Thesis & Dissertations(Doctoral & Master)

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An Assessment of Employee Wellbeing in Equity Bank During the COVID-19 Pandemic.
(2023) Asiimire, Rebecca
The well-being of employees is a key issue that companies are striving to address to ensure that their employees remain happy and motivated at work. The covid-19 pandemic changed the dynamics of how businesses ensure wellbeing, catching many ill prepared and off-guard. Pandemics cause a short-term fiscal impact and a long-term economic impact on the nations around the world (Alcadipani, 2020). Efforts to curb the pandemic include imposing quarantine, preparing health facilities, isolating infectious cases, and tracing contacts involving public health resources, human resources and implementation costs (Obal & Gao, 2020). The pandemic has not only affected the businesses themselves but also the employees therein. HR managers have developed increasing interest in well-being against the backdrop of the general decline in nature of workplace, ill health resulting from physical, psychosocial and personal factors. Employee wellbeing is about how the job –duties, expectations, stress level, and environment – affects the employee’s overall health and happiness (Krekel, Ward & DeNeve, 2019). Recently, workplace well-being programs have seemingly taken off. These programs have moved from providing health information, counseling, and fitness delivery to using monetary rewards to incentivize employees to stay well (Wieczner, 2013). With this increase in exposure, there has been an increase in attention paid by big businesses to the efficacy and cost effectiveness of well-being programs (Rucker, 2016). Wellbeing in such tough times for people and business is increasingly critical. This is the same scenario we can find in Equity Bank Limited.
Assessing Career Development Practices in the Electoral Commission of Uganda
(Makerere University Business School, 2023) Namono, Racheal
The study was about assessing career development practices in the Electoral Commission of Uganda. It sought to examine the current career development practices in the Electoral Commission of Uganda, challenges of career development practices and identify possible strategies for overcoming challenges of career development practices in the Electoral Commission of Uganda. The researcher used a descriptive cross-sectional survey design that utilized a quantitative approach in the analysis of the findings. A sample size of 260 was drawn from the target population of 800. Primary data was collected using self-administered questionnaires with closed-ended questions gauged on a 5-Likert scale. The researcher used a simple random sampling technique to identify the respondents for the study and data was analyzed using SPSS to establish the reliability and descriptive statistics. The findings of the research indicate that career development practices in the Electoral Commission are quite poor and low as shown by a grand mean of 3.02. The findings revealed that career guidance is low and poor as shown by a mean result of 3.02; career advancement is also poor at 3.00; coaching and mentoring is low and poor as shown by a mean result of 3.04; staff training is also poor at a mean score of 3.04; performance management is also poor with a mean score of 2.99 and staff promotions are also poor with a mean result of 2.99. The findings revealed that respondents agreed with a grand mean of 4.01 that gender stereotypes with a mean of 4.07, inadequate financial resources with a mean result of 4.06, a poor organizational structure with a mean result of 4.05, career and family factors with a mean result of 4.04 and challenges of attracting and retaining talent with a mean of 4.23 as challenges affecting career development practices. Hence the study recommends that the Electoral Commission of Uganda should have a proper performance appraisal system as shown by a grand mean of 4.08 that can be used to determine the attainment of set goals like training needs and career needs of their members of staff, rewards and recognition systems with a grand mean of 4.04 should be based on competences of members of staff, equity and merit; there should also be continuous training needs assessment and self-assessment tool with a grand mean of 4.22 that will help staff to understand their aspirations, training needs, desires and dislikes and lastly, the Electoral Commission of Uganda should ensure equivalent opportunities for all and ensure management support which had a mean result of 4.42.
Assessment of Energy Demand Side Management in Higher Institutions of Learning Lecture Rooms.
(2023) Samanya, Micheal
Global interest in Energy Demand Side Management (DSM) is growing, particularly in industrial and domestic sectors. However, there is a lack of attention in existing literature regarding DSM practices in higher education institutions, especially in developing countries. This study explores DSM in higher education lecture rooms, examining energy consumption, costs, emissions, and optimization strategies. The analysis of energy consumption patterns in lecture rooms at higher education institutions reveals significant variations throughout the day, emphasizing the need for tailored DSM strategies. Morning sessions consume 2,564 kWh, afternoon sessions 3,467 kWh, and evening sessions peak at 4,095 kWh. Evening sessions stand out as the highest energy consumers due to reduced natural daylight, underscoring the urgency of DSM measures. These variations in energy consumption highlight the importance of adjusting energy use to match actual demand, rather than following static lighting schedules. Key optimization strategies include dynamic lighting control, automated schedules, energy-efficient technologies like LEDs, maintenance of faulty lights, and occupancy-based lighting. These strategies align with the Unified Theory of Acceptance and Use of Technology (UTAUT), emphasizing factors influencing DSM adoption. Integrating these practices can lead to substantial reductions in energy consumption, further reinforced by figures indicating the potential for energy optimization during all sessions. The study results revealed that for 76.58% of the study time, the Lights were kept ON and only switched OFF 23.42% of the study time in the month of March. The study quantified energy costs incurred by keeping lights ON during daytime, demonstrating that keeping lights ON in the selected lecture rooms during the morning, afternoon and evening sessions amounted to about UGX 591,504.24, UGX 797,538.89 and UGX 968,310.83, respectively, in the Month of March. These cost variations emphasize the need for DSM to manage demand and reduce expenses. Additionally, the embedded greenhouse gas emissions attributed to keeping lights ON were assessed to underscore the environmental impact. Keeping lights ON in the morning, afternoon and evening sessions accounted for about 189.23 kgCO2eq, 255.14 gCO2eq and 309.77 kgCO2eq emissions, respectively, in the e month of March. Embracing DSM strategies could contribute to a reduction in the carbon footprint in educational institutions' lecture rooms, aligning with global environmental goals. The study also reveals that energy consumption persists during weekends and holidays, with an actual energy consumption of 504.9 kWh. These figures highlight untapped opportunities for energy conservation during non-academic periods, further underscoring the need for efficient resource allocation. In summary, this study emphasized the dynamic nature of energy consumption in higher education lecture rooms and underscores the significance of DSM strategies in optimizing energy usage. The integration of figures, including frequency, cost, and greenhouse gas emissions, reinforces the importance of DSM in minimizing energy wastage, reducing operational expenses, and contributing to environmental sustainability. Policy recommendations include incentivizing energy-efficient practices, integrating renewables, and fostering collaboration among institutions. Future research avenues involve a comprehensive consumption analysis, longitudinal studies, and advanced technology exploration to further enhance energy management in higher institutions of learning.
Core Self-Evaluations, Vocational Exploration, Career Adaptability and Employability in Ordinary Level Education.
(2023) Sendagire, Robert
The purpose of this study was to establish the relationship between core self-evaluations, vocational exploration, career adaptability and employability of students in O-Level Education among Vocational Secondary Schools in Uganda. The study was based on four objectives; to examine the relationship between core self-evaluations and career adaptability; to investigate the relationship between vocational exploration and career adaptability; to examine the relationship between career adaptability and employability and lastly to determine the mediating role of career adaptability in the relationship between core self-evaluations, vocational exploration and employability of students in O-Level Education among Vocational Secondary Schools in Uganda. A cross-sectional survey design that applied a quantitative approach to the study was adopted to capture views, attitude and opinions of various respondents. Questionnaires were used to source quantitative information. The population of the study was 1386 students who went through respective selected Vocational Secondary Schools in Uganda and the sample size was 302 determined by applying Krejcie and Morgan (1970). Simple random sampling method was used for selection of respondents and data was analyzed using SPSS V21 to establish the reliability, correlation and regression results. MedGraph were used to graphically show the mediation effect as well as to determine direct, indirect and total effects of all variables. The correlation results showed an existence of a significant and positive association between core-self evaluation and employability (r=.371, p<0.01). There was a significant and positive association between vocational exploration and employability (r=.424, p<0.01) and then, there also existed a significant and positive association between career adaptability and employability (r=.409, p<0.01).The regression results however revealed that F=16.738, Sig<0.05 in relation to the independent variables of core-self evaluation, vocational exploration and career adaptability which affirmed the statistical significant predictability of these variables to be associated with the dependent variable and results further indicated core-self evaluation (beta=.037, p<0.05); vocational exploration (beta=.026, p<0.05) and career adaptability (beta=.406, p<0.05), all combined together are significant predictors of employability and could explain 15.8% of variance in employability of students in O-Level Education among Vocational Secondary Schools in Uganda. Mediation results revealed that perceived career adaptability significantly mediates the relationship between core-self evaluation, vocational exploration and employability. After the intervention of the mediating variable, the relationship between core-self evaluation, vocational exploration and employability increases. Consequently, the researcher recommended career counselors among Vocational Senior Secondary Schools in Uganda to attempt to identify the state of adaptive readiness of different student through standardized assessments. Counselors should offer interventions that aim to increase their adaptability or directly facilitate their adaptive attitudes and behaviors. Practitioners and career counselors should also design interventions related to specific indicators of low adaptability in order to better engage students in self-improvement activities for optimal career adaptability.
Employee empowerment, job satisfaction and employee loyalty. a case of new vision printing and publishing company limited (NYPPCL).
(2018-11-07) Kentaro, Beatrice
The purpose of the study was to establish the relationship between Employee Empowerment, Job Satisfaction and Employee Loyalty at the NVPPCL (New Vision Printing and Publishing Company Limited). The study was also guided with the following objectives: to establish the relationship between Employee Empowerment and Job Satisfaction; to establish the relationship between Employee Empowerment and Employee Loyalty; to establish the relationship between Job Satisfaction and Employee Loyalty and to establish the prediction of Employee Empowerment and Job Satisfaction on Employee Loyalty. The study adopted a cross sectional survey design with a quantitative approach. Data was collected from 224 respondents using a self-administered questionnaire with closed ended questions from a population of 670 employees. Data was analyzed using the SPSS 17.0 version and subsequent analyses (reliability, validity, correlation ad regression) were carried out to respond to the research objectives. Study results revealed that there was a significant positive relationship between Employee Empowerment and Job Satisfaction of employees (r= .46, P≤.01); a significant positive relationship between Employee Empowerment and Employee Loyalty of employees at NVPPCL (r = .26, P≤.01); a significant positive relationship between Job Satisfaction and Employee Loyalty at NVPPCL (r = .53, P≤.01). The results from the regression analysis revealed that of the two independent variables, Job Satisfaction was found to have a significant effect on Employee Loyalty (β = .52, P< .01). Results in the regression analysis further revealed that a combination of predictor variables, Employee Empowerment and Job Satisfaction accounted for a 27% variation in Employee Loyalty. This means that there are other factors the explain a variation in Employee loyalty at NVPPCL. Based on the results, the study established that in order to achieve high levels of Employee Loyalty, NVPPCL should achieve ensure high levels of Job Satisfaction; foster a positive work environment, ensure employees are empowered, fulfilled, engaged, involved and developed at work. This is vital to the growth and survival of organizations such as NVPPCL.
Employee Value Proposition, Transformational Leadership, Employee Engagement and Innovative work Behavior.
(Makerere University Business School, 2018-10) Ssebiragala, Brian
The study was set out to investigate the relationship between employee value proposition, transformational leadership, employee engagement and innovative work behavior. It was directed by four objectives; to establish the relationship between employee value proposition and employee engagement, to establish the relationship between transformational leadership and employee engagement, to establish the relationship between employee engagement and innovative work behavior, to establish the relationship between transformational leadership and innovative work behavior. A sample of 196 from a population of 400 employees of the Medical Research Council according to Krejcie and Morgan, (1970) table was used. The proportionate stratified random sampling technique was used together with simple random sampling particularly manual lottery method to get a sample from the strata from which data was collected revealing the following results. Correlation results revealed a positive relationship between employee value proposition and employee engagement (r=.247, P≤.01), a positive relationship between transformational leadership and employee engagement (r =.257, P≤.01), a positive relationship between employee engagement and innovative work behavior (r =.486, P<.01) and a positive relationship between transformational leadership and innovative work behavior (r =.154, P ≤.05). Regression results showed the variable in the model predicting only 22.7% on the variance in the dependent variable with employee engagement being the most dominant predictor of innovative work behavior (Beta = .489, P ≤.00). The researcher recommended that organizations focus on identifying more precedent factors of engagement as this is a strong predictor of innovative work behavior. He also recommends more research into other predictors of innovative work behavior because variables in the model according to the regression analysis could only predict innovative work behavior by 22.7%. This could be an area for future research.
Entrepreneurship Competencies, Psychological Capital, Social Capital and Self-Employment of Graduates
(Makerere University Business School, 2022-04-09) Kiryowa, Richard
The researcher set out to find the relationship between entrepreneurship competencies, psychological capital, social capital and self-employment of graduates. The study was guided by the following research objectives; to examine the relationship between entrepreneurship competencies and social capital, to examine the relationship between psychological capital and social capital, to examine the relationship between social capital and self-employment and to examine the relationship between entrepreneurship competencies and self-employment. IX To obtain this, a cross sectional survey was used in the selection of 411 self-employed graduates from Mukono and Buikwe districts. The collected data was analysed using the Statistical Package for Social Scientists (SPSS). The results showed that there was a positive significant relationship between, entrepreneurship competencies and social capital, psychological capital and social capital, social capital and self-employment. There was also a significant relationship between entrepreneurship competencies and self-employment. Results show that entrepreneurship competencies, psychological capital and social capital account for 71.6% of the self-employed graduates. The study therefore recommended that graduates need to acquire more social capital and psychological capital in order for them to get into self-employment.
Examining Person-Job Fit in De-zyn Forum (Uganda) Limited.
(2023) Bageya, Evelyn
The purpose of the study was to examine the level of person-job fit, understand the challenges of maintaining desired person-job fit and identify strategies that may be employed to improve person-job fit at De-Zyn Forum Uganda limited. The researcher used a descriptive cross-sectional survey design that utilized a quantitative approach in the analysis of the findings. A sample size of 56 employee was drawn from the total population of 65. Primary data was collected using self-administered questionnaires with closed ended questions gauged on a 5-Likert scale. The researcher used proportionate simple random sampling technique to identify the respondents for the study and data was analyzed using SPSS to establish the reliability and descriptive statistics. The findings of the research indicated that the level of person-job fit in De-Zyn Forum Uganda limited is quite poor and low as shown from a grand mean of 3.08. The findings of the research showed that respondents agreed with a grand mean of 4.40 on challenges of maintaining desired person-job fit in De-Zyn Forum Uganda Limited. The findings of the study revealed that respondents agreed with a grand mean of 4.07 on strategies that may be employed to improve person-job fit at De-Zyn Forum Uganda Limited. The findings revealed that respondents agreed with a grand mean of 4.40 that role ambiguity, failure to match the person to the defined role, ever changing working environment, failure to clearly define the needs of specific roles, lack of self-initiated behaviors, lack of career initiative and lack of concern on employee needs and wellbeing are the challenges of maintaining desired person-job fit. Hence the study recommends that there is need for employees to be matched with jobs that are in line with their natural talents and passions so as to increase productivity. The organization should also provide clearer job roles and responsibilities together with explicit job expectations from time to time to ensure satisfactory person-job fit. There is need for the organization to provide detailed and specific information about training opportunities, level of responsibility, their values, policies, and culture so that individuals can assess their person job fit. The organization can enhance the fit of an employee with the job through training, remuneration, better hiring practices and provision of high involvement practices among others.
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.
Improving the current Staff Performance Appraisal System in Uganda Prison Service
(Makerere University Business School, 2018-09-04) Okiring, David Moses
This study was based on an examination on the forms of performance appraisal system, challenges and the strategies to improve the current staff performance appraisal system as a management tool in the Uganda Prisons Service and was based on three objectives which were; to examine the forms of staff performance appraisal system in the Uganda Prisons Service, to analyze the challenges facing the effectiveness of the current staff performance appraisal system in the Uganda Prisons Service and to find out the strategies that can be used to improve effectiveness of the current staff performance appraisal system in the Uganda Prisons Service. The study adopted cross sectional research design with a population study of 1,025 respondents and sample size of 285 respondents. The questionnaires were distributed to Uganda Prisons Service staff and partners who provided various opinions on the issue of effectiveness of the current staff performance appraisal system. The study found out that those performance appraisal systems in Uganda Prisons Services are important for improving the level of employee performance as well as achieving the organizational; goals and objectives. Therefore, Uganda Prisons Services should have a consistent reward system that recognizes and remunerates good performance. When linking remuneration to performance, employees need to understand specific performance goals and how to achieve them. Negativity of the respondents on research objectives and lack of motivation to provide the necessary information, led to denial of important information. Further researcher need to be done to ascertain why there’s high attrition rates among the junior staff of Uganda Prisons Service.
Internal Control and Employee Performance in Savings and Credit Cooperatives (SACCOS) in Adjumani and Moyo Districts during COVID-19 Pandemic.
(2023) Candia, Gloria
Internal control measures are important in promoting SACCO functionality and employee performance. However, several reports have shown that SACCOs in West Nile have poor employee performance characterized by poor task performance and counterproductive behavior such as fraud, theft leading to loss of member’s savings and SACCO closure. This study was conducted to examine internal control effectiveness and employee performance of savings and credit cooperatives in Adjumani and Moyo Districts. The study sought to assess 5 major research questions; seeking to establish the relationships between control environment, risk assessment and management, control environment, information and communication, monitoring and review and employee performance. The study used a cross-sectional descriptive study design employing quantitative methods of data collection where 82 SACCO staff was selected through convenience and purposive sampling procedures. Data was collected using a pretested self-administered questionnaire, entered into Statistical Package for Social Scientists (SPSS) from where it was analyzed using descriptive statistics. Study findings showed positive significant relationships between internal control measures and employee performance. There were positive relationships between control environment, risk management, control activities, information and communication, monitoring and review and employee performance. There is a need for the administration of SACCOs in Adjumani and Moyo districts to improve internal control measures as a means of promoting employee performance and improving safety of members’ savings.
Leadership style, organizational climate, employee commitment and employee retention in non-governmental organizations operating in Juba South Sudan
(2016) Ponny Lako, Zainabu
Employee retention is now recognized as a key strategic issue in organizational productivity and performance with a direct impact on replacements and training expenses and minimal loss of competent employees to ensure effective service delivery that encourages employees to commit themselves to stay in the organization for a long period time. The purpose of the study was to establish the relationship between leadership style, organizational climate, employee commitment and employee retention in Non-Governmental Organizations operating in Juba-South Sudan. The study used a cross sectional research design, distributed 269 questionnaires to respondents, 179 respondents returned the questionnaires and 90 respondents did not return, therefore the response rate was 67% which was above the recommended 50%, as supported by Amin (2005). The study findings established that the predictive power of independent variable (leadership style, organizational climate and employee commitment) which explain 17.4% of variance in employee retention. The study recommends that for the NGOs who operate in conflict and humanitarians areas like South Sudan, concentrate on leadership styles to retain good talents, use of other predictors of the variables in other areas by use of approaches of data analysis, and policy makers to initiate policies and regulations which promote employee commitment and employee retention for the desired impacts in providing service delivery to the vulnerable communities.
Leadership styles, employee commitment to strategy and strategy implementation among NGOS in Kampala
(2017-02) Mudhasi, Micheal
Existent research affirms that all organizations‟ creative well-crafted visions and strategic plans create stakeholders‟ value only when translated into action. Thus, Leadership and employee commitment were widely described in strategic management literature as key drivers of effective strategy implementation. Therefore, the major objective of this study was to explore the relationship between leadership styles, employee commitment to strategy and strategy implementation among NGOs in Kampala. The study was quantitative and used a cross-sectional design. A sample of 123 NGOs located in Kampala Capital City was generated and 204 respondents were interviewed with 83% response rate. Primary data was collected using a self-administered questionnaire from Executive Directors, Program/Project Managers or Coordinators and Project or Program officers. Data was tested for reliability, analyzed using SPSS version 20 and Pearson correlation was employed to determine the relationship between variables. Regression analysis was used to determine the extent to which independent variables predict strategy implementation among NGOs. Findings revealed a positive and significant relationship between the study variables. That is to say; leadership styles and employee commitment to strategy (r=0.638, p<0.01); leadership styles and strategy implementation (r=0.594, p<0.01) as well as employee commitment to strategy and strategy implementation (r=0.647, p<0.01). Regression analysis results also revealed that both Leadership styles (Beta = .306, p<.01) and employee commitment to strategy (Beta = .451, p<.01) were found to be significant predictors of strategy implementation by 46.3%. This implied that strategy implementation in NGOs significantly improves or deteriorates with the improvement or deterioration of both leadership styles and employee commitment to strategy by 46.3%. Therefore, Leaders in NGOs should practice a mix of transformational and transactional leadership tactic to ensure they create a fully committed workforce to the organizational strategies.
Learning Culture, Workplace Support and Employee Resilience.
(2023) Namuli, Aisha
The purpose of the study was to examine the relationship between learning culture, workplace support and employee resilience in selected International Non-Governmental organizations in Uganda. The problem was that INGOs continue to report low levels of employee resilience at work. Infact the UNNGO Forum reports that low resilience is an issue in more than 75% of INGOs operating locally. Hence the objectives of the study were: to establish the relationship between learning culture and employee resilience, to establish the relationship between workplace support and employee resilience and to find the predictive power of learning culture and workplace support on employee resilience. The study was conducted using a descriptive survey design. The questionnaires were hand delivered and filled in a face-to-face interaction with the respondent and out of 40 INGOs, 36 were sampled. The results indicate a positive significant relationship between learning culture and employee resilience (r = 0.662, p<0.01). Regarding objective two, the results indicate a positive significant relationship between workplace support and employee resilience (r = 0.634, p<0.01). The results in model indicate that learning culture and workplace support contributes 50.8% of the variance in employee resilience (Adjusted R Square=.508). This implies that a unit change in learning culture and workplace support can cause a change in employee resilience by 0.508. The results also show that learning culture is a positive significant predictor of employee resilience (β = 0.435, p<0.05). This means that a unit change in learning culture can bring a change in employee resilience by 0.435. On the other hand, results further indicate that workplace support is a positive significant predictor of employee resilience (β = 0.361, p<0.05). This implies that a unit change in workplace support can cause change in employee resilience by 0.361. The overall results indicate that learning culture was the best predictor of employee resilience (β = 0.435, p<0.05). This implies that when it comes to resilience of employees in this context, learning culture has a greater impact than workplace support, hence it should be given more attention.
Line Management Support, Interpersonal Trust and Knowledge Sharing Behavior among Academic Staff:
(Makerere University Business School, 2023) Namubiru, Janifer
It was cross-sectional in nature and used a quantitative approach with the objectives of examining the relationship between line management support and knowledge sharing behavior, examining the relationship between interpersonal trust and knowledge sharing behavior, examining the relationship between line management support and interpersonal trust and examining the mediating role of interpersonal trust in the relationship between line management support and knowledge sharing behavior. A total of 2669 academic staff of selected universities in Kampala District comprised the population of the study and the sample size of 336 was represented. Primary data was collected using self-administered questionnaires. The collected data was analysed using SPSS to determine the relationship between the variables. Regression analysis was also used to establish the effect of the line management support and interpersonal trust on the knowledge sharing behavior. The findings revealed a significant positive relationship between line management support and knowledge sharing behavior (r =.319, p<.01). Also, there was also a significant positive relationship between interpersonal trust and knowledge sharing behavior (r =.376, p<.01). Furthermore, there was also a significant positive relationship between line management support and interpersonal trust (r =.665, p<.01). The regression analysis results revealed that both line management support and interpersonal trust account for 14.3% variance in knowledge sharing behavior. Again, a mediation test was carried out and results of the Medigraph indicated that interpersonal trust fully mediates the relationship between line management support and knowledge sharing behavior. Therefore, university line managers should provide mechanisms that create a high level of trust among academic staff to improve on their level of knowledge sharing behavior to enhance organizational competitiveness.
Management Practices, Organisational Committment, Intellectual Capital and Performance of Public Health Centers in Kampala Metropolitan.
(2024) Kabeeka, Timothy
The study sought to establish the relationship between management practices, organizational commitment, intellectual capital and performance of Public Health Centers in Kampala Metropolitan. The study was based on four objectives; To examine the relationship between management practices and Performance of Public health Centers; organizational commitment and Performance of Public health Centers; intellectual capital and Performance of Public health Centers and lastly to ascertain the predictive potential of management practices, organizational commitment and intellectual on Performance of Public health Centers; A cross-sectional survey design that applied a quantitative approach to the study was adopted to capture views, attitude and opinions of various respondents. Questionnaires were used to source quantitative information. The population of the study was 180 Public Health Centers and the sample size was of 123 determined by applying Krejcie and Morgan (1970). Simple random sampling method was used for selection of public health centers and purposive sampling was used to select respondents. Data was analyzed using SPSS to establish the reliability, correlation and regression results. The correlation results showed an existence of a significant and positive association between management practices, organizational commitment, intellectual capital and Performance of Public health Centers. The regression results however revealed a statistical significant predictability of management practices, organizational commitment and intellectual capital on Performance of Public health Centers. Regression results further indicated that a combined effort of variables of management practices, organizational commitment and intellectual capital was capable of predicting 67.9% of variance in Performance of Public Health Centers in Kampala Metropolitan (Adjusted R Square=.679). Consequently, the researcher recommended that lower-level management should be allowed to participate in the decision-making process in all organization activities to foster goal congruence and avoid sub optimization in organizations. As such, for public health centers in Kampala Metropolitan to improve on performance, the management should try to use proper management practices, enhance organizational commitment as well as managing their intellectual capital.
Meaningful Work, Grit and Job Engagement of Healthcare Workers in Hospitals in Uganda.
(2023) Tusubira, Isaac
The purpose of this study was to establish the relationship between meaningful work, grit and Job engagement. The research used a cross sectional quantitative survey design. The sample size was 361 health care workers selected by simple random sampling. Only 250 responses were got. Findings showed that there is a significant and positive relationship between grit and job engagement. The results also indicated that there was a positive and significant relationship between meaningful work and job engagement. The results also indicated that there was a positive and significant relationship between grit and meaningful work. The study indicated that the two independent variables contribute 63.2 percent of the variance in job engagement (Adjusted R Square = .632). Results also indicated that both meaningful work and grit are predictors of job engagement although results indicated that meaningful work is a better predictor than grit. From the study, it was recommended that to achieve a better job engagement, health care workers should make their work meaningful and have passion and perseverance for long-term and meaningful goals for their work. They should be able to persist in their work they feel passionate about.
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.
Organisational Culture, Job Satisfaction and Organisational Committment among Employees in Renewable Energy Industry.
(2023) Amayo, Scovia Susan
This study examined the relationship between organizational culture, job satisfaction and organizational commitment in renewable energy industry. The study was a cross-sectional research design along with a quantitative research approach. A sample of 370 field staff working within the renewable energy industry was used. Data was obtained using a structured questionnaire. SPSS (v. 25) was used to analyze data. Results were presented using frequency tables, correlation, regression and a med-graph. The study found a positive relationship between organizational culture and organizational commitment. There was a positive relationship between job satisfaction and organizational commitment. The study found a positive relationship between organizational culture and job satisfaction. The study found that job satisfaction is a partial mediator in the relationship between organizational culture and organizational commitment. The study concludes that cultural attributes instigate beliefs, values, and norms which shape the way things are done in the company, to shape employees’ psychological, emotional, and mental thinking. Furthermore, it summarizes that job satisfaction is indispensable in determining organizational commitment. The study recommends; Renewable energy companies must embrace favorable organizational cultures; and enhance job satisfaction to have a committed workforce. The study suggests future research, especially; investigating the relationship between organizational culture and organizational commitment in the renewable energy industry with focus on other different cultural dimensions; and longitudinal research examining the relationship between organizational culture, job satisfaction and organizational commitment in renewable energy industry.
Organisational Culture, Mentorship, Ethical Leadership, and Employee Engagement among Jinja City Public Health Workers.
(2024) Kisozi, Zakayo
This study examined the effect of organizational culture, mentorship and ethical leadership on employee engagement among Jinja city public health workers. The study was guided by the following objectives notably; to establish the relationship between organizational culture and employee engagement; to determine the relationship between mentorship and employee engagement; and to establish the relationship between ethical leadership and employee engagement. The study was anchored on the conceptualization of LMX theory. The study used a cross sectional research design, and a quantitative approach. The study target population was 368 public health workers, out of which a sample of 322 respondents who directly participated in the study were selected using Krejcie and Morgan’s Table of (1970) to represent the study. A structured closed-ended questionnaire was used to collect data. Validity and reliability analysis were tested using both expert judgment and Cronbach’s Alpha Coefficient to determine the content validity and internal consistency of the research instruments respectively. Data was collected with the aid of closed-ended questionnaires and Statistical Packages for Social Sciences was employed for analyzing data from which frequency tables, descriptive statistics (mean and standard deviation), reliability, validity, correlation, and regression results were obtained. The study findings revealed that organizational culture, mentorship, and ethical leadership have a positive effect on employee engagement. The study therefore, recommends that organizational culture, mentorship, and ethical leadership are prerequisites for enhanced employee engagement in public health facilities. Finally, the study suggested that future scholars should conduct a comparison study by covering private, manufacturing, and Non-Government organizations in Uganda.

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