Performance Management, Remote Working and Employee Productivity.
| dc.contributor.author | Nakayima, Immaculate | |
| dc.date.accessioned | 2024-07-26T11:59:21Z | |
| dc.date.available | 2024-07-26T11:59:21Z | |
| dc.date.issued | 2024 | |
| dc.description | A Dissertation Submitted to Makerere University Business School (Faculty of Graduate Studies and Research) in Partial Fulfilment of the Requirements for the Award of Master of Degree of Human Resource Management of Makerere University. (PLAN A). | |
| dc.description.abstract | The 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. | |
| dc.identifier.citation | Immaculate, N (2024) Performance Management, Remote Working and Employee Productivity : A Case of Free Zones in Uganda. Unpublished Masters Dissertation Makerere University Business School. Kampala, Uganda. | |
| dc.identifier.uri | http://hdl.handle.net/20.500.12282/5084 | |
| dc.language.iso | en | |
| dc.title | Performance Management, Remote Working and Employee Productivity. | |
| dc.title.alternative | A Case of Free Zones in Uganda. | |
| dc.type | Thesis |