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The purpose of this paper is to examine the development of entrepreneurship education and training in Kenya as a strategic approach to addressing the unemployment problem among the school and university graduates in Kenya and Africa in general.

The study adopted a critical review of the literature method to achieve its purpose and to answer the key research question. The literature search included a computerized search of accessible and available material on entrepreneurship, entrepreneurial spirit, entrepreneurship education and training programs, history of entrepreneurship, and entrepreneurship models, Africa and entrepreneurship development.

It is shown that the development of entrepreneurial spirit and competencies should be a lifelong process. Addressing Africa's socioeconomic development in an entrepreneurial way requires learning successful lessons from within and without Africa. Specific examples of successful use of entrepreneurship to develop micro, small and medium‐sized enterprises in Africa and other parts of the world, especially the USA, are cited in the paper. A case study of using technology to promote entrepreneurship in Africa is provided.

The paper is limited since it is based on a review of the literature. Quantitative and qualitative research studies focusing on entrepreneurship and socioeconomic development in Africa are recommended.

There are limited studies that focus on the issue of entrepreneurship and socioeconomic development in Africa. This paper and the special issue in particular have laid down pioneering ground work for research on entrepreneurship and socioeconomic development in Africa.

The main purpose of using technology in the delivery of virtual learning programs in higher education in Africa is to ensure access and equity as a strategy to develop human resources. Examining how specific educational innovations in higher education are working is necessary. The purpose of this study is to examine the World Bank ' s education policies in Africa with special focus on AVU Kenyatta University Project. In addition, the paper seeks to critically examine the use of information technology (IT) distance learning project initiated by the World Bank in Kenya. The project served as an important pioneering role to eLearning in Africa.

To achieve the primary purpose of the study, a critical analysis of relevant literature was conducted. The literature search included computerized search of accessible and available material on AVU and distance education in Africa.

The results of the study show that AVU ' s design and implementation in Africa was initially flawed like many other World Bank education projects. While distance learning should lower costs of higher education, this was not the case. The AVU project was initially faced with challenges, but, over a period of 16 years, the Africa Region is now considered one of the most dynamic e-learning markets on the planet. The continent has witnessed increased digitization of universities, booming enrollment in online higher education and the rapid adoption of self-paced learning.

The concept of virtual learning if appropriately applied could be of great benefit to universities and students in Africa. Thus, design and implementation of innovations in education should be grounded in the relevant theories of learning and should involve educational experts.

There are limited studies that focus on the issues of access, efficiency, equity and use of innovative technologies in the design and successful delivery of virtual learning courses in African universities, hence the importance of this study.

The purpose of this paper is to provide a prologue to the issue of development in Africa and the critical need to build capacity through investment in people.

The paper reviews relevant literature on the seminal issues of defining human development, promoting human development in Africa, new development deal for Africa and investment in human capital as key to human development. In addition, the paper provides a brief overview of the articles focusing on capacity building in Africa. Literature pertinent to the topic of development in Africa is provided.

Understanding the meaning of development and human development in particular is not only a necessary but a sufficient condition to designing strategies and policies aimed at promoting human development in Africa. As established in this guest editorial, Knowledge, entrepreneurship and the mastery of information and communication technologies in this century should become Africa ' s best competitive advantage. Instead of people in Africa being consumers of knowledge they should strive to produce knowledge based on their indigenous, cultural, political and socioeconomic perspectives. To do this, African governments must be willing and able to invest in quality education.

This paper introduces this special issue on capacity building for Africa ' s development. It reviews the literature on the meaning of development and human development, promoting development in Africa, new development deal for Africa and investment in human capital as key to human development and it gives an overview of the five papers included in this special issue.

The primary purpose of this study was to determine the relationship between a positive style of leadership, specifically authentic leadership, and organizational justice perceptions of employees' in the hotel industry. The following research questions guided the study: What relationship existed between hotel employees' perception toward authentic leadership and organizational justice? What relationship existed between hotel employees' perception toward authentic leadership and distributive justice, procedural justice, interactional justice and informational justice dimensions? What relationship existed among hotel employees' perception toward organizational justice, authentic leadership and their demographic background?.

The study approached the research questions from a quantitative, non-experimental research perspective utilizing a cross-sectional survey and descriptive correlational design, which describes the relationship or association between two or more variables in the study which are authentic leadership and organizational justice.

The results indicate that authentic leadership has a strong relationship with hotel employees' organizational justice perceptions, and authentic leadership predicted the employees' perceptions of organizational justice. Authentic leadership is a relative new leadership approach rooted in positive psychology emphasizing on the ethical and moral aspects of leadership, and the results of the study found that when employees perceive their leaders to follow the authentic leadership paradigm, they also perceive high levels of organizational justice. Authentic leadership has stronger relationships with informational and interpersonal dimensions of justice which implies that authentic leaders are strategic in their interactions with their employees. The results also imply that when employees perceive justice in terms of procedures and outcomes, they believe that organizations determine those more than their supervisors.

The differences in the strengths of relationship between authentic leadership and structural forms of justice (distributive and procedural), and authentic leadership and interactional forms of justice (informational and interpersonal), have implications for both justice and leadership theories. The results suggest that authentic leader behaviors create a fair climate – an interpersonally and informationally fair climate which promotes all forms of justice perceptions in individual followers. However, it needs to be further researched whether leaders with high interpersonal skills and information-sharing abilities showing consideration and respect to employees may result in higher levels of organizational justice perceptions. Thus, further research is needed to determine the relationship of authentic leadership and each of the organizational justice (distributive, procedural, informational and interpersonal) dimensions, which may provide more insights as to whether leader behavior contains element of justice itself.

The findings showcase the need for organizations in the hotel and hospitality industry to establish programs that focus on leadership practices which improve employees' perceptions of organizational justice and, in turn, lead to positive organizational outcomes including reducing the considerable costs of employee turnover. It is also important that employees are aware of the policies and procedures and have a perception that they can connect and communicate to their supervisors and managers.

This study falls into the larger conversation of social justice and how an organization's leadership can be a strong associate for social justice movements by supporting equity within the organization.

The study integrates leadership and justice theories in a hotel context. The results of this study may motivate hospitality/ hotel leaders to include authentic leadership development as an actionable strategy to bolster fairness and mitigate some of the negative features of the industry.

The purpose of this study is to highlight the main factors that affect the management of the WGs' Micro and Small Enterprises (MSEs) in Kakamega District and Africa in general.

The study adopted a descriptive research design. This is because the study was concerned about a univariate question in which the researchers asked about the size, form distribution and existence of factors affecting management of the Women Groups' (WGs) MSEs. The study created a profile on variables affecting WGs' MSEs through collection of data and the tabulation of the frequencies on the research variables and their interaction. Systematic random sampling was used to select the sample. This technique resulted in a sample size of 310 respondents distributed as follows: 95 WGs leaders; 143 group and community members; and 72 donor, government and non‐governmental agents.

The study found that the factors that affect management of WGs' MSEs could be categorised as financial, administrative, managerial, technical, political, traditional and cultural. The WGs lack skills in these areas, which adversely affects the MSEs. The study then calls for full support of WGs' MSEs by all those involved in one way or another, remembering that “for women, a common theme cuts across the struggles … whether at independence, liberation movement, the New International Economic Order, or development, women have learned that the change, reforms and revolutions were not intended for them”.

The study is limited to the data obtained through questionnaires and interviews which were descriptive and qualitative in nature. A study that uses both quantitative and qualitative data is recommended.

The study is ground‐breaking in terms of looking at the management of WGs' MSEs in Kenya.

The primary purpose of the study was to determine the type of relationships that existed among organizational learning dimensions studied. In addition, the study sought to establish whether the correlations were statistically significant at 0.05 and 0.01 levels.

This study adopted a correlational quantitative research design. It has been established that quantitative methods enable researchers to conduct comparisons across individuals. The correlational research design was found appropriate since it enabled the researchers to determine if statistically significant correlations existed among the learning dimensions studied.

The results of the correlation analysis showed that the learning organization dimensions leadership and culture had the highest level of association, followed by correlations between rewards and recognition and culture. The correlations were statistically significant at 0.01. Meaning that for the small business unit studied to be successful in promoting organizational learning practices, leadership must assume the primary responsibility.

Further research should include comparisons of organizational learning dimensions within small, medium and large business firms. Generality of this study's results will be limited due to the investigation of a single small‐size manufacturing enterprise. Qualitative research techniques could have been used to supplement the findings.

There are limited studies that focus on the issue of organizational learning within small‐size business enterprises.

The use of teams in organizations given the current trend toward globalization, population changes, and an aging workforce, especially in high‐income countries, makes the issue of diverse team building critical. The purpose of this paper is to explore the issue of team diversity and team performance through the examination of theory and empirical research. Specifically, the paper seeks to answer the question: “How might individuals with diverse characteristics such as culture, age, work experience, educational background, aptitude and values, become successful team members?”.

A review of theories that are pertinent to individual differences and team formation, including social identity theory, mental models, inter contact theory, social comparison theory, and chaos theory, was conducted. Team formation and diversity literature were reviewed to identify ways of developing diverse and effective teams.

It is a truism that working together in teams is a smart way of achieving organizational performance goals. This paper discusses the theories, research and practices that underlie the development of efficient and effective teams. It demonstrates that recognizing the underlying individual differences, mental models, and assumptions that team members bring to the organization can help build teams that are able to overcome dysfunctional barriers and ensure performance improvement of the individuals, teams and organizations.

The approach used to review the literature is a limitation of this study as the authors may have missed a discussion surrounding an important concept or theory related to team diversity and performance.

Human resource development interventions that target team building, team work and team learning include modules that raise awareness of the perspectives of team members' individual differences and appropriateness of actions. Training at the team level should focus on the interaction between factors that shape the identity of individuals. Procedures and work design systems should be redesigned to insure that the development of strong and functional teams is supported from a holistic and organizational perspective.

This paper highlights diversity issues related to individual differences that underlie team formation and suggests strategies needed to develop effective teams.

The purpose of this paper is to examine the relationship among training design, trainee motivation and work environment on the transfer of learning for teachers enrolled in a continuing professional education (CPE) training program and the confirmation of potential positive, predictive relationships of trainee motivation, work environment and training design to transfer of learning. This study investigated the contribution of training efficiency and relevance as measured by the training design; work environment as measured by work autonomy, work complexity and work variability; and trainee’s motivation of training (learning- and job-oriented) to the transfer of knowledge and skills from the training program to their workplace. Both direct and indirect effects of mentioned components on the learning transfer were explored.

This study included 160 teachers working in high-needs schools with large numbers of English learners (ELs) Southwest USA. Teachers in this study primarily needed professional development to empower them and enhance their instructional capacity for ELs and economically challenged students. During the recruitment, participants completed a demographic information (e.g. gender, ethnicity, number of years teaching, age, educational background) survey.

A mediation model with training design as the mediating factor was developed and analyzed. The results revealed that training design fully mediated the relationship between trainees’ work environments and the transfer of knowledge, skills and attitude acquired from the training to their workplace. Furthermore, it partially mediated the relationship between learning-oriented motivation and the transfer of learning. These findings further amplify the significance of CPE program training design and foster important considerations for future research regarding the isolation of specific training design aspects that significantly contribute to the mediation of these relationships.

Considering the significance of learning transfer in developing professional knowledge and skills for target employees and trainees, confirming the mediating effects of training design on training transfer holds critical implications for future research. Specific and purposeful attention needs to be given to the design of CPE training. Investigations into the effects of training design and successful elements such as the training platform (online, hybrid or in-person), sample size, group structure, facilitation and participant demographics are warranted.

The finding of this research provides a preliminary guide for scholar-practitioners. Results of the study confirmed the role that learning-oriented motivation, job-oriented motivation, work variability or flexibility, work complexity and training design play in transfer of learning. In practice, training professionals will be more comfortable pinpointing the factors that lead to the transfer of learning or the lack of it.

Learning transfer has been found to be imperative for target employees and trainees to develop professional knowledge, skills and attitudes. Results of this study reveal variables that promote the positive transfer of learning to the workplace.

This paper aims to critically analyze the empirical literature on health and human development in high-, middle- and low-income countries to develop a sustainable model for investing in human health. The model is critical in building a comprehensive health-care system that fosters the stakeholders’ financial stability, economic growth and high-quality education for the local community.

A comprehensive literature review was carried out on health, human development and sustainable health investment. After thoroughly examining theoretical frameworks underlying the strategies of successful human health systems, a summary of empirical articles is created. Summaries provided in this paper represent relevant health-care strategies for Kenya.

Based on the empirical review of literature, a Nexus Health Care model focusing on human development, social and cultural development, economic development and environmental development in high-, middle- and low-income countries is proposed. The goal of this model is to enhance sustainable development where wealth creation is accompanied with environmental uplifting and protection of social and material well-being.

This paper is limited to a comprehensive literature review presenting empirical evidence of human development and sustainability.

Kenya like other developing nations aspires to contribute significantly in improving health through development of health products but the approaches used have been limiting. In most cases, the use of Western theories, lack of empowering the community and dependence on donor support have hindered the country from achieving comprehensive health and human development. This papers seeks to develop a model for health-care investment and provide strategies, operations and structure of successful health systems and human development for a developing country, such as Kenya.

The purpose of this paper is to explore the antecedents and consequences of employee engagement (EE) in global research and Vietnamese business context.

This review was conducted in the following order: an integrative review for garnering drivers and outcomes of EE in global research, followed by a narrative review for selecting variables relevant to Vietnamese businesses.

In EE global research, a 3 × 3 findings framework was devised. Three antecedent clusters included the internal environment, job-related and employee-related factors. EE resulted in three outcome clusters: intra-role behaviors, extra-role behaviors and personal development and growth. In Vietnamese businesses, few studies existed on organizational learning and organizational support as EE antecedents, whereas turnover intention was examined the most as an EE outcome.

The search was limited to EE-related peer-reviewed articles in Business Source Complete and Google Scholar. Literature on Vietnam EE was restricted to ProQuest Dissertations and Theses and Google Scholar because of a lack of literature availability on this topic in Business Source Complete.

Knowing that leadership, HR practices and working environment are important antecedents of EE in Vietnam (Table II) would prompt enterprise leaders and managers to improve the company’s conditions for engaging its employees. This is an important finding because Vietnamese businesses are suffering increasing turnover. Creating favorable organizational support evidenced via career growth opportunities, pay and benefits, company culture, job fit and effective management will stimulate employees to stay and engage.

This study emphasizes the organizational and employee factors in EE research and calls for combined research application to inform EE in Vietnamese businesses, thus providing ground for human resource development researchers and practitioners in their respective work.