The purpose of this paper is to examine human resource factors on implementation of performance management framework in Kenya and, specifically, at Moi Teaching and Referral Hospital (MTRH). The theory of planned behaviour and the Balanced Score Card Model were used to show how people are linked to the success of the organization. This study adopted an explanatory design that used an in depth investigation of an Institution in form of case study which was undertaken at MTRH Eldoret. The target population was all the staff of MTRH, who numbered 2,040, but a sample of each department was selected, totalling 510 respondents through simple random and stratified sampling techniques out of which 505(99%) subjects responded. The study utilized questionnaires for data collection. Data collected was analyzed using descriptive and inferential statistical tools. Specifically Manova analysis, Correlation analysis, Factor analysis and SEMPATH model, with the help of SPSS /Amos model programme, were used to validate and test the hypotheses. Results of hypothesis testing indicate that employee attitude and leadership style have a significant relationship with implementation of performance management. The first model showed that leadership style was found not to likely affect implementation with other variable at the standardized regression measured .01 and was not significant at p>.05. This was supported by a strong correlation between leadership and attitude at .85 as compared with .37 with implementation of performance management. A second model was therefore tested whereby leadership style were conceptualized to influence attitude and in retrospect attitude affect implementation of performance management. The standardized regression between attitude and performance management directly was .41. The study established that leadership style influence attitude which, in turn, determine employee relationship with the implementation of performance management framework. It was therefore recommended that, to effectively manage the implementation of performance framework, an organization should put in place: the right strategies which can position the organization well and allow all the concerned parties execute their duties to great heights.

The purpose of this study was to determine the Moderating Effect of Management Control System (MCS) in the relationship between Organisation Processes and Institutional Performance of Technical Training Institutions (TTIs) in Kenya. The study was a cross-sectional survey in nature and used explanatory research design with the population obtained from the TTIs that were registered with the Ministry of Education, Science and Technology (MOEST) and Technical and Vocational Education and Training Authority (TVETA) by 2015. The main research instrument was a closed-ended questionnaire. The hypotheses in this study were tested using Hierarchical Moderated Multiple Regression (MMR) and the study found that organization processes had a significant positive influence on the institutional performance of TTIs in Kenya. The study findings indicated that the estimated coefficient was 0.555 indicating that organization processes had a significant influence on institutional performance. Further, the study found evidence that (i) MCS moderates the relationship between organizational processes and institutional performance, (ii)) MCS had a moderating effect on the relationship between organizational processes and institutional performance of Technical Training Institutions (TTIs) in Kenya.

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We study the relationship between heuristics and the performance of financial institutions in South Sudan using measures of institutional performance and heuristics. Using the ARDL model, we establish that heuristics indicators such as anchoring, availability, and halo effect negatively and significantly affect the performance of financial institutions while disaster neglect and overconfidence seem not to significantly exactly influence the performance of financial institutions in South Sudan. On the other hand, confirmation seems to significantly affect the performance of financial institutions in the country.

Firms integrate logistic capabilities in their operations to improve performance, which is advocated by the resource-based view theory. Many forms of logistic capabilities exist, but the most widely used is the logistic service reliability capability. There are numerous attributes of logistic service reliability capabilities used by firms which could potentially affect the effectiveness of the logistic service reliability capabilities on firm performance. Therefore, this study determined the influence of the attributes of logistic service reliability capability on firm performance of manufacturing firms in Kenya. The independent variables were firm reviews, client services, research for firm performance, reverse logistics operations, logistics service differentiation and logistics solutions. Using an explanatory research design, the study targeted 750 manufacturing firms registered under Kenya Association of Manufacturers from where a sample size of 442 firms was selected. The samples were selected using stratified and simple random sampling approaches. The findings of the study established that there was a positive significant influence of the attributes of logistic service reliability on firm performance (R-squared = 0.6421, P < 0.05). Therefore, whenever firms aim at optimizing logistic service reliability capability, the firms must pay more attention to each attribute of the logistic service reliability capability. Therefore, exploring avenues of improving each attribute of logistic service reliability capability of firms may eventually improve the overall performance of the manufacturing firms.