Purpose African indigenous foods have a special place and role in many African cultures for the sustenance of life and provisions food substances and health. However, it has been observed that consumption of these foods is declining. The purpose of this study is to establish the determinants of consumption intentions of African indigenous foods in Kenya using the theory of planned behaviour. Design/methodology/approach A stratified random sample of 319 respondents drawn from Nairobi County was surveyed using a self-completion instrument. Partial least squares analysis was used to test the hypotheses regarding the relationship between the predictor constructs (namely; personal attitude towards African indigenous foods, subjective norm, and perceived behaviour control) and consumption intentions. Findings All the predictor constructs were found to positively influence consumption intention and collectively explained 62.3% of the variance in consumption intention for African indigenous foods. There is a discrepancy between our findings on intention to consume AIFs and the reported declining consumption. Marketers and policy makers should address factors in the intention-consumption behaviour relation in addition to focusing on the antecedents of intention Originality/value This study employs the theory of planned behaviour to investigate the determinants of consumption intention for African indigenous foods in Kenya.

Purpose: The general objective of the study was to examine the effect of human capital management on employee performance at Co-operative Bank of Kenya.  The study was guided by three specific objectives namely; to analyze the effect of employee skills, employee perception and employee engagement on employee performance at Co-operative Bank of Kenya.  The study was anchored on theories of human capital and resource based view.Methodology: The study adopted a descriptive research design. This enabled the use of multiple methods for data collection and data analysis and purposive stratified random sampling technique was used with a target population of 198 employees and a sample size of 132. Primary data was collected using a self-administered questionnaire and analyzed quantitatively using descriptive and inferential statistics and presented using frequencies, percentages, tables and charts.Results: The study found out that human capital management has a strong influence on employee performance. The study therefore rejected the three null hypotheses and adopted the alternate hypothesis to indicate that there is statistical significance effect between the independent variables and the dependent variable. The findings revealed that employee skills have a statistical significant effect on employee performance. This was evident because the study found out that the bank develops its employees to take up more responsibilities and to improve on their performance.  The study also found out that the bank identifies the training needs of employees using a formal performance appraisal mechanism. The study also found out that employee perception also influence employee performance positively.  The study indicated that employees perceive that human capital management has a positive impact on skill development. The employees also perceive that they are recognized by the organization which has increased their self confidence ad as a result increased their performance. Employee engagement has also been proven to have a positive significant on employee performance. The employees feels that been engaged has increased their commitment. Engaging employees has helped the organization to achieve its objectives and goals. Contribution to theory, practice and policy: The study recommends that the organization should involve all the employees fully in decision making on decisions concerning development and conduct development on a yearly basis based on performance appraisal.

A Single Window Concept is a one-stop facility that allows exchange of information between all parties involved in trade across borders. It is aimed at reducing the complexity, time and costs of clearing goods at the ports. The Concept has been successfully implemented in Kenya in areas such as the Mombasa port, Jomo Kenyatta International airport, Moi International airport and Kenyan borders. The study sought to identify the Effect of Single Window System on cargo clearance efficiency at the port of Mombasa. In particular, to determine its effect on shipping procedures, Pre-clearance permits and Customs goods declaration procedures at the port of Mombasa. The study adopted a quantitative approach targeting a population of 155 respondents. Stratified sampling technique was used to get a sample size of 112 respondents. Data was collected using a structured questionnaire with Likert scale measurement. Data was collected and analyzed using descriptive as well as inferential statistics. The study found that Single Window concept has positive effect on Shipping procedures (p-value 0.952), Pre-clearance permits (p-value 0.861), Customs goods declaration procedures (pvalue 0.950) and hence improved cargo clearance efficiency at the port of Mombasa. The study recommends more studies to be done on variables that affect cargo clearance efficiency at the port of Mombasa which were not covered under this study.

Employee's commitment is a major problem facing many organizations worldwide. Many organizations are therefore employing various human resource management practices as measure to improve the level of employee commitment. In Kenya the level of employee commitment in constitutional offices have been on declining trend. At Judicial Service Commission, discontent has been expressed in the area of remuneration characterized by discrimination in rewards; inadequate pay vis-à-vis the work load. The objective of this study was thus to evaluate the effect of employee welfare on employee commitment at Judicial Service Commission. A descriptive research design was adopted for this study. The population of interest was the 412 employees of Judicial Service Commission across various functions and divisions. Using a stratified random sampling technique, a sample size of 213 respondents was picked. A questionnaire was used to collect data for the study while descriptive statistics and inferential statistics were used to analyze collected data. The study findings indicated that 98% of the variation on employee commitment at judicial service commission in Kenya is determined by employee welfare. The study concluded that employee welfare in an organization is an important factor in the determination of employee commitment. The study recommended that Judicial Service Commission should design and implement an effective welfare policy for their employee.