Department of Human Resource Management

Permanent URI for this community

http://localhost:4000/handle/20.500.12282/3128

Browse

Browsing Department of Human Resource Management by Subject "Employee engagement"

Now showing 1 - 2 of 2
  • Thumbnail Image
    Item
    Improving employee engagement in Makerere University Business School
    (Makerere University Business School Institutional Repository, 2015-08-01) Wanyama, Deborah
    This study focused on three main objectives which involved, examining the level of employee engagement at Makerere University Business School (MUBS), the challenges associated with employee engagement and the possible strategies that can be employed to improve employee engagement. A cross sectional design was adopted and therefore the data was collected once without a repeat. A quantitative approach was used and self administered questionnaire method was employed to collect the data. The results revealed that MUBS is experiencing low levels of employee engagement. The respondents also showed the challenges that discourage employee engagement are present in the institutions. Finally, the respondents agreed that to enhance employee engagement would require the best human resource practices would be the way out to improve employee engagement and as a result a recommendation on the same is advanced. In conclusion, other research designs and approaches can be applied in order to give a more comprehensive view of the real situation.
  • Thumbnail Image
    Item
    Organisational compassion, happiness at work and employee engagement in selected HIV/AIDS programme focused organisations
    (Makerere university business school Institutional repository, 2018-06) Mwanje, Simon Peter
    The main purpose of the study was to examine the relationship between organizational compassion, happiness at work and employee engagement in selected HIV/AIDS programme focused organizations. The study was based on three objectives; to examine the relationship between organizational compassion and employee engagement; to examine the relationship between happiness at work and employee engagement; to examine the relationship between organizational compassion and happiness at work. A conceptual model was developed to illustrate the relationship between the variables. A quantitative and correlation research design was adopted for this study. Data was collected using a self-administered questionnaire from a sample of 175 respondents from the two selected HIV/ AIDS programme focused organizations in Uganda (AIC & Hospice Africa). Descriptive statistics were run to describe the characteristics of the respondents while Pearson Correlation and multiple linear regression analysis tests were run to test the relationships between the variables. The findings revealed that there is significant positive relationship between organizational compassion and employee engagement (r = .315, p<.01). Furthermore the findings a significant positive relationship between happiness at work and employee engagement (r = .481, p<.01). the findings also showed that there was a significant positive relationship between organizational compassion and happiness at work (r = .386, p<.01). Both organizational compassion and happiness at work explained 23.9% of the variation in Employee Engagement (Adjusted R Square = .239). The study recommended that management of HIV/AIDS organizations in Uganda should create an environment where employees have a positive feeling of pain and suffering for fellow worker in they in deep sorrow of family and organizational challenges. They should also enhance happiness through having a fair and equitable reward system in place as well as caring about their personal needs as well as encouraging employee teams, delegation and creation of SACCOs so that employees have cohesion and a common bond hence increasing employee engagement.