Browsing by Author "Mwima, Hamuza"

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    Authentic Leadership, Psychological Capital and Work Engagement among Public Secondary Schools in Hoima.
    (2024) Mwima, Hamuza
    Research on work engagement, authentic leadership and psychological capital in Hoima District public secondary schools was the emphasis of this dissertation. The investigation looked at the association of psychological capital, authentic leadership and work engagement in Hoima's public secondary schools. The combined impact of psychological capital and authentic leadership on work engagement in Hoima's public secondary schools was also evaluated in this study. This research adopted a cross sectional, quantitative research design. The study considered teachers in five public schools in Hoima district which constituted the study population. The teachers were both the unit of analysis and inquiry. The population was 240 teachers and a sample of 148 teachers was taken for this study. Usable and complete questionnaires were solicited from 125 teachers representing 84.5% response rate. Data was analyzed through correlation coefficients and regressions using SPSS V.23. The results of the study demonstrate that psychological capital and authentic leadership partake a substantial positive link with work engagement, contributing up to 47% of the variance. The results indicate that institutions can improve employee engagement at work by providing training or job growth opportunities. Furthermore, it can be accomplished by assigning and rewarding difficult tasks, which will boost perseverance, hope, and optimism in completing the work. School administrations also could aim at hiring employees with high psychological capital and work engagement. This is vital because entities suffer with disengaged employees. Known that psychological capital enhances employee’s engagement, administration can exploit summarized forms of psychological capital and engagement measures in the process of selection. In the process, management should gather preliminary input regarding the psychological capital and engagement levels of candidates. Also, the evaluation of the qualities of authentic leaders of secondary schools should be encompassed in the performance appraisal and incorporating assessments of authentic leadership attributes into the selection and recruitment and succession planning may be necessary in public service.