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This study examined the relationship between career development initiatives and employee retention at the Ministry of Works in Tanzania. The study was guided by equity theory, which was founded on the assumption that employees tend to remain with their organisation when they are perceived to be treated equally. Cronbach's Alpha coefficient was used to assess the variable’s reliability. A cross-sectional design was employed to collect quantitative and qualitative data from survey questionnaires and interviews. Quantitative data were analysed using descriptive and inferential statistics, while qualitative data were analysed through content analysis. The study found that employee retention at the Ministry of Work is high. In addition, the study findings revealed significant positive effects of career development programs on retention, including education opportunities (coef. = 1.884, p = 0.016), fair career development opportunities (coef. = 1.2122, p = 0.001), and involvement in innovation and creativity (coef. = 1.5216, p = 0.000). Similarly, qualitative findings indicated that career development programs, including educational opportunities, career autonomy, and recognition practices such as awards and promotions, significantly enhance employee retention. The study contributes to existing knowledge by demonstrating that well-structured career development programs significantly enhance employee retention. It is recommended that organizations invest in training, career autonomy, and innovation opportunities to further improve retention rates and reduce turnover.

This study examined the influence of organisational culture on job satisfaction among human resources for health in Local Government Authorities in Dodoma City, Tanzania. A study on organizational culture and job satisfaction is essential for designing human resources for health policies and satisfaction strategies that fit workers' perceptions from the health sector. Using cross-sectional design, the study collected data from a sample of 230 human resources for health. The study collected quantitative and qualitative data using survey questionnaire and interview methods respectively. Quantitative data were analysed using descriptive statistics and binary logistic regression. The qualitative data from the key informants were analysed through content analysis. Descriptive findings indicate that there is job dissatisfaction among human resources for health in Dodoma. The findings denote that human resources for health are mainly dissatisfied with their salary, recognition, achievement, supervision, and job content in the LGAs. Also, the study findings reveal that organizational values, taboos, and structure significantly influence job satisfaction. Specifically, high alignment with organizational values (AOR=1.257, p=0.0354), strong influence of organizational taboos (AOR=1.433, p=0.0175), and organizational structure (AOR=1.861, p=0.0266) were associated with higher job satisfaction. Similarly, the findings add that organizational culture aspects, namely open communication, freedom of speech, mutual respect and welcoming newcomers, influence positively job satisfaction. The study concludes that certain aspects of the organizational culture influence job satisfaction. It is recommended that the Local Government Authorities in Tanzania, including Dodoma City, should develop recognition programs to acknowledge and reward employee contributions.

Examining the nexus between socio-demographic factors and the participation of special groups in the public procurement of work is essential to inform policymakers and stakeholders in the Local Government Authorities (LGAs) in Tanzania about the need for targeted initiatives to promote and enhance the participation of youths, women, the elderly and people with disabilities who are considered as special groups in public procurement. In this study, a cross-sectional research design was used, and a simple random sampling technique was applied to select 164 respondents. A questionnaire survey was conducted among employees in LGAs, drawing insights from Dodoma, a city in Tanzania. The data were analyzed using descriptive and binary logistic regression analysis. The findings revealed a low level of participation of special groups in the public procurement of works. Further analysis showed that sex and age are significantly associated with the participation of special groups in the public procurement of works. The study recommends that LGAs provide targeted support to special groups to help them participate in public procurement of works. This can include training and capacity-building programs and financial support to help them meet the procurement requirements of works. In addtion, it is recommended that policymakers take a leading role in reviewing and strengthening the existing legal framework and policies related to participation in public procurement in Tanzania. This includes ensuring that the laws and regulations explicitly promote the participation of special groups.

Parental involvement in the management of students’ discipline is crucial for the improvement of education delivery and management. This paper investigated the role of parents’ involvement in managing students’ discipline taking references from community secondary schools in Dodoma City of Tanzania. The study used a combination of quantitative and qualitative methods to gather information from parents, community secondary school heads, head prefects, and ward education officers. Three methods were used to collect the data: surveys, focus group discussions, and interviews. The results showed that parents’ involvement in discipline management is limited and complicated by several issues, including a lack of cooperation, communication, and trust between parents and school administration. The paper identified that the strategies used by school administration to include parents in the management of discipline comprise the creation of parent committees, information sharing and favorable school environments. The study recommends that school management should involve parents in the formulation and implementation of school rules and regulations, and ensure that they are clear, consistent, and fair to all.

The study is centered on the influence of working conditions on job satisfaction in public healthcare facilities and human resources for health in local government authorities (LGAs) in Dodoma City, Tanzania. This study is built on Herzberg’s Two-Factor Theory and references from theoretical and empirical literature. A quantitative approach was adopted during data collection and analysis. A cross-sectional design was employed to collect data from 230 human resources for health in Dodoma City using a questionnaire. Descriptive and inferential statistics were employed in the data analysis. Descriptive statistics is used to present the respondents' demographic information and job satisfaction level in the LGA of Dodoma City. Likewise, the influence of working conditions on job satisfaction is predicted using a binary logistic regression model. The findings revealed that most human resources for health in the LGAs have a high experience of job dissatisfaction. Similarly, it was revealed that working tools, the working environment, working hours, work schedules, policy, and administration are significantly associated with job satisfaction among human resources for health in LGAs in Dodoma City. Likewise, the study’s findings noted that human resources for health working under improved conditions in LGAs experience high job satisfaction compared to those working under unimproved conditions. The findings suggest that the government should consistently improve working conditions to guarantee human resources for health and high levels of job satisfaction in public healthcare facilities.