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Recent Submissions
An Evaluation on the effect of Ethical Practices on Procurement Efficiency: A Case Study of Mika Hotel
(2026) MAKOMBE, Namoonga
In today’s competitive business environment, procurement has evolved from a routine administrative function into a strategic driver of organizational performance, efficiency, and sustainability. Ethical practices within procurement are increasingly recognized as vital for promoting transparency, reducing risks, fostering trust, and enhancing long-term business relationships. This study, titled “An Evaluation on the Effect of Ethical Practices on Procurement Efficiency: A Case Study of Mika Hotel,” examined the extent to which ethical conduct influences procurement outcomes. A mixed-methods research design was employed, utilizing structured questionnaires and interviews to collect data from a sample of 52 respondents. Quantitative data were analysed using descriptive statistics in SPSS version 20, while qualitative responses were examined through thematic analysis. Guided by Agency Theory, the findings revealed that ethical practices are largely perceived to be integrated into procurement processes at Mika Hotel, with 63.4% of respondents agreeing or strongly agreeing. However, 57.7% indicated that ethical practices do not necessarily reduce procurement delays, suggesting that challenges such as bureaucratic procedures, limited resources, and operational inefficiencies may overshadow ethical benefits. Similarly, 57.6% disagreed that ethical practices help control procurement costs, while opinions on quality improvement were slightly more favourable, with a slim majority acknowledging a positive effect. Overall, 54.9% of respondents agreed that ethical practices enhance procurement efficiency, indicating a generally positive, though not unanimous, perception. The study concludes that while ethical practices contribute meaningfully to procurement efficiency, their effectiveness is influenced by consistency in enforcement and alignment with organizational systems. It recommends stronger application of ethical guidelines, enhanced monitoring, and improved transparency across all procurement activities. Future research should explore the challenges hindering ethical procurement in the hospitality sector.
Keywords: Ethical Procurement, Procurement Efficiency, Transparency, Supplier Relationships, Agency Theory, Hospitality Industry, Mika Hotel.
Analyzing the Effectiveness of ZAMMSA's Last Miles Distribution of Medicines and Medical Supplies through Regional Hubs
(2026) SIMUCHUMBA, Rodney
This study examined the impact of sustainable procurement practices on procurement effectiveness at ZAMMSA in Zambia. As a key driver of Zambia’s economic development, the health sector relies heavily on efficient procurement systems to enhance operational performance and profitability. Grounded in stakeholder theory, the research emphasized the importance of engaging diverse stakeholders to implement procurement strategies that align with environmental, social, and economic objectives. While sustainable procurement is increasingly recognized worldwide as essential for resilience and competitive advantage, its influence on procurement effectiveness in Zambia remains underexplored. This study addresses that gap by analyzing ZAMMSA’s adoption of sustainable procurement and its outcomes. The objectives were threefold: To assess the relationship between sustainable procurement practices and procurement effectiveness. To determine the extent of their impact. To explore the role of stakeholder collaboration in advancing sustainable procurement within the health sector. Using a descriptive research design and a mixed-method approach, data were collected from 40 respondents and analyzed with SPSS software. Results showed that ZAMMSA has gained significant benefits from sustainable procurement. Environmentally conscious supplier selection, waste reduction initiatives, and ethical sourcing have improved operational efficiency, minimized supply chain disruptions, reduced costs, and strengthened supplier relationships. The study recommends that ZAMMSA enhance its cost-benefit analysis tools to highlight the long-term savings and broader advantages of sustainable procurement. Addressing the challenge of high upfront costs through clear financial evidence can secure decision-maker support and build a stronger business case for sustainable initiatives. Overall, this research provides valuable insights for Zambia’s health sector, underscoring the role of sustainable procurement in achieving operational effectiveness and reinforcing stakeholder engagement as a cornerstone of sustainable industrial practices.
Exploring Determinants Influencing Organizations' Selection of Recruitment Agencies for Hiring New Employees : A Case of Selected Organisations in Lusaka
(2026) KACHAKA, Enock
The study investigates the factors that determine an organization's choice of recruitment agencies for the selection of new employees. The key objectives were to identify main factors considered by organizations, analyze how determinants vary between industries, and identify stakeholders involved in the selection process. A qualitative research design was adopted, wherein 15 semi structured interviews were conducted with organizations across different sectors, such as finance, ICT, manufacturing, service industries, and NGOs. The findings show that the organizations base their decision to choose a recruitment agency on various factors, including agency reputation, industry experience, candidate shortlist quality, cost, turnaround time, communication, and rigor of screening. Their relative importance varies across the industries; for example, financial organizations give much priority to compliance and candidate integrity, ICT sectors to speed and readiness, manufacturing to technical competence, service industries to interpersonal skills, and NGOs to ethical alignment. It also emerged that the selection of a recruitment agency was often a collaborative process, engaging HR departments, departmental managers, senior management, finance, and sometimes procurement teams to ensure decisions are comprehensive, strategically aligned, and operationally feasible. The study concludes that the selection of a recruitment agency is multidimensional, context dependent, and requires input from several stakeholders. Recommendations include formalizing an organization's selection criteria and agencies offering services to meet the needs of particular industries. This study lays the foundation for future research into quantitative assessment, comparisons across countries, and the impact of agency selection on recruitment outcomes.
Keywords: Recruitment agencies, selection determinants, industry-specific priorities, stakeholders, qualitative research.
Assessing the effectiveness of Performance Management Systems in enhancing employee productivity at ZSIC Life Plc
(2026) MASOKO, Nchimuya
This study investigated the effectiveness of the Performance Management System (PMS) at the ZSIC Life Plc Lusaka Branch, based on five key constructs, which included PMS existence, design quality and strategic alignment, PMS components, employee motivation and engagement, implementation barriers, and productivity outcomes. The study was based on Goal-Setting Theory, Expectancy Theory, and Equity Theory which made it a concurrent mixed-method study where quantitative data was collected among 164 employees and qualitative information among 20 purposively sampled respondents. The research found that while ZSIC Life Plc’s performance management system (PMS) is
strategically and structurally sound, evidenced by most employees reporting clear, measurable, and well-aligned goals, it is less effective in practice. Although a majority perceived performance appraisals as fair, fewer employees reported receiving regular feedback or performance-based rewards, highlighting operational weaknesses. The findings further confirm that motivation and engagement play a strong mediating role between PMS practices and employee performance, with clarity, fairness, and perceived reward value significantly influencing employee behaviour and performance outcomes. Overall, the PMS is conceptually strong but operationally weak, indicating a need to strengthen managerial coaching skills, institutionalize continuous and actionable feedback, improve transparency in recognition and rewards, and better integrate digital performance management tools to enhance employee productivity.
Keywords: Performance Management System, Employee Productivity, Motivation, Engagement,
Assessing the effectiveness of Training and Development Programs in enhancing Workforce Competencies: A Case of the Zambia Revenue Authority (ZRA)
(2026) ZALOUMIS, Athina
Training and development programmes are widely recognized as essential for building an effective, adaptive workforce in public and private institutions, directly boosting productivity, efficiency, and sustainable development. The aim of this study was to assess the effectiveness of training and development programs in enhancing workforce competencies at the Zambia Revenue Authority (ZRA). A quantitative research design was employed using 109 distributed questionnaires, of which 104 valid responses were analyzed using the Statistical Package for Social Sciences (SPSS). The findings indicated that although employees showed high awareness of training policies (91.3%) and had access to diverse programs particularly on-the-job training (88.5%). The overall impact on competencies remained moderate. Technical skills improved moderately (M = 3.88), while leadership competencies lagged (M = 3.41). Only 68.2% reported positive effects on job performance, with 40.4% expressing dissatisfaction. Strategic alignment was partial, and monitoring and evaluation mechanisms were weak (M = 3.42). Implementation challenges were substantial, including workload barriers (84.1%), limited program availability (70.7%), and resource constraints (64.6%). The study concludes that although ZRA has established a solid training structure, operational pressures, skill gaps, and insufficient evaluation limit its effectiveness. Strengthening leadership training, improving strategic alignment, ensuring workload-balanced scheduling, and enhancing post-training evaluation are recommended.
Keywords: Training and development policies, workforce competencies, strategic alignment,
implementation challenges, Zambia Revenue Authority.