Daystar University Repository
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- A collection of Class Projects and Student articles showcasing innovative ideas and diverse perspectives from our talented student community at Daystar University
- A collection of conference, workshop, seminar, proceedings, and lecture series showcasing diverse topics and cutting-edge research from faculty and staff of Daystar University.
- An archival collection chronicling the institutional history, academic achievements, and diverse heritage of Daystar University.
- A collection of Publications by faculty and staff showcasing research, academic achievements, and institutional insights of Daystar University.
- A collection of Lectures and Speeches from distinguished speakers across various disciplines of Daystar University.
Recent Submissions
The Effects of Free Maternal Health Policy on Quality of Maternal Health Care in Kenya: A Case Study of Pumwani Maternity Hospital, Nairobi.
(Daystar University, School of Business and Economics, 2014-05) Otele, Judith Karimi
Maternal mortality remains a major global public health concern which can be reduced significantly by access to timely and quality obstetric care. The Government of Kenya, in 2013, initiated a free delivery policy to mitigate high maternal mortality. This case study was undertaken at Pumwani Maternity Hospital- Kenya in 2014, a year after the free maternity services were initiated, to investigate the effects of the policy on access, utilization patterns and quality of maternal health services. Women of child bearing age attending the hospital for maternal health services and health workers at the hospital were sampled using purposive and simple random sampling procedures. Quality of care was investigated using questionnaires, focused group discussion, case notes examination and a quality indicators’ observation checklist. Results revealed staff shortage; inadequate physical infrastructure, supplies and equipment; long waiting times and nasocomial infections as factors that compromised quality of maternal care. The researcher concluded that though the free delivery policy in Kenya was implemented without consideration for infrastructure and resources’ support, it has the potential to reduce social exclusion associated with financial barriers to health care. The researcher recommended the inclusion of comprehensive maternal health services in the free delivery policy, besides improvement in staffing levels, infrastructure and supplies. Quality of care must also be addressed at micro (health facility) and Macro (Ministry of Health) levels and secure funding put in place to ensure that the free delivery policy is sustainable.
An Evaluation of Factors Influencing Employees’ Investment Choices: A Case of Barclays Bank of Kenya
(Daystar University, School of Business and Economics, 2012-05) Cheboror, Everlyne J.
Investment habits have been noted by scholars to be very important aspect in financial management. The investment habits holding among individuals and household dictate the level of economic security which helps them cope with fall in income, the habits also creates a capacity to borrow and also providing avenues for alternative income generation. Investment choices are influenced by the socio economic environment where the investor is, the individual income level and culture. The environmental indicators include but not limited to economic productivity level, investment opportunities, levels of incomes and savings, employment rates and inflation rates. The purpose of this study was to evaluate the factors influencing employees’ investment choices. The objectives of the study were to determine the nature of investments employees make, to establish the proportion of the salary allocated to investments, to determine what informs investment decisions among employees and to identify challenges faced by employees in making investment decisions. Using cluster sampling method, a sample of 212 employees of Barclays Bank Kenya based in the Operations Function was studied. Questionnaires were used to collect data which was then analysed using SPSS 15.0. The findings were presented using frequency tables, charts and graphs. The study found that employees set aside more money for other investments other than pension. Their preferred investment areas included being real estate, stocks and group investments (chamaas). Financial institutions should target Chamaas to sell investment instruments to. There should be diversification of investment opportunities. Investment institutions should expand their products and lower the costs incurred in the acquisition of the same
The Effectiveness of The Annual Breast Cancer Awareness Campaigns in the Uptake of Early Screening by Women in Ruiru Sub-Location in Kiambu County
(Daystar University, School of Communication, 2018-11) Kahara, Monica N.
The purpose of this study was to assess the effectiveness of the annual breast cancer awareness campaigns in the uptake of early screening among women in Ruiru sublocation, Kiambu County. The study was guided by three objectives: to determine the uptake level of early screening for breast cancer among women in Ruiru sub-location as a result of exposure to annual breast cancer awareness campaigns; to determine the factors that influence uptake of early screening for breast cancer among women in Ruiru sub-location; and to determine the sources of breast cancer information for women in Ruiru sub-location. The theoretical framework for the study was based on the health belief model and the convergence theory. A mixed method research design was used with both qualitative and quantitative data collected. Data was collected using a self- administered questionnaire and two focus group discussions. Women between the age of 25 and 50 years were systematically sampled from 301 households in 12 villages in Ruiru sub-location totalling to 210. The collected data was analyzed using descriptive statistics including percentages, frequencies, mean, and standard deviation. For computing the statistics, the Statistical Package for the Social Sciences (SPSS), version 22 was used. Key findings of the study were that most of the respondents (at 84.8%) had been exposed to the breast cancer screening campaigns yet this did not translate into many of them taking up early screening for the disease; and that fear of the results and cost of screening were significant factors in the uptake for early screening for breast cancer (with 4.15 & 3.71 mean scores respectively). One of the recommendations of the study was that the breast awareness campaigns’ messages should target the fear of discovering a lump, as well as perceived threats of behavior change.
24th Graduation Ceremony
(Daystar University, 2002-06-15) Daystar University
A Study on The Role of Employee Retention Strategies on Organizational Performance: A Case of Safaricom Ltd Call Centre
(Daystar University, School of Business and Economics, 2014-05) Mwangi, Grace Wangui
This study sought to determine the role of employee retention on organizational performance. The study was based on three objectives which were to determine the effects of employee retention on organizational performance, to establish the retention strategies that can enhance organizational performance and to establish the challenges of employee retention at Safaricom Ltd. The study used descriptive research design to get information. Out of a population of 2667 employees, 750 employees were considered for the study. Taking a sample size of 10% from the 750 employees, 75 respondents were included in the study. The main data collection instrument used for the study was a questionnaire. Also, two managers were interviewed. Pretesting was done to test the validity and reliability of the questionnaire. Data analysis was done using Statistical Package for the Social Sciences (SPSS). The study found that employee retention strategies enhance organizational performance positively. The study further found out that career growth in Safaricom were limited, tasks were monotonous, call centre agents were not satisfied their pay and benefit packages were not competitive. Hence the study made recommends that organizations should focus on retaining their key employees for better organizational performance. HR department should find avenues of ensuring that the call centre agents do not stay in the same role for more than two years by allowing them to work in other departments based on their skills, educational qualifications and performance. This would ensure that growth opportunities and career prospects are something to look forward to. HR should structure the job in the call centre in a way that its challenging, interesting, allows some form of autonomy.