Transformational Leadership, Employee Commitment and Employee Performance at National Water and Sewerage Corporations in West Nile, Uganda.

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dc.contributor.authorTabu, Lambert
dc.date.accessioned2024-07-26T11:44:11Z
dc.date.available2024-07-26T11:44:11Z
dc.date.issued2024
dc.descriptionA Dissertation Submitted to Makerere University Business School (Faculty of Graduate Studies and Research) in Partial Fulfilment of the Requirements for the Award of Degree of Master of Business Administration of Makerere University. (PLAN A).
dc.description.abstractThe purpose of the study was to examine the relationship between transformational leadership, employee commitment, and employee performance of NWSC in West Nile region in Uganda. The researcher used quantitative and cross-sectional research design for the study. Validity and reliability of the instruments showed that all variables under study were reliable with Cronbach’s alpha statistic for all the variables measuring above 0.70- as required by (Nunnally, 1978). The researcher issued out 93 questionnaires to respondents and 89 questionnaires were returned: representing a response rate of 95.7%. The relationship between the independent variables and the dependent variable was measured using correlation analysis, while the contribution of the independent variables in predicting the changes in the dependent variable was measured using regression analysis method. Research findings from correlation analysis revealed a significant positive relationship between transformational leadership and employee performance. The study finding also revealed a significant positive relationship between employee commitment and employee performance of NWSC in West Nile. The regression analysis result indicated that transformational leadership and employee commitment accounted for 47.8% of the changes in employee performance. This suggested that 52.2% of the changes in employee performance at NWSC West Nile region was attributed to factors beyond the scope of this study. It was therefore established that transformational leadership and employee commitment were found to be good predictors of employee commitment. It was however recommended that management should put more emphasis in promoting transformational leadership as it was found to predict employee performance better than employee commitment. This could be done through: idealized influence, inspirational and intellectual motivation, and individualized considerations. Future studies should explore the other factors that influence employee performance other than transformational leadership and employee commitment.
dc.identifier.citationLambert, T (2024) Transformational Leadership, Employee Commitment and Employee Performance at National Water and Sewerage Corporations in West Nile, Uganda. Unpublished Masters Dissertation Makerere University Business School. Kampala, Uganda.
dc.identifier.urihttp://hdl.handle.net/20.500.12282/5082
dc.language.isoen
dc.titleTransformational Leadership, Employee Commitment and Employee Performance at National Water and Sewerage Corporations in West Nile, Uganda.
dc.typeThesis
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