Morris Kiambi Muketha


Performance contracting and teacher appraisal were introduced in schools in January 2016 (Daily Nation 2017) a report on teacher’s performance appraisal systems noted that the current teacher Performance Appraisal system requires experienced teachers to be appraised every 3 years. It also noted that teachers received an overall rating of exemplary good, satisfactory, or unsatisfactory. If unsatisfactory rating, the principal and teachers would prepare an improvement plan outlining the steps that the teacher would take to improve his or her performance and the supports that would be needed in order to carry them out and the appraisal system is the mechanism that is used to translate the school`s strategic plan into action. To determine the influence of employee commitment on the performance of Technical Training Institute in Meru County. This study adopted descriptive survey and targeted 74 respondents’ from Management staff of the 4 Technical training institutes in Meru County. The study adopted census sampling design which allowed the use of a sample size of 74 respondents. Data was collected using questionnaire. Data was analyzed using descriptive statistic such frequency and percentages. There is a strong positive relationship between employee commitment and performance of technical training institutes. It was also recommended that the technical institutes’ management should conduct seminar and training to the members of staff in order to enhance employees’ commitment and improve their organization performance.


Article visualizations:

Hit counter



relationship, employee commitment, performance, technical training institutes

Full Text:



Alexander, F. (2010). Merit pay, performance appraisal, and individual motivation: an analysis and alternative. Human Resource Management, Vol. 37.

Allio, W. (2010). Survey of Teachers Perception of Performance Appraisal Practices in Public Secondary Schools in Nakuru District. Unpublished MBA project, University of Nairobi.

Bantel, D. (2009). New directions in performance management in Bach, S. (Eds). Managing Human Resources: Personnel Management in Transition, Blackwell, Oxford.

Capam, (2010). Managing Human Resources: A Comprehensive Guide to Theory and Practice. Blackwell, Oxford

Chimhanzi (2009). Managing Performance: Performance Management in Action. Chartered Institute of Personnel and Development, London.

Dandira, D. (2011). Effects of externally mediated rewards on intrinsic motivation. Journal of Personality and Social Psychology, Vol. 18

Drucker, P. (2009). Distributive justice and organizational commitment revisited: moderation by layoff in the case of Korean employees”, Human Resource Management

Gakure, J. (2013). Performance Appraisal Practices Among Mass Media Houses In Kenya. Unpublished MBA project, University of Nairobi.

Ghorpade, N. (2010). Creating performance management systems that promote perceptions of fairness Performance Appraisal: State of the Art in Practice. Jossey-Bass, San Francisco, CA.

Govindarajan, H. (2010). Analysis of performance appraisal practices in the public sector: a review and Recommendations. Public Personnel Management Journal, Vol. 12.

Hatry, C. (2011). International Symposium of the International Personnel Management

Association. Public Personnel Management, Vol. 29 No.3,

Mauborgne, A. (2010). Employee appraisal. A Comprehensive Guide to Theory and Practice. Britain, Blackwell Publishers Ltd, Oxford.

Mwirigi, P. (2014). Implementation of performance contracting in Kenya. International Public Management Review Vol 10 Issue 2.

Ontario, G. (2011). Transferring New Public Management to Developing Countries: The Case of Civil Service Reforms in Kenya’. M. A. (Econ) Dissertation, IDPMm Manchester.

Palmer, C. (2009). Human resources management system integration and adaptation in multinational firm. Advances in International Comparative Management, Vol. 8

Roger, K (2014). Performance evaluation in small and medium police departments: a supervisory Perspective. American Journal of Police, Vol. 5

Sami, T. (2011). Factors affecting Implementation of Performance Related Pay: A case of Kenya Revenue Authority. International of Management Technology.

Schaap, I. (2008) Performance appraisal effectiveness: A matter of perspective. Advanced Management Journal.


Copyright (c) 2018 Morris Kiambi Muketha

Creative Commons License
This work is licensed under a Creative Commons Attribution 4.0 International License.

The research works published in this journal are free to be accessed. They can be shared (copied and redistributed in any medium or format) and\or adapted (remixed, transformed, and built upon the material for any purpose, commercially and\or not commercially) under the following terms: attribution (appropriate credit must be given indicating original authors, research work name and publication name mentioning if changes were made) and without adding additional restrictions (without restricting others from doing anything the actual license permits). Authors retain the full copyright of their published research works and cannot revoke these freedoms as long as the license terms are followed.

Copyright © 2016 - 2023. European Journal Of Social Sciences Studies (ISSN 2501-8590) is a registered trademark of Open Access Publishing Group. All rights reserved.

This journal is a serial publication uniquely identified by an International Standard Serial Number (ISSN) serial number certificate issued by Romanian National Library. All the research works are uniquely identified by a CrossRef DOI digital object identifier supplied by indexing and repository platforms. All the research works published on this journal are meeting the Open Access Publishing requirements and standards formulated by Budapest Open Access Initiative (2002), the Bethesda Statement on Open Access Publishing (2003) and  Berlin Declaration on Open Access to Knowledge in the Sciences and Humanities (2003) and can be freely accessed, shared, modified, distributed and used in educational, commercial and non-commercial purposes under a Creative Commons Attribution 4.0 International License. Copyrights of the published research works are retained by authors.


Hit counter