Department Leadership & Governance

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Analyzing performance of co-curricular activities in secondary schools in Arua District
(Makerere University Business School Institutional Repository, 2016-10-01) Alero, Tom
This study analysed the performance of co-curricular activities in secondary schools in Arua District. Specifically the study established the state of co-curricular activities in secondary schools, the effect of co-curricular activities on academic achievements of secondary schools, the challenges faced by schools in promoting of extra-curricular activities, and to propose ways of strengthening co-curricular activities in schools. Literature of the study variables was reviewed to give a basis of the study. The study adopted a cross sectional study and data was collected using a questionnaire and interview guide. Secondary schools in Arua district were the unit of analysis and head teachers, games master and students being the unit of inquiry. Fifty six (56) secondary schools were the sample population selected from 65 secondary schools. Before analysing the data, a Cronbach Alpha was run which gave a high Cronbach above 0.7 implying that the data used was reliable to be used for the descriptive. The results indicated that respondents had a positive reaction towards co-curricular activities and listed a number of these activities such as; netball, football, scout, debate, among others. Respondents sighted finances, lack of student involvement in co-curricular activities among others as one of the challenges. The study recommends policy makers, school authorities/leadership and other stakeholders to take part in promoting co-curricular activities due to their ability to improve students learning, and interaction.
Authentic Leadership, Motivation and Employee Performance in Kigoma / Ujiji Municipal in Tanzania.
(2023) Bartazary, Daud
This study examined the relationship between authentic leadership, motivation and employee performance in Kigoma/Ujiji municipal. The objective of study was to examine the relationship between: Authentic leadership and employee performance; motivation and employee performance; authentic leadership, motivation and employee performance. A cross-sectional research design was applied along with a quantitative research approach. The study sampled 260 public servants selected sample random sampling from a total of 800 employees. The public servants were actual participants. Data was obtained using structured questionnaire, tested for validity by pre-testing and principle component analysis. Reliability was using Cronbach’s Alpha Coefficient. Data was analyzed using SPSS (v.20) to obtain the descriptive and inferential statistics used to interpret finding. The findings obtained a positive relationship between authentic leadership and employee performance. The findings found out that motivation and employee performance are positively related. More study, the findings found out that authentic leadership, motivation and employee performance are significant related. This study provides evidence that authentic leadership is fundamental in stimulating employee performance. The study also concludes that motivation significantly explains variations in employee performance. This will make employees becomes loyal and determined to execute their responsibilities as expected.
Corporate Governance Practices and Operational Performance:
(Makerere University Business School, 2023) Lamunu, Petronilla Ouma
The major purpose of the study was to investigate the corporate governance practices and operational performance: a case of NGOs in Kampala city. Despite the importance of NGOs, their impact on the ground has over the years been affected by their poor credibility over how the resources they receive from donors are utilized (Uganda NGO Bureau, 2021; Mabaya et al, 2021), moreover, not much empirical research has been done to explore this terrain in Uganda. Specifically, the study investigated the measures of corporate governance independently with operational performance; the relationship between transparency and operational performance; the relationship between accountability and operational performance; the relationship between equity and inclusiveness and operational performance and the combined effect of transparency, accountability, equity, and inclusiveness on operational performance. The study adopted a cross sectional study and data was collected using a questionnaire. Questionnaires were received from 80 respondents giving a response rate of 100% from 80 NGOs that were sampled. Analysis was done with the help of Statistical Package for Social Sciences (SPSS). With the help of SPSS, Cronbach Alpha was above 0.7 which meant that other studies like correlations and regressions could be carried out. The correlation results showed that there is a significant relationship between transparency and operational performance; there is a significant positive relationship between accountability and operational performance; there is a significant positive relationship between equity and inclusiveness and operational performance. Regression results indicate that there was a significant combined effect of governance practices on operational performance and that they predict 74.6% of operational performance of NGOs. There are several limitations with this study; the study focused on a cross sectional research design; the data collection instrument was a standard questionnaire which limited the ability to collect respondents’ own views. The study recommends further study to be conducted on a longitudinal research basis to study variables for a long period of time. The study also recommends that NGOs should adopt corporate governance practices to improve on their operational performance.
Emotional Capital, Authentic Leadership, Trust and Diplomatic Service Quality.
(2023) Adebowale, Oyeyemi Fehintola
This study investigated the relationship between emotional capital, authentic leadership, trust and diplomatic service quality. Specifically, the findings in this study, were specific to study objectives; to determine the relationship between emotional capital and service delivery quality; to determine the relationship between authentic leadership and diplomatic service quality; to determine the relationship between trust and diplomatic service quality; and lastly to determine the combined effect of emotional capital, authentic leadership and trust on diplomatic service quality. The study adopted a cross sectional study and data was collected using a questionnaire. Staff in embassies and consulates were the unit of inquiry and embassies and consulates were the unit of analysis. Questionnaires were received from 82 respondents giving a response rate of 100%. Data analysis was done with the help of Statistical Package for Social Sciences. With the help of SPSS, Cronbach Alpha was above 0.7 which meant that other studies like correlations and regressions could be carried-out. The correlation results showed that there is a significant positive relationship between emotional capital and diplomatic service quality, there is a significant positive relationship between authentic leadership and diplomatic service quality and there is a significant positive relationship between trust and diplomatic service quality. Regression results indicate that emotional capital, authentic leadership and trust predict 40.5% of diplomatic service quality. There are a number of limitations with this study; the study focused on a cross sectional research design, the data collection instrument was a standard questionnaire which limited the ability to collect respondents’ own views. The study recommends further study to be conducted on a longitudinal research basis so as to study variables for a long period of time.
Emotional Intelligence, Self-Efficacy and Employee Wellbeing in Uganda's Tourism Industry
(Makerere University Business School, 2023) Turyahabwe, Nicholas
This study was aimed at examining the relationship between emotional intelligence, self-efficacy and employee wellbeing among workers in Ugandan tourism firms. This study was greatly based on the objectives: to examine the relationship between emotional intelligence and employee wellbeing among Ugandan tourism firms, to examine the relationship between self-efficacy and employee wellbeing among Ugandan tourism firms and to examine the combined effect of emotional intelligence and self-efficacy on employee wellbeing among Ugandan tourism firms The study used a cross sectional research design with a sample size of 112 tourism firms in Central Uganda from which 102 responded indicating a response rate of 91.07%. The data was tested for reliability, analyzed using SPSS v23 and results presented based on the study objectives. Findings revealed a significant and positive relationship between emotional intelligence and employee wellbeing among Ugandan tourism firms. Further still findings indicated that there is a significant positive relationship between self-efficacy and employee wellbeing among Ugandan tourism firm. Overall emotional intelligence and self-efficacy explain 75.3% of the variance in employee wellbeing among Ugandan tourism firms. In addition, emotional intelligence was found a stronger predictor of employee wellbeing among Ugandan tourism firms compared to self-efficacy. Therefore, the study recommended that tourism firms should emphasize emotional intelligence among employees in all their operations that is; self-awareness, self-management, social awareness and relationship management. These practices can be attained and enhanced through formal education in specific business courses or informal business trainings and workshops. These will enable them to achieve the desired level of employee wellbeing. Further studies may also be conducted to ascertain other predictors of employee wellbeing among Ugandan tourism firms given that the independent variables only predict 75.3%.
Human resource management practices at Sugar Corporation of Uganda limited
(Makerere University Business School Institutional Repository, 2018-10-01) Atamba, Ambrose
Human Resource Management Practices are practices that govern the organization’s human resources including; training and development, employee engagement, and employee compensation with business strategies among others. Similarly, human resource management (HRM) practices are a set of innovative practices which usually include self-managed teams which are highly encouraged in problem solving and decision making with open minds to discussions between employees and employer coupled with active involvement in decision making. That is, the philosophy of HRM is empowerment and autonomy of employees. Also, HRM practices are designed to improve employee relations and increase organizational performance and profitability through quality communication and consultation between management and employees. Some survey evidence indicates that there is much HRM Practices in form of employee involvement taking place in most countries. Underpinning such practices is a relationship based on a high level of trust between senior management and employees. A wide range of HRM Practices (such as training and development, performance appraisal, employee compensation, information sharing, team work and employee engagement among others) have proved to boost the firms’ productivity; employee performance; and employee skills and abilities. Some HRM practices are considered as a key development of modern management and are at the same time claimed to have strong influence on the organization and individual performance. That is, involvement of employees and incentives have a positive relation with employee performance and a firm’s productivity.
Leadership Competence, Knowledge Management and Resilience in Police Force:
(Makerere University Business School, 2023) Kyobutungyi, Ruth
This study investigated the relationship between leadership competence, knowledge management and resilience in Uganda police force. Specifically, the study investigated; the relationship between leadership competence and women resilience in police force; the relationship between knowledge management and women resilience in police force; and the combined effect of leadership competence, knowledge management and women resilience in police force. The study adopted a cross sectional study and data was collected using a questionnaire. Women police officers in Kampala metropolitan area were the unit of inquiry and Uganda police force being the unit of analysis. Questionnaires were received from 273 respondents giving a response rate of 88%. Data analysis was done with the help of Statistical Package for Social Sciences. With the help of SPSS, Cronbach Alpha was above 0.7 which meant that other studies like correlations and regressions could be carried-out. The correlation results showed that there is a significant relationship between leadership competence and resilience; there is a significant relationship between knowledge management and resilience. Regression results indicate that both leadership competence and knowledge management predict 31.2% of resilience among women police officers. There are a number of limitations with this study; the study focused on a cross sectional research design, the data collection instrument was a standard questionnaire which limited the ability to collect respondents’ own views. The study recommends further study to be conducted on a longitudinal research basis so as to study variables for a long period of time.
Servant Leadership, Psychological Safety, and Socially Responsibile Leadership:
(Makerere University Business School, 2023) Kyambade, Mahadih
The study sought to find out the relationship between relationship Servant Leadership, Psychological Safety and Socially Responsible Leadership in public Universities in Uganda. The study intended to achieve the following objectives, to examine the relationship between Servant Leadership and Socially Responsible Leadership, to examine the relationship between Psychological Safety and Socially Responsible Leadership, to examine the combined effect of Servant Leadership and Psychological Safety towards predicting Socially Responsible Leadership. Questionnaires were used as a tool of data collection among Academic, Administrators and Support staff of public Universities. The result after data analysis showed that there was a positive significant relationship between Servant Leadership and Socially Responsible Leadership. The second finding showed that there was a positive significant relationship between Psychological Safety and Socially Responsible Leadership. Lastly the finding showed that Servant Leadership and Psychological Safety predict 17.5% of Socially Responsible Leadership. Psychological Safety is a significant predictor and Servant Leadership is slightly a predictor when combined with Psychological Safety. The beta value indicated that Psychological Safety is the highest predictor of Socially Responsible Leadership with a beta value of 33% when combined with Servant Leadership.
Socio-Economic Factors Affecting Grid Electricity Access Among Rural Households in Uganda
(Makerere University Business School, 2023) Murungi, Herbert
The purpose of this study was to examine the socio-economic factors influencing access to grid electricity among rural households in Uganda. Specifically, the study was guided by four objectives, which is to: (i) examine the relationship between initial grid connection cost and grid electricity access, (ii) establish the relationship between household income and grid electricity access, (iii) examine the relationship between education attainment and grid electricity access and, (iv) examine the relationship between reliability of grid electricity and grid electricity access. The study used the 2019-2020 Uganda National Household Survey (UNHS 2019/2020) data collected by the Uganda Bureau of Statistics (UBOS) with a total sample of 13,732 randomly selected households covering 149 districts across 15 sub-regions of Uganda, but only 10,126 rural households were observed. The study employed quantitative research approaches, and a logistic regression model was used for estimation. All the analysis was done using STATA software. The study finds that initial electricity connection cost has a positive relationship with rural households' non-access to grid electricity. This suggests that an increase in initial electricity connection cost increases the likelihood of non-access to grid electricity by rural households. Similarly, grid reliability has a positive correlation with non-access to grid electricity. Suggesting that the non-reliability of grid electricity supply increases the probability of non-access to grid electricity by households. However, household income and education attainment of household heads have a negative relationship with non-access to grid electricity. Implying that an increase in household income and education attainment reduces the likelihood of non-access to grid electricity by rural households. In conclusion, the findings suggest that initial electricity connection cost, grid reliability, household income and education attainment are crucial for enhancing grid electricity by rural households. Therefore, the study recommends that the government of Uganda, and the private sector should invest in grid reliability, enhance income-generating opportunities for rural households and increase awareness campaigns emphasising the advantages of grid electricity over conventional energy sources. Future studies could consider examining how each of the variables affects grid electricity in rural-urban residences and how these effects change over time.
Stakeholder Management, Ethical Leadership and Corporate Sustainability among Line Ministries in Uganda.
(2023) Arinanye, James
The government of Uganda plays a critical role in enabling corporate sustainability goals within ministries. However, corporate sustainability is still a worry among line Ministries and number of them have been merged since they are no longer operational given the less work done given and few or no staff (Parliament of Uganda, 2022). This study examined the relationship between stakeholder management, ethical leadership and corporate sustainability among line ministries in Uganda. This study was based on the objectives: to examine the relationship between stakeholder management and corporate sustainability, the relationship between ethical leadership and corporate sustainability and the combined power of stakeholder management and ethical leadership on corporate sustainability. A cross sectional research design was used with a sample size of 30 ministries from which 10 respondents were targeted leading to 300 respondents. 240 responded indicating a response rate of 80%. The data was analyzed using SPSS v23 and results presented based on the study objectives. Findings revealed a significant positive relationship between stakeholder management and corporate sustainability, and also a significant positive relationship between ethical leadership and corporate sustainability. Overall stakeholder management and ethical leadership explain 79.3% of the variance in corporate sustainability among line ministries in Uganda. In addition, ethical leadership was found a stronger predictor of sustainability given by 65.2% compared to stakeholder management given by 28%. Therefore, the study recommended that ethical leadership practices such as fairness, people orientation, power sharing and moral behavior should be emphasized among leaders in order to attain the desired level of corporate sustainability among line ministries in Uganda. Further studies may also be conducted on other factors which explains the remaining 20.7% of the variance in corporate sustainability among line ministries in Uganda.
Women Inclusion in Leadership.
(2024) Ameja, Isabella Doreen
Promoting gender inclusion is an essential cornerstone for the establishment of a just and harmonious society. Women's significance as leaders is undeniable, spanning across economic, social, and political domains, where their presence plays a pivotal role in driving gender equity. Despite significant strides in promoting women's participation in the workforce, a persistent male-dominated structure characterizes numerous governmental police forces, posing a substantial challenge to public welfare. On average, women's representation within these forces remains dishearteningly low, standing at a mere 15.4%. This gender disparity extends into leadership roles, emerging as a pressing global concern. There has been a sluggish pace of change towards equitable inclusion that has given rise to negative consequences, including isolation and low job satisfaction among female officers The UPF has undertaken several measures to address this persistent gender imbalance, including the adoption of a gender policy by the Uganda Police Force (UPF) in 2018, accompanied by a Gender Strategy and Action Plan. However, despite these efforts, women's inclusion in leadership roles within UPF remains insufficient. Troublingly, emerging evidence suggests that women's underrepresentation in police leadership is exacerbated by issues such as coerced engagement in exchange for promotions, further perpetuating their marginalized status. Presently, UPF faces considerable challenges in achieving its targeted 30% female recruitment rate, and high attrition rates among women persist. Recent data reveals that only three women occupy top management positions within UPF's workforce of 41,760. Considering these multifaceted challenges, this study aimed to investigate the interplay between institutional logics and work-life balance, seeking to understand their contributions to the scarcity of female leaders within UPF.

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