ABSTRACT
The purpose of this study was to examine the impact of performance monitoring on employee performance in public universities in Kenya. The Control Theory was used in this study. The study employed a positivist research philosophy and a descriptive cross-sectional design. Out of the 35 chartered public universities, 11 chartered public universities with a total population of 4,351 respondents from the total population were used. A sample of 107 respondents was selected from 11 chartered public universities in Kenya using Nassiuma (2000). The data was collected using a questionnaire and analyzed using descriptive and inferential statistics. The results show a significant positive correlation between performance monitoring and employee performance. The study found that employees generally have positive sentiments towards the performance monitoring processes, with high mean scores indicating agreement with statements related to clarity, feedback, and support. The regression analysis revealed that performance monitoring explains 58.1% of the variance in employee performance. The study provides valuable insights for policymakers, university administrators, and human resource managers on the importance of performance monitoring in enhancing employee performance. The findings suggest that effective performance monitoring is crucial for improving employee outcomes and driving organizational success. The study recommends that organizations develop and implement comprehensive performance monitoring systems, prioritize employee development, and foster a culture of transparency and openness.

ABSTRACT
To determine how succession-planning practices influences employee performance in South Sudan’s Ministry of Public Service, a setting that is simultaneously grappling with imminent retirement waves and the need to safeguard institutional knowledge. A mixed descriptive-correlational design combined quantitative surveys with qualitative follow-ups. Stratified random sampling produced 303 targeted respondents (75 recent retirees; 228 current employees); 286 usable questionnaires yielded a 94.4 % response rate. A five-section Likert instrument (Cronbach’s α = 0.843 – 0.892) captured succession-planning practices and performance indicators. Descriptive statistics profiled both constructs, Pearson correlation assessed their association, and simple linear regression tested predictive power. Qualitative comments from open-ended items were thematically analysed to enrich interpretation. Succession planning was judged moderately effective (overall mean = 3.80, SD = 1.10), excelling in successor identification (mean = 3.92) and training (3.89) but weaker on employee involvement (3.69) and communication (3.75). Employee performance was rated high (mean = 4.06, SD = 0.96), with strongest scores on continuous improvement (4.11) and meeting expectations (4.10). Correlation analysis indicated a strong positive link (r = 0.574, p < 0.001). Regression results showed that succession-planning progress explains 32.9 % of performance variance. Thus, a one-unit rise in succession-planning effectiveness predicts a 0.659-unit increase in employee performance. Qualitative feedback echoed these findings, citing clearer career pathways, mentoring from retirees, and transparent replacement charts as performance catalysts. The study extends Human Capital and Social Learning theories by quantifying how structured, participatory succession systems translate into measurable performance gains in an emergent public-sector context. Policymakers can use the results to embed mandatory succession framewo

ABSTRACT
This study examines the influence of entrepreneurial marketing and customer orientation on the competitive advantage of Bank Ekonomi Rakyat (BPR) in East Java, Indonesia, amid a VUCA (Volatility, Uncertainty, Complexity, Ambiguity) environment. Based on the Demand-Based View (DBV) theory, this study examines how customer needs and value creation shape marketing performance and competitive advantage. This study uses a quantitative approach, surveying 193 BPR employees under the supervision of OJK Kediri. The results reveal that entrepreneurial marketing significantly influences competitive advantage through innovation capabilities. Similarly, customer orientation, as indicated by product-service fit, customer preference, satisfaction, and retention, plays a vital role in building a strong competitive position, with product-service alignment emerging as a dominant contributor. Hypothesis testing confirms that entrepreneurial marketing and customer orientation positively and significantly influence competitive advantage. This study underlines the importance of innovation and market response in enhancing customer loyalty, operational efficiency, and service uniqueness. The findings contribute to marketing science by emphasizing the strategic role of entrepreneurial and customer-centric behaviors in micro banking performance. This study offers actionable insights in formulating adaptive strategies that meet the needs of the MSME market and drive sustainable growth through emotional connections and local value integration. This research supports the DBV perspective, reinforcing that organizations aligned with customer demands are more likely to achieve and sustain superior performance in a dynamic market environment.

ABSTRACT
Commercial banks move financial resources from surplus unit to deficit unit to facilitate the economic activities in any economy across the globe including sub-Saharan Africa. However, literature has shown that the lending activities of commercial banks in the SSA region are limited due to macroeconomic instability and weak institutional quality which is peculiar to developing economies. Therefore, this study aimed at examining the effects of macroeconomic factors, institutional quality and the interactive effect of institutional quality and macroeconomic factors on bank lending behaviour in sub-Saharan Africa. The specific objectives of this study were to: (i) examine the effects of macroeconomic factors (money supply, interest rate, exchange rate) on bank lending behaviour in Sub-Saharan Africa; (ii) investigate the effect of institutional quality on bank lending behaviour in Sub-Saharan Africa; and (iii) evaluate the effect of interactive effect of institutional quality and macroeconomic factors on bank lending behaviour in Sub-Saharan Africa. The research design employed was ex post facto, and the population of the study consisted of 49 Sub-Sahara African countries. Purposive sampling technique was used to select 14 Sub-Sahara African countries with biggest banking sectors in terms of total assets. Secondary data were obtained from World Development Indicators and World Governance Indicators between 1996 and 2023. The Generalized method of moments (GMM) model was employed as the estimation technique. Findings were that: (i) macroeconomic factors (money supply with (β = 0.083; p-value = 0.000); interest rate with (β = 0.211; p-value = 0.000); and exchange rate with (β = 0.001; p-value = 0.000)) have significant and positive effects on bank lending behaviour; (ii) institutional quality index with (β = -0.135; p-value = 0.513) has a negative insignificant effect on bank lending behaviour; and (iii) interactive term (institutional quality*macroeconomic factors with

ABSTRACT
A kind of localised scleroderma known as "En coup de sabre" is characterised by band-like sclerotic lesions that usually affect the frontoparietal regions of the scalp. There are two variations of linear morphea in the head and neck that may be linked to neurologic symptoms known as En coup de Sabre and Parry-Romberg syndrome. On imaging, patients may have lesions in the cerebrum ipsilateral to scalp abnormality. Here, we discuss the neuroimaging of a 12 year-old boy who presented with seizures and had a right frontoparietal "en coup de sabre" scalp lesion.

ABSTRACT
The study aims to explore the Emotional Intelligence (EI) of government employees in Karnataka. By delving into this aspect, it aims to understand how emotional awareness and regulation among these individuals impact their interactions and effectiveness in public service. A survey method was employed in this study, utilizing questionnaires directed at employees of the Directorate of Economics and Statistics (DES) within the Government of Karnataka. The sample consisted of a total of 100 respondents, providing a diverse range of insights from the workforce in this department. The findings indicate that the degree of emotional intelligence differs among the various sub-factors. The average score of the employees' emotional intelligence encompassed various sub-factors, including self-awareness, self-management, internality, motivation, empathy, social skills, and resilience. These components collectively contribute to an individual's overall emotional intelligence, providing a comprehensive understanding of how employees navigate their emotions and interact with others in the workplace. Among the seven sub-factors of emotional intelligence, resilience has the highest mean score (M=3.54). However, the internality of emotions is found to be at its lowest point (M=2.70). Resilience, self-awareness, social skills, drive, and empathy are all at a high level, with mean scores of 3.54, 3.23, 3.20, 3,04, and 3.00, respectively. The self-management and internality are at a low level, with mean scores of 2.89 and 2.70, respectively. These scores suggest a pressing need for significant changes to improve these areas. To enhance their competencies in these areas, management interventions are necessary via the organization of suitable training programs.

ABSTRACT
Perceived unfairness in compensation can negatively impact employee motivation and organizational performance. When employees perceive inequity in pay, it may lead to dissatisfaction, turnover, absenteeism, and reduced commitment, thereby affecting overall performance. Addressing perceptions of fairness in distributing incentives is critical for motivating academic staff and enhancing their productivity. This study aimed to examine the effect of perceived equity on the relationship between employee compensation and employee performance in chartered public universities in Kenya. Grounded in Equity Theory, the research employed a descriptive cross-sectional design, collecting quantitative data at a single point in time from academic staff across 23 Kenyan chartered public universities. A multistage sampling technique was used to select a sample of 370 respondents from a population of over 8,281 academic staff, with 247 questionnaires returned (response rate of 69%). Primary data was gathered through structured questionnaires measuring employee compensation, perceived equity, and performance. Reliability testing yielded a Cronbach’s alpha of 0.920, ensuring data consistency. Data analysis involved descriptive and inferential statistics, including regression analysis, to explore moderating effects. The findings indicated that perceived equity significantly moderates the relationship between employee compensation and performance (R²=0.282, F=49.356, p<0.05). The study concludes that fostering perceptions of fairness in compensation strategies can enhance employee motivation and performance outcomes. It recommends that universities develop transparent and equitable reward systems to optimize staff motivation and organizational effectiveness.