Thesis & Dissertations(Doctoral & Master)
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- ItemPerformance Management, Remote Working and Employee Productivity.(2024) Nakayima, ImmaculateThe purpose of the study was to establish the relationship between performance management, remote working and employee productivity in Free Zones in Uganda. The study was guided by the following objectives; to establish the relationship between performance management and employee productivity, to establish the relationship between remote working and employee productivity and to examine the combined effect of performance management and remote working on employee productivity. The study employed a cross sectional research design where data was collected using a close ended questionnaire, Correlation and regression designs were also adopted to explain the relationship between the study variables in accordance to the objectives. The results from the study showed that there is an insignificant positive relationship between performance management and employee productivity, remote working and employee productivity in Free Zones in Uganda. Furthermore, the higher predictor of the variation in relation to the magnitude of the Beta coefficient is remote working (Beta = .372, t = 4.485) followed by the least which is performance management (Beta = .006, t = 0.939). The F – statistics (10.229, sig = 0.000) also shows that these variables are not statistically good predictors of employee productivity. This therefore signifies that these variables were not significant predicators in determining Employee productivity. As such, the researcher recommends that Free Zones need to invest in the necessary technology and tools, managers in Free Zones have to set clear targets by ensuring that management discusses with operational staff the Department’s strategic objectives as set out in the annual performance plan, have one-on-one planning sessions with their subordinates. Again, employees should feel that the results reflect what they expect, ensure that appropriate training is available for HR and line managers around flexible working policies and highlight the importance of flexible working hours. The study suggested that future researchers to use the longitudinal research approach on the study variables as well as interview guide, the topic should also be expounded on other institutions to reflect the situation of the entire country.
- ItemMeaningful Work, Grit and Job Engagement of Healthcare Workers in Hospitals in Uganda.(2023) Tusubira, IsaacThe 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.
- ItemPsychological Capital, Social Capital, Competence Development and Perceived Graduate Employability in Uganda.(2022) Tusiime, PenlopeThe purpose of this study was to establish the relationship between psychological capital, social capital, competence development and perceived graduate employability at MUBS. The study was based on four objectives. To examine the relationship between psychological capital and perceived graduate employability; social capital and perceived graduate employability; and lastly competence development and perceived graduate employability at MUBS. A cross-sectional survey design that applied a quantitative approach to the study was adopted. The population of the study was 4556 registered final-year undergraduate students at degree level and the sample size of 357 was selected and was determined by applying Krejcie and Morgan (1970). Simple random sampling method was used for selection of respondents and 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 psychological capital and perceived graduate employability. There was a significant and positive association between social capital and perceived graduate employability and then, there also existed a significant and positive association between competence development and perceived graduate employability. The regression results indicated that competence development is the best and most significant predictor of perceived graduate employability, this was followed by psychological capital and lastly social capital. Therefore, combined together, independent variables could explain 26.5% of variance in perceived graduate employability at MUBS. Consequently, the researcher recommended that Higher Institutions of Learning specifically Universities in Uganda need to work closely with other key stakeholders like employers, students among others to make clear the knowledge, skills and competencies that are currently in demand such that they develop the actual skills, knowledge and competencies needed by the employer. Universities should think of incorporating soft skills to form part of the curricula.
- ItemWork Life Balance, Psychological Safety and Employee Engagement among Teachers in Government Aided Primary Schools in Gulu City.(2024) Thociba, PatriciaThe purpose of the study was to determine the predictive potential of work-life balance and psychological safety on employee engagement among teachers in Government Aided Primary Schools in Gulu City. The study used quantitative and cross-sectional research design. A sample size of 191 teachers were selected out of 378 teachers guided by Krejcie and Morgan (1970) sample size determination table. Validity and reliability of the instruments showed that all variables under the study were reliable with Cronbach’s alpha for all of the variables measuring above 0.70. The researcher issued questionnaires to 191 teachers in 21 government aided primary schools and received questionnaires from 165 teachers giving a response rate of 86.4%. The findings showed a significant positive association between work life balance and employee engagement. There was a positive significant relationship between psychological safety and employee engagement implying that the level of work life balance and physiological safety is associated with employee engagement. The result further showed that work life balance predicts employee engagement by 51.2% while psychological safety predicts employee engagement by 62.7%. When the task at hand is executed with the maximum possible efficiency, there is a reduction in risk. The division of work ensures that the work is done on time and deadlines are not extended. A fair work distribution ensures that every teacher or every working unit, executes any task at hand, with the best possible efficiency. School management should give some freedom for teachers to make decision to pursue their goals in the school, offer opportunities for personal growth and development, sense of achievement and utilize all their talents and skills. The management should also involve teachers in the decision-making process. This will enhance and improve teacher engagement because the teachers will be empowered to take timely decisions to address the staff grievances. Moreover, the teachers are the main sources of innovative ideas which help the schools to sustain a meaningful relationship with the students. The researcher recommends that the management of government aided primary schools should put more emphasis on psychological safety since it has more predictive power (62.7%) on employee engagement, school heads should ensure that there is an equal and fair distribution of work within the school. Management should also reward best performing teams who achieve on termly basis or yearly basis. This would encourage the rest of the teaching staff to working harder to benefit from such reward as a result, teacher engagement would be achieved. The result of this study can be used by the management to formulate policy regarding teacher engagement within government aided primary schools by considering work life balance and psychological safety.
- ItemAssessing Career Development Practices in the Electoral Commission of Uganda(Makerere University Business School, 2023) Namono, RachealThe 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.