Abstract:
This study assessed the effect of employee coaching practices on the performance of universities in Tanzania. It was guided by one
alternative hypothesis; there is a significant positive linear relationship between employee coaching practices and performance of
universities in Tanzania. The Human Capital Theory (HCT) anchored the study. It was underpinned by positivism philosophy. The
study was a census and the design was descriptive. 379 academic staff from Tanzanian Universities constituted the study’s
respondents. This study used a quantitative approach that made use of survey questionnaires in data collection. Data were
collected from academicians in Tanzanian Universities (Mainland and Islands, Zanzibar) and analysed by using descriptive and
inferential techniques. The study found that employee coaching practices had a significant positive effect on performance of
Universities in Tanzania at r=0.834, and p<0.001, respectively. Universities should consider designing and implementing
coaching programmes to help them perform better. To make this more effective, the need to show commitment to coaching
practices should also be considered.
