Commerce Publications

Teachers’ preparedness, attitudes, and perceived impact of technology use in lesson delivery in selected Zimbabwean schools

2026-07-21T09:18:07Z

Teachers’ preparedness, attitudes, and perceived impact of technology use in lesson delivery in selected Zimbabwean schools Muchakubvura, Dzidzai; Mbona1, Sizwe Vincent; Zunga3, Ledwing; Msosa4, Steven K. This study investigated teachers’ preparedness, attitudes, and the perceived impact of technology use in lesson delivery in selected Zimbabwean secondary schools. Guided by the Technology Acceptance Model (TAM) and the Technological Peda gogical Content Knowledge (TPCK) Framework, it examined how teacher readi ness, institutional support, and infrastructure affect ICT integration. Quantitative data from 59 teachers were analysed using SPSS version 30. Results indicated that teachers generally had positive attitudes and moderate ICT competence, rec ognising technology’s benefits for student engagement and performance. However, inadequate infrastructure and limited support constrained effective use. The study recommends continuous training, improved resources, and supportive policies for sustainable ICT-driven education. Keywords Technology integration · Teacher preparedness · ICT in education · Digital pedagogy · Zimbabwean secondary schools

The Moderating Effect on Decent Work on Employee Commitment and Organisational Citizenship Behaviour in the Construction Sector

2026-07-21T09:08:07Z

The Moderating Effect on Decent Work on Employee Commitment and Organisational Citizenship Behaviour in the Construction Sector Muchakubvura, Dzidzai Background. Turnover remains high in Zimbabwe’s construction sector, which employs thousands of skilled and unskilled workers and contributes significantly to the national economy. However, excessive staff turnover reduces productivity and revenues. The construction sector’s potential and dynamism are directly related to the level of employee commitment, organisational citizenship behaviour, and fair work experience of its employees. These are key elements of sustainable, long-term human resource management that can help construction companies address the diverse needs and expectations of both potential and existing employees while preserving long-term business opportunities. Purpose. This study aimed to examine the moderating effect of decent work on the relationship between employee commitment (EC) and organisational citizenship behaviour (OCB) in the Zimbabwean construction sector. Findings. The study adopted a quantitative methodology to obtain data from a convenience sample of 200 participants employed in the construction industry. The data were analysed using SmartPLS 4.0 and SPSS. The findings show a strong relationship among the variables, highlighting their significant roles in explaining the variance in the constructs. Specifically, the results show that Decent Work is positively related to Employee Commitment (β = 0.456, p < 0.001) and Organisational Citizenship Behaviour (β = 0.178, p < 0.025); Employee Commitment is positively associated with Organisational Citizenship Behaviour (β = 0.191, p < 0.019). Furthermore, the results show that Decent Work (DW) moderates the relationship between Employee Commitment (EC) and Organisational Citizenship Behaviour (β = 0.054, p < 0.043). Implications. This research provides information on the policy guidelines adopted by governments regarding the promotion of the concept ‘decent work’ in the construction sector. The findings suggest that construction firm managers should adopt decent work practices to retain top talent. Furthermore, employee engagement and corporate citizenship must be enhanced through initiatives that support employee well-being. This study provides governments with valuable information for developing policies that foster the creation of high-quality employment opportunities in the construction industry. Therefore, organisations seeking to develop employee engagement and corporate citizenship should consider creating a high-quality work environment. Keywords: Construction, Decent Work, Employee Commitment, Labour Turnover, Organisational Behaviour.

The Mediating role of job engagement in the relationship between flexible work arrangements and employee empowerment

2026-03-13T11:13:59Z

The Mediating role of job engagement in the relationship between flexible work arrangements and employee empowerment Muchakubvura, Dzidzai; Chikove, Munyaradzi; Msosa, Steven Kayambazinthu; Ntshangase, Bhekabantu Alson Higher education institutions play a critical role in economic growth by moulding the human capital necessary for driving innovation, change, and transformation. Despite their critical role in contributing to the economy, these institutions are experiencing high labour turnover, which subsequently impacts efficiency and productivity. Thus, the global demand for highly skilled professional employees has significantly contributed to the skills flight from Zimbabwe’s institutions of higher learning to other economies. This study evaluated the mediating role of job engagement in the relationship between flexible work arrangements and employee empowerment within the Zimbabwean Higher Education sector. A quantitative research design was employed to collect data from a convenience sample of 200 respondents in this sector. In addition to being quantitative, the researchers used an explanatory case study and a cross-sectional research design for this investigation. The data were analysed using the Pearson Product-Moment Correlation coefficient via the Statistical Package for the Social Sciences (SPSS). The findings reveal robust interrelationships amongst the variables, emphasising their substantial contributions to explaining the variances in the measured constructs. The findings of this study show a significant relationship between flexible work arrangements, job engagement, and employee empowerment. The findings suggest that university administrators should develop comprehensive, flexible work strategies to address the challenges faced by their personnel. Furthermore, they should enhance the working conditions of their staff as a means of improving the overall quality of higher education (HE). This study also offers insights for government policies concerning the labour requirements of the higher education sector.

Exploring the challenges and solutions for cultivating an inclusive work environment in the energy sector in Zimbabwe

2026-03-13T10:50:47Z

Exploring the challenges and solutions for cultivating an inclusive work environment in the energy sector in Zimbabwe Muchakubvura, Dzidzai; Nyanga, Takupiwa; Matsidilso, Nehemiah Naong The purpose of the study was to explore the challenges and strategies of cultivating and promoting inclusivity and diversity in the energy sector. Grounded in the interpretivist research paradigm, a qualitative approach was adopted specifically using descriptive multiple case study design. In-depth interviews were conducted from sixteen purposively selected participants from the energy industry in Chipinge district, Zimbabwe. Data was analyzed using the thematic data analysis technique. The study found out that the work environment in the energy industry was partially inclusive. There is evidence of both success stories and challenges with regards to inclusivity in the energy sector. The main challenges faced by the energy sector in promoting inclusivity include resource inadequacies, unconscious biases, resistance to change, communication barriers, tokenism, lack of knowledge and commitment from managers, strategic misalignment, policy deficiency and gender disparities in leadership roles. The strategies that can be employed to cultivate an inclusive work environment are the development of comprehensive policies, cultural transformation through management training, deliberate inclusion in procurement and infrastructure design, regular employee surveys, inclusive leadership programs, and mentorship initiatives. The findings contribute to the broader discourse on fostering inclusivity in the workplace by equipping all stakeholders with full knowledge and understanding of inclusive workplace dynamics. The study also contributes to the body of knowledge by shedding light on the challenges faced by the energy sector and strategies for accelerating the embracing of inclusivity in the energy sector. Furthermore, the study adds to the underexplored discourse of diversity management in Southern Africa and brings a grounded qualitative voice to the broader literature.