Assessment of performance management framework and moderating role of management innovation on efficiency in service delivery among state organizations in Kenya

Abstract

Performance management is an important managerial concept that integrates organizational mission and core values with organizational culture. Unlike private organizations, public organizations are more complex to the extent that they are affected by political, communal, and social environment and are often exposed to competing policies. This study attempted to assess the implementation of a performance management framework for enhancing the service delivery of State Organizations in Kenya. Specific Objectives of the study included: Evaluating the influence of Performance management planning on service delivery among State Organizations in Kenya; Assessing the influence of the Performance management system on service delivery among State Organizations in Kenya; Analyzing the influence of feedback mechanisms on service delivery among State Organizations in Kenya; and To examine the extent to which innovation moderates the relationship between performance management and service delivery among state organizations in Kenya. The study reviewed the following theories: Goal-setting theory; System theory of management; Institutional theory; and Innovation theory. The study used primary data sampled from 71 randomly selected state organizations. Regression analysis was used for analysis. The study revealed that management systems and feedback mechanisms have a significant and positive effect on efficiency in Service delivery. It was also revealed that management innovation has a moderating effect on the relationship between performance management systems and efficiency in service delivery. The study recommended enacting laws to strengthen the utilization of the Medium-Term Expenditure Framework instead of introducing ad hoc policies, while ensuring clear budgetary allocations to support the successful implementation of projects. The study also recommended aligning appraisal criteria with employees' tasks and responsibilities while incorporating opportunities for career growth and development. Additionally, strengthen external feedback systems to identify bottlenecks, address inefficiencies, and facilitate problem-solving between the organization and external stakeholders.