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Item Innovation Orientation and Firm Performance: The Role of Organizational Commitment Among Commercial Banks in Meru County, Kenya(Journal of Human Resource & Leadership, 2023-06) Kamau, Ann; Nkaabu, Clement; Cherono, VivianAn organization with an innovation orientation can create and deploy innovations, providing it an advantage over rivals.The overall goal of the study was to better understand how organizational commitment influences both innovation orientation and commercial banks' performance in Meru County.Specific objectives included determining: the influence of innovation orientation on performance; organizational commitment’s effect on innovation orientation; organizational commitment’s effect on performance; and the mediating effect of organizational commitment between innovation orientation and performance.A cross-sectional descriptive design was used.The findings indicated that innovation orientation had a favorable and substantial influence on firm performance(β=0.59, p<0.05); and organizational commitment had a favorable and substantial influence on firm performance(β=0.189, p<0.05). Further, results showed that when combined, innovation orientation (β=0.589, p<0.05) and organizational commitment (β=0.187, p<0.05) had a favorable and substantial influence on firm performance. However,innovation orientation (p>0.05) had no substantial influence on organizational commitment.The second condition of mediation was violated, and hence the study concluded that organizational commitment did not substantially mediate the connection between innovation orientation and commercial banks’ output. The research recommended the need for bank management to strengthen their innovation orientation programs. The bank management should also strengthen their organizational commitment policy. Further, the bank management should develop programs and systems that can link innovation orientation and organizational commitment. These aspects when properly combined have the potential to enhance overall firm performance. The research makes a significant contribution to policy,practice,and theory in the field of business managementItem Relationship between Social Media Usage and the Performance of Selected Microfinance Institutions in Meru County(Journal of Strategic Management, 2021-09) Ireri, David Muriithi; Nancy, Rintari; Nkaabu, ClementIn the world today social media platforms have snowballed and sparked both opportunity and concern on how its use affects the financial performance of microfinance institutions. The study aimed to determine the relationship between social media usage and the performance of selected microfinance institutions in Meru County. The study used descriptive design. The study established that social media is practically applicable because of how easy it is in usage and how many customers prefer it to the traditional way banks and financial institutions have been operating. This study thus recommends that there should be a paradigm shift that will enable microfinance institutions operate competitively and perform better financially. This cannot be realized if the leadership is stack in the old ways of doing things.Item Effects of Training and Compensation Practices on Employee Performance in Public Universities in Kenya(International Journal of Professional Practice (IJPP), 2021-09) Kinyamu, Igoki Sylvia; Nkaabu, Clement; Moguche, AbelHuman Resource (HR) is a crucial asset to organizations. Many organizations, especially in the public sector, are faced with the challenge of improper management of human resources, which in turn affects the overall business negatively. Effective human resource management practices are associated with increased performance of employees. This study aimed to determine the relationship between training and compensation practices on employee performance in public universities in Kenya. The objectives of the study were to determine the effect of training on employee performance in public universities in Kenya, and to establish the effect of compensation practices on employee performance in public universities in Kenya. A survey approach was used. The study targeted all 201 Office Administration Officers working in six public universities in Mt. Kenya Region. Mt. Kenya region comprises the counties of Nyeri, Kirinyaga, Nyandarua, Tharaka Nithi, Embu and Meru. A questionnaire consisting of demographic questions and a 5-point Likert Scale was used to collect data. Qualtrics survey was utilized to administer the questionnaire. Out of 201 sets of questionnaires distributed, 176 responses were generated, representing a response rate of 88%. Descriptive statistics in form of tables, frequencies and percentages were used to present the analysed data. Cronbachs alpha was used to assess the reliability of instruments, while content validity was assessed through reviews of items. Data was tested to ensure that it did not violate regression assumptions. The study revealed that workers’ performance was significantly influenced by training practice (p<0.05), while the effect of compensation practice on workers’ performance was not significant (p>0.05). The study, therefore, concluded that training and compensation practices were associated with increased performance of the workers in public universities in Kenya. The results imply that the management of public universities needs to focus on improvement of each of the aforementioned practices through the establishment of relevant policies. There is need for further research on other human resources practices, and preferably be undertaken in a different geographical and organisational setting.Item Effect of Dynamic Capability on the Performance of Matatu Saccos in Meru County(Journal of Business and Strategic Management, 2020) Manyara, Earnest Kubania; Nkaabu, Clement; Moguche, AbelPurpose: The purpose of this study was to determine the effect of dynamic capability on the performance of matatu Saccos in Meru County. Methodology: A descriptive cross-sectional survey research design was utilized. The target population was eight Matatus Saccos operating in Meru County. The census approach was utilized to collect data from 42 board members of the 8 Saccos. Questionnaires were used to collect data. The method for the administration of the questionnaires was the drop-and-pick method. The study conducted a pre-test study where 5 board members from Menany Sacco in Maua were considered. They were selected through simple random sampling method. The reliability of the instruments was determined by Cronbach's alpha while content validity was determined through expert reviews on the quality of questions in the questionnaires. Data analysis was done using SPSS software which analyzed the data using means, percentages, and frequencies, and inferential statistics. The presentation of the data was done using frequency distribution tables. Data was tested to ensure conformity with regression assumptions. Results: The results proved that Saccos were able to recognize the emerging external information assimilates and applied the same to increase competition. Dynamic capability had an average mean of 3.7422 and standard deviation of 1.0566. The R-square value of 0.239 indicated that 23.9 percent of variations in performance in matatu sector could be explained by dynamic capabilities in the matatu Saccos. Hence, dynamic capability significantly influenced the performance of matatu Saccos. Unique contribution to theory, policy and practice: This study was able to add into the field of strategic management when it was known that dynamic capability significantly influenced the performance of matatu Saccos. It was also discovered that pursuing dynamic capability results in a substantial disruptions and changes, and processes that can affect the performance. Pursuing dynamic capability without taking into considerations of organizations processes and changes may not necessarily lead to improved performance. Also, executing dynamic capability requires significant investment in new technologies, models and training; hence it is important for the management to understand that the benefits associated with dynamic capability may not be realised in the short-term. This meant that Management should also embrace the concept of dynamic capability. Dynamic capability is associated with the organization’s ability to recognize emerging external information and use it to achieve competitive advantage. Therefore, organizations should promote learning to ensure that the external knowledge can be used to enhance the performance. In the theory, the dynamic capability enables the organization to achieve agility because it provides a framework that the managers should follow in pursuit of agility. For the organization to achieve agility, it must sacrifice the technical competencies. Failure to sacrifice the technical competencies will result in failures to achieve organizational agility. Thus, due to the costs associated with this tradeoff, the management needs to establish the ways to manage the risks by using various measures such as hedgingItem Relationship between Knowledge Management and Innovative Work Behavior among Commercial Banks in Meru County, Kenya(Stratford Peer Reviewed Journals and Book Publishing Journal of Strategic Management, 2019) Ndwiga, Christine Mwendwa; Gichohi, Paul; Nkaabu, ClementTo examine the extent to which knowledge management (KM) influences innovative work behavior (IWB) among the staff of commercial banks in Meru County, Kenya. Descriptive survey design was adopted. A structured questionnaire used to collect data in 20 commercial banks in Meru town with a population of 213 using a clustered random sampling on a sample of 110 comprising of top, middle, and lower levels management. A response rate of 92% was established. Content & convergent validity ensured data quality while cronbach's alpha value (0.7) tested the reliability of the questionnaire. Data was analyzed using the SPSS software and computed using Descriptive statistics and inferential statistics. Findings indicated a moderate positive correlation between KM and IWB. KM process (acquisition, sharing & application) was well established in banks processes. However, IWB process (idea generation, promotion and realization) was not well structured. Tacit knowledge requires knowledge champions as enabled by empowered leadership. To the knowledge of the authors, no previous studies have analyzed the relationship of KM and IWB nor the approach in the context of commercial banks in Meru County.