Purpose: The main objective of this study was to investigate determinants of financial performance of Savings and Credit Co-operative Societies in Kakamega County. Methodology: This study used a descriptive survey design. The target population for this study was 44 SACCOs in Kakamega County. The study used census sampling technique. Secondary data was obtained from Audited Annual Reports of the 44 SACCOs in Kakamega County- Kenya. The data was analyzed using the Statistical Packages for Social Sciences (SPSS). Analysis of the data collected focused on both the descriptive statistics (trends) and inferential statistics (Pearson Correlation Coefficients and multiple regression coefficients. The analyzed data was presented in frequency tables and graphs. Regression analysis was used to establish the relationship between the independent and dependent variables. Results: The study findings revealed that liquidity and return on equity were positively and significantly related, results further indicate that capital structure and return on equity were positively and significantly related. It was further established that assets quality was negatively and significantly related to return on equity. Similarly, results showed that income diversification was positively and significantly related to return on equity Policy recommendation: The study recommends that all SACCO’s managers should be trained on the deployment of efficient systems to strengthen liquidity risk control fundamentals, that SACCOs should capitalize on efficient mobilization of members’ savings and borrow less, unless they get cheap sources of external funds such as soft loans, that the Saccos should improve their investment assets levels and improve assets quality by reducing the rate of nonperforming loans through credit risk identification.

Financial cooperatives are collectively one of the key drivers of Kenyan economy. Thus, this research sought to investigate the relationship between human capital (HC) resourcing practices and performance of these organizations. Performance as the dependent variable was conceptualized to have two dimensions, financial and non-financial. Data was collected from 340 financial cooperatives within Nairobi County. Simple random sampling technique was used in selecting organizations from where data was collected. Both interview and questionnaire methods were used to collect qualitative and quantitative data, respectively. The findings indicated that presence of formal HR department within an organization leads to better HC resourcing practices as compared to a situation where there is no formal HRM department. The study found a significant relationship between HC resourcing practices and performance of financial cooperatives. Further, the study recommends those organizations without formal HRM departments to create them. Additionally, so as to enjoy higher levels of performance and reduce labour turnover, financial cooperatives need to improve their HC resourcing practices.

The main objective of the study was to determine the influence of liquidity risk on performance of commercial Banks Despite the banking sector stability and resilience in 2015, two non-systemic banks, were placed in receivership by the Central Bank of Kenya this was attributed to liquidity risk. Secondary data was used in the study. The population for secondary data were the 44 commercial banks in Kenya of which 2 were under receivership and one under statutory management. Panel data for 30 commercial banks that had data for 10 year period from 2006 to 2015 were obtained from the central bank of Kenya and banks website. Descriptive statistics, correlation analysis, and random and fixed effects were used using E-views software The findings were liquidity risk measured by Liquid assets to total assets ratio had a positive and significant relationship with performance

This article attempts to find out if there is breadth in application of quantitative techniques in published literature within the field of human resource management (HRM). In addition, it investigates the holistic use of specific categories of statistics, and if there are categories that are neglected. The study utilises a combination of research questions and hypotheses. The broad categories of statistics that this study focussed on include descriptive, data science statistics, exploratory graphical, advanced statistics such as structural equation modelling, Bayesian statistics and inferential statistics. It goes further to study application of machine learning statistics in HRM research. Using archival methodology, the article utilises a sample of 120 journal papers to answer formulated research questions and hypotheses. Descriptive statistics, exploratory graphical analysis and inferential statistics are used in the analysis. The findings indicate that there are neglected statistics in HRM research. Overall, most statistical categories are underutilised. HRM journal editors, researchers and practitioners must stock HRM methodological toolbox.

The study focuses on several issues that affect methodological rigour of mixed research. The article aims at providing illumination and clarity on continued use of terminologies in mixed research in a confusing manner. Research paradigms should conduct from time-to-time inward introspection to ascertain quality of research papers. This article attempts to ascertain quality of published mixed research. The article investigates several dimensions of quality in mixed Human Resource Management (HRM) research and then gives recommendations to improve research practice. It dwells on ignored issues in quality of mixed research such as conceptual and theoretical framework, catapulting them to the high table of quality discourse in mixed research. As a pivotal divergence from previous studies, traceability as an integral mixed research quality dimension is given prominence. This article utilises quantitative and qualitative document review guides to collect data from published journal papers in HRM. The study found that there are areas of improvement in the conduct of mixed HRM studies and proposes a framework that can act as a guide in evaluating quality criteria. Mixed research is marginalised in HRM literature owing to the small percentage of published papers.