Abstract:
This research study assessed the effect of employee mentoring on the performance of universities in Tanzania. The study employed
the cross-sectional design and encompassed all 28 fully developed universities in Tanzania, encompassing both mainland and
island institutions in Zanzibar. A sample size of 379 was derived via simple random sampling to select necessary respondents
from the universities. Primary data was gathered through a survey structured questionnaire, while secondary data was acquired
through documentary reviews. The quantitative data collected was analyzed using descriptive statistics. In addition, inferential
analysis was performed via correlation analysis, hypothesis testing, and regression analysis. The study's findings show that
employee mentoring had a statistically significant positive effect on the performance of universities in Tanzania (R=.875,
R2=.766, p<.000). The resultant coefficient of determination R2 of 0.766 signified that 76.6% of universities performance is
explained by employee mentoring. The model’s R value of 0.875 and the R2 value of 0.766 signified the appropriateness of the
model employed in establishing the link between employee mentoring practices and performance of universities in Tanzania. The
linear regression models were used. Hence, a strong departure point in drawing conclusions and comprehensive
recommendations.
