PhD Theses & Dissertations

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Browsing PhD Theses & Dissertations by Subject "Academic staff"

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    Leadership behaviours and organisational commitment of academic staff mediated and moderated by job satisfaction and emotional intelligence at Kyambogo University, Uganda
    (Kyambogo University [unpublished work], 2023-10) Kato, Joshua Kimata
    The study investigated the topic: Leadership Behaviours as Significant Predictors of Organisational Commitment of the academic staff at Kyambogo University. Specifically, the study examined whether leadership behaviours were significant predictors of organizational commitment, assessed whether leadership behaviours were significant predictors of job satisfaction, examined whether job satisfaction was a significant predictor of organizational commitment, and assessed whether emotional intelligence was a significant predictor of organisational commitment of academic staff. The study also tested the mediating effect of job satisfaction on the relationship between leadership behaviours and organisational commitment, and the moderating effect of emotional intelligence on the relationship between leadership behaviours and organisational commitment of academic staff. Using the positivist research paradigm, the study adopted the cross sectional-correlational research design. Data were collected using a questionnaire survey on a sample of 156 academic staff. Data were analysed using descriptive statistics and structural equation modelling. Overall findings revealed that leadership behaviours, job satisfaction and emotional intelligence were positive and significant predictors of organisational commitment. The findings also revealed that leadership behaviours, participative leadership positively and significantly correlated organisational commitment of academic staff, while directive, participative and supportive were positive significant predictors of job satisfaction of academic staff and achievement-oriented leadership behaviours negatively and significantly correlated with job satisfaction. Further, the study revealed that job satisfaction partially mediated the relationship between leadership behaviours and organizational commitment of academic staff but emotional intelligence negatively and insignificantly moderated the relationship between leadership behaviours and organisational commitment of academic staff. Pertinent conclusions were derived; hence the following recommendations were made in order to enhance organisational commitment of academic staff. Management needs to enhance the implementation of participative leadership behaviours, intrinsic job satisfaction, self-management and social-awareness in order to promote organisational commitment of academic staff. Further, three leadership behaviours namely directive, supportive, and participative leadership behaviours should be enhanced in order to promote job satisfaction of academic staff.
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    Performance Management and Job Performance of Academic Staff at Makerere University, Uganda
    (Kyambogo University [unpublished work], 2023-10) Anyango, Mary
    The study sought to establish the relationship between performance management and the job performance of academic staff at Makerere University. It was based on four study objectives: (i) to establish the relationship between goal setting and job performance; (ii) to establish the relationship between staff performance appraisal and job the performance; (iii) to establish the relationship between staff career development and job performance; and (iv) to examine the relationship between rewards and the job performance of academics. The research employed a comprehensive mixed-methods approach, incorporating both quantitative and qualitative methodologies. A total of 184 academic staff members were involved in the study, comprising 174 lecturers as primary respondents for the collection of quantitative data, along with 5 administrative staff and 5 heads of department who provided valuable qualitative insights. Whereas lecturers were selected using random sampling, heads of department were purposively sampled. Data were collected using a self-administered questionnaire and interview guide. The collected data were analysed using frequencies, mean, percentages, and standard deviation at the descriptive level, while at the bivariate level, simple linear regression, factor analysis methods, and multiple regression analysis were applied. Findings revealed that there is a significant positive relationship between goal setting and job performance of academic staff (r= 0.549, p=0.000), there is a significant positive relationship between staff appraisals and job performance of academic (r = 0.552, p = 0.000), there is a significant positive relationship between career development and job performance of academic (r = 0.397, p = 0.000), there is a significant positive relationship between rewards and job performance of academic (r = 5.64, p=000) at Makerere University. The qualitative results were categorically analysed following the themes based on the four study objectives. It was concluded that performance management dimensions are significantly related to the job performance of academic staff at Makerere University. It was also concluded that; goal setting is imperative for the job performance of academic staff, staff performance appraisals are essential for the improvement of job performance of academic staff, staff career development is vital in improving job performance of academic staff, and rewards are necessary for the effective job performance of academic staff at the university. The study recommended that to boost the performance of academic staff in the three colleges; College of Education and External Studies, College of Humanities and Social Sciences, and College of Business Administration and Management Science, the university’s management should streamline the goal setting process to enhance the job performance of academic staff. Heads of department and administrators in the university should strengthen the implementation of staff performance appraisal. Management of the university should also endeavour to implement effective staff career development practices that enhance performance of academic staff. Additionally, university management should transparently implement and improve the reward procedures for academic staff in order to enhance the job performance of academic staff at the university.