This study focused on workplace spirituality an intrinsic factor as a determinant of organizational commitment although most recent studies on organizational commitment have focused mostly on the extrinsic rewards such remuneration, training opportunities, promotion and other tangible monetary benefits as predictors of organizational commitment. Employees are viewed as one of the most important assets for most organizations, in particular servicebased organizations like universities because of the benefits of delivering successful performances. It was therefore important to investigate whether workplace spirituality affects employee commitment. This survey study was a form of a cross-section study where both descriptive and correlational research designs were used. The study targeted all the academic staff in the public and private universities in Kenya. Stratified sampling was used where sixteen universities were selected followed by simple random sampling to select both representative department and staff from the selected departments. Data for the study was collected by administering a 25-item questionnaire to a sample of 347 academic. A total of 282 questionnaires were returned and analysis was done with the help of SPSS. Correlation and regression analysis results showed there was a significant positive relationship between workplace spirituality and organizational commitment.

Employees play a key role in the achievement of organizations' objectives and thus every organization endeavors to ensure employee retention. However, as the organization endeavors to do this, they are faced with the challenge of employees' turnover intentions. Although it has been suggested that Human Resource Management (HRM) practices may affect employees' turnover intentions, the extent of this effect has been inconsistent in previous studies. Moreover, literature on HRM practices and turnover intentions in Kenyan context is limited hence prompting this research. The study thus sought to investigate the effect of compensation, career management, performance appraisal and training on turnover intentions of teachers in public secondary schools in Murang'a county Kenya. The study had its basis on Social exchange, Organization equilibrium and Expectancy confirmatory theories. The target population was 3752 Teachers Service Commission (TSC) teachers in 304 public secondary schools in Murang'a county Kenya. A two multi stage random sampling method was applied to select a sample ABOUT THE AUTHOR Kamau, O.M. holds an earned PhD (HRM), from Kenyatta University, Kenya. Has interest in Human Resource management and Organization behavior and recently completed his PhD research on Human Resource management practices, employee engagement, community embeddedness and turnover intentions. Muathe, S.M.A. holds an earned PhD in Entrepreneurship and Management and currently is a senior lecturer in the School of Business, Kenyatta University, Kenya. He has more than 11 years' experience in teaching, research and consultancy work in areas of Business Management, Business Planning, Micro, Small and Medium enterprises, Project Monitoring and Evaluation. Wainaina, L. holds an earned PhD in Human Resource Management and currently is a lecturer in the School of Business, Kenyatta University, Kenya. He has more than 5 years' experience in teaching and research in areas of Business Management and Human Resource Management. His areas of interest are Human Resource Management, Human Resource Development and Organization Behavior.

The balanced scorecard is a framework that organizations follow in aligning the organization strategy, communicate organization’s mission, prioritize projects, services and products as well as monitoring and measuring the advancement towards attaining the strategic objectives or targets. The overall organizational performance of Kenyatta National Hospital is still not up to standard even though it is anticipated to established high health-care standards offered to the public so that private and public hospitals can follow. Reports have revealed that cancer, heart, and kidney patients receive delayed treatment. In addition, the hospital is said to lack enough functional specialized medical equipment as well as inadequate financial support, industrial unrests, patients overcrowding, claims of medical negligence and poor service delivery. Therefore, it a major concern to the government and other stakeholders. Based on these challenges, Kenyatta National Hospital introduced a five-year strategic plan 2013 to 2018 centred on the Balanced Scorecard approach. It was within this context that the study sought to establish the influence of balanced scorecard perspectives on organizational performance of Kenyatta national hospital. The study was guided by the following specific objectives; to find out whether focus on customer perspective, financial perspective, internal business processes perspective, learning and growth perspective influence the performance of KNH Kenya. The study was also guided by Stakeholder theory, Resource based view theory and institutional theory. The study adopted a descriptive research design with quantitative techniques. The target population for the study were 80 management staff of KNH. The sample size for the study was calculated to be 67. The study used stratified random sampling procedure and simple random sampling to recruit a sample that represented the target population. Data was collected using a pre-tested structured questionnaire to capture participants insight on balanced scorecard perspectives and the overall organizational performance. Their responses on several items were scored and the scores were used in bivariate analysis and Multiple regression analysis. Descriptive statistics like measures of central tendency were used for continuous data while frequencies were used for categorical data. The data analysis was done using SPSS version 23. These results show that financial perspective and customer perspectives focus were statistically significant predictor of organizational performance at (p<0.05) while internal business process and learning and growth were not statistically significant when regressed together. An R squared of 0.593 which implied that focusing on all of the balanced scorecard perspectives contributed up to 59.3% of organizational performance. The study concludes that focus on balanced scorecard perspectives have a positive influence on organizational performance. However, there are variation on the magnitude of influence among the perspective. Therefore, the balanced scorecard can be used as a strategic management tool in public facilities and not only as a measurement tool. The study recommends that KNH should continue using the balanced scorecard and other public hospitals or institutions should also adopt it. The continuous usage and new adoption of the balanced scorecard would ensure better organizational performance.

Employees play a key role in achievement of organizations' objectives and thus every organization endeavours to ensure employee retention. However as the organizations seek to do this they are faced with the challenge of low employees' engagement and turnover intentions. Although it has been suggested that Human Resource Management (HRM) practices may affect employees' engagement and turnover intentions, empirical evidence in Kenyan context is scanty. The study thus sought to investigate the mediating effect of employee engagement in the relationship between HRM practices and turnover intentions of teachers in public secondary schools in Murang'a county Kenya.The study was guided by the Social Exchange Theory (SET). The target population was 3752 Teachers Service Commission (TSC) teachers in 304 public secondary schools in Murang'a county Kenya. The study used multi stage random method to select a sample size of 400 teachers from 40 schools. A self-administered semi-structured questionnaire was used to collect data. The quantitative data was analyzed using descriptive and inferential statistics of binary logistic regression. The findings of the study indicated that employee engagement partially mediates the relationship between HRM Practices and turnover intentions of teachers in public secondary schools in Murang'a County Kenya. Policy implications of study findings have been discussed.

The Kenya Port Authority aims at aligning its policies and projects to the government’s Big Four development agenda: Food Security, Manufacturing, Universal Healthcare and Affordable Housing. However, most projects have faced key challenges on time and costs management which have led to lack of project completion within the specified time and thus increases the costs involved. The intended benefits are partly or never realized due to many unsuccessful project implementations. The main objective of the research study was to investigate the influence of procurement procedures on the implementation of Kenya Ports Authority Projects, Mombasa County. The specific objectives of the study were to examine the influence of procurement planning, supplier selection, contract monitoring and control and inventory management. The study was guided by grey system theory and lean inventory theory. This study utilized descriptive research design. The unit of observation was the project managers and project team who are directly involved in the implementation of projects undertaken by KPA. Therefore, the targeted respondents were 100 comprising of 15 project managers and 85 project team members. A census of 100 respondents was carried out. Primary data was collected using questionnaires. Piloting of research instruments was carried out within the organization involving 10 respondents who were not involved in the final study. Content validity was employed in this study to determine how well the research instruments will measure what they were designed to measure. Cronbach’s alpha method was used to check for the internal consistency of the items in the questionnaire. Quantitative data was analyzed using descriptive statistics such as mean and standard deviation. In order to test the relationship between variables and the extent to which they are influence each other multiple regression analysis was applied. The study concluded that procurement planning increases efficiency and reduces procurement time which enables procurement arrangements to be more appropriate to the contracts being procured, delivering faster processing of activities and more efficient contract implementation. Supplier selection based on quality factors improves quality project implementation in Kenya Ports Authority. contract monitoring and control ensures that products are delivered as and when they are ordered. Procurement activities are assessed continuously to ensure that contracts are honored, and all purchasing processes have been followed. Effective inventory management allows the organization to fulfill orders on time and accurately. The study recommended that during the procurement process the organization should consider procurement objectives, the savings and benefits opportunities and the measures and targets and the approach to risk management. When selecting suppliers the organization should consider their reliability and quality of suppliers which needs to be consistent. The organization should standardize contract creation using a set of terms, conditions, and legal language that applies to a large subset of contracts. The organization should set minimum stock levels for each item that allows it to order new stock in before it runs out, understand its supply chain and minimize shrinkage.