Organisational culture and employee commitment in public organisations: a case of Uganda human rights commission
View/ Open
Date
2016-03Author
Kayiira, Paul
Kyamanywa, Teopista Nalule
Siminyu, Jacob
Namutebi, Gorreti Sr.
Musumba, Irene
Metadata
Show full item recordAbstract
This paper is an extract from a bitter study that sought to examine the influence of
organizational culture on employee commitment in Uganda Human Rights Commission. The study
specifically explored the effect of team work, open communication and power structures on employee
commitment. A total of 102 respondents, including 8 managers and 94 employees, participated in the
study. The study employed both quantitative and qualitative methods. Primary data was obtained using
a structured questionnaire and a structured interview guide. Data was analyzed using descriptive and
inferential as well as qualitative methods. The findings reveal that; Team work, open communication
and power structures are significant constructs that influence employee commitment and subsequently
lead to goals and mission achievement of UHRC. These three aspects strengthened employee
commitment to their assignments and organizational goals. This has subsequently increased
organizational effectiveness. The organization has been able to complete a number of human rights
cases most of which have been against central government. Hence organizational culture is significant
in determining the level of employee commitment in public organizations. The researcher
recommends; there is need to have more formal guideline for organizational culture of public
institutions in Uganda. The culture of team work, open communication and flexible power structures
should be promoted in public organizations in Uganda so as to increase their effectiveness. Guidelines
on working as teams should be made by line ministries in central government for all organizations
under their oversight. Therefore, organizational culture can be used to improve the low employee
commitment in public organizations in Uganda.