Knowledge Implementation and Employee Performance Evidence from Kenya.

Purpose – The purpose of this paper was to examine the interaction effect of employee engagement on the relationship between knowledge implementation and employee performance in Technical Institutions in Kenya. The study therefore, sought to establish the relationship between knowledge implementation and employee performance and the moderating effect of employee engagement on the relationship between knowledge implementation and employee performance. Methodology– The paper adopts regression model and Baron and Kenny approach to test for moderation effects. Findings –The study findings revealed that there is a positive and significant relationship between knowledge implementation and employee performance (β =.083, p<.05). The study further revealed that employee engagement moderates the relationship between knowledge implementation and employee performance (β =-.142, p<.01). Research Limitations/implications– Given that the study looked at knowledge implementation, employee engagement and employee performance at one point in time, longitudinal time span research is recommended to provide more insights on these variables. A longitudinal approach may also help in improving the models ability to make causal statements Theoretical implications - The study contributes to theory by not only examining knowledge attributes but by analyzing empirically the extent of the relationship between knowledge implementation, employee engagement and employee performance. Originality/value – This is the first study that focuses on testing the moderating effect of employee engagement on the relationship between knowledge implementation and employee performance in Technical Institutions in Kenya.