhance Brand Visibility and Student Recruitment at United African University of Tanzania

“…The mentorship programs at the targeted university can be defined as a faculty member or staff member taking a genuine interest in the student, while providing unwavering support, valuable guidance, and abundant learning opportunities within a specific field of interest (Buberwa et al, 2024). Serving as a professional mentor at various stages of career development, the mentor assumes a significant role alongside his/her mentee, dedicated to achieving specific and impactful career outcomes (Sospeter et al, 2022).…”