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Latest Article
Youth Entrepreneurship and Sustainable Job Creation in Zimbabwe: Empow...
0

Blazio M. Manobo*
Strategist and a Visiting lecturer at the Catholic University of Zimbabwe and the Midlands State University
91-102
https://doi.org/10.5281/zenodo.20458309

Youth unemployment in Zimbabwe has reached critical levels, with approximately 90% of young people engaged in informal employment or completely unemployed, challenging the nation's economic recovery and development goals. This study examines the relationship between youth entrepreneurship initiatives, empowerment frameworks, and sustainable job creation outcomes in Zimbabwe's unique post-dollarization economic context. Using a mixedmethods approach combining quantitative analysis of longitudinal data from 412 youth-led enterprises across Harare, Bulawayo, and rural districts, and qualitative case studies of 28 entrepreneurship support programs, we investigate how different empowerment mechanisms— including access to finance, skills development, mentorship networks, and policy support— influence both direct and indirect job creation patterns within Zimbabwe's constrained economic environment. Our findings reveal that youth entrepreneurs who participate in comprehensive empowerment programs create an average of 4.2 jobs within their first three years of operation, compared to 1.5 jobs among non-supported counterparts. More significantly, we identify a positive employment multiplier effect whereby every job created directly by youth-led enterprises generates an additional 0.9 jobs in related supply chains and local economies, particularly in the agriculture, technology, and retail sectors. The study also uncovers critical barriers unique to Zimbabwe's context, including currency volatility, limited access to formal credit, and policy implementation gaps, while revealing that female youth entrepreneurs demonstrate higher business survival rates despite facing gender-specific challenges in accessing resources. We propose a theoretical framework linking youth empowerment dimensions to job creation pathways in fragile economic environments and offer policy recommendations for the Zimbabwean government and development partners seeking to design integrated support systems that maximize employment outcomes. These findings contribute to literature on youth economic inclusion in post-crisis economies and provide empirical evidence for stakeholders implementing the National Youth Policy and Zimbabwe's National Development Strategy 1 (NDS1).
THE ROLE OF RELIGION IN BRINGING ABOUT SOCIAL CHANGE
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Rev. Fr. Dr. Humphrey Chinedu...
Chukwuemeka Odumegwu Ojukwu University, Igbariam Campus, Department of Religion and Human Relations
86-90
https://doi.org/10.5281/zenodo.20457756

Religion has remained one of the most influential forces in shaping human society and directing patterns of social behavior. There have been diverse opinions and arguments regarding the role religion play in the lives of people and on societies at large. Whereas some believe that religion is one of the key drivers of social transformation, others are of the opinion that it stifles development and progress. The method applied in this paper is historical and analytical approach. This paper examines the role of religion in bringing about social change by analyzing the relationship between religious beliefs, cultural values, and societal transformation. It begins by exploring the concepts of religion and social change through the perspectives of notable scholars such as Edward Tylor, Immanuel Kant, Emile Durkheim, Karl Marx, and Max Weber. It investigates the close connection between religion and culture, arguing that religious values often become embedded within social systems and consequently influence ethical conduct, communal relationships, and institutional structures. The study finds out that key factors determine the extent to which religion can influence social change, namely: epistemic orientation, communalism, spirituality, rationality, self-definition, and the perception of time and material reality. The paper, thus, concludes that religion possesses the capacity to inspire both positive and negative social change depending on the worldview and social values it promotes. Ultimately, religion remains a significant ideological force capable of shaping human development, social institutions, and cultural transformation.
Local Governance and Decentralisation in Sierra Leone: Examining Admin...
1

Andrew Lokorma Karim*, Ibrahim...
MPhil candidate, School of post-graduate studies, Njala University, Sierra Leone, West Africa
78-85
https://doi.org/10.5281/zenodo.20392102

Local government institutions serve as the primary conduit through which public services are delivered to people in local communities. In the decentralisation programme in Sierra Leone, local government institutions operate at the district, chiefdom, and city levels. At district and city levels, local governments are managed by elected council members who are referred to as local councils. The three main local government units in the country are the District, City and Chiefdom Councils. An examination of the relationship that exists among them reveals an interesting understanding of how decentralisation works in Sierra Leone. Decentralisation as a governance approach and a public administration mechanism to bring services to the doorstep of local communities is a relational process, which ensures healthy communication exists among the local institutions that are involved in service delivery for sustainable service delivery. This paper examines how the District Council, City Council and Chiefdom Council officially interact among themselves in the decentralisation programme in Sierra Leone.
Staff Satisfaction at a Private Hospital in Mogadishu, Somalia: A Cros...
15

Ibrahim Omar Hussein*, Mohamed...
Research, Education and Disease Surveillance Royal Hospital, Mogadishu Somalia
47-55
https://doi.org/10.5281/zenodo.20389383

Background: Staff satisfaction is a key determinant of workforce performance, service quality, and staff retention in healthcare settings. In fragile and post-conflict contexts such as Somalia, empirical evidence on staff satisfaction—particularly from private healthcare facilities—remains limited.To assess levels of staff satisfaction across multiple workplace domains and identify relative strengths and areas for improvement among employees at Royal Hospital in Mogadishu, Somalia. Methods: An analytical cross-sectional survey was conducted among staff at Royal Hospital. All eligible employees were invited to participate (N = 220), and 110 staff completed a structured self-administered questionnaire (response rate = 50.0%). Staff satisfaction was measured using a 24-item instrument covering eight domains and rated on a 5-point Likert scale. Domain scores were calculated as mean item scores. Descriptive statistics summarized participant characteristics and satisfaction outcomes, and internal consistency was assessed using Cronbach’s alpha. Results: Overall staff satisfaction was high, with mean scores clustering toward the upper end of the scale. The highest satisfaction was observed for job role and workload, work environment and teamwork, and overall satisfaction (all mean scores > 4.3). Moderate satisfaction was reported for leadership and communication, recognition, fairness, and learning and career development. Compensation and staff welfare recorded the lowest mean score (3.57), indicating a relative area of concern. The full satisfaction scale demonstrated excellent internal consistency (Cronbach’s α = 0.939). Conclusion: Staff at Royal Hospital reported generally high levels of satisfaction, reflecting strong organizational foundations in role clarity, teamwork, and the work environment. However, comparatively lower satisfaction with compensation and welfare highlights priority areas for targeted human resource interventions. Routine staff satisfaction assessments may support evidence-based management strategies to sustain a motivated healthcare workforce in resource-constrained settings.
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