Journal Articles
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Item The Influence of Employee Development Initiatives in the Retention of Academics at Kyambogo University, Uganda(The Ugandan Journal of Management and Public Policy Studies, 2024-07-08) Bigabwenkya, Sebastian; Binta, ElizabethThe study analysed the influence of employee development (ED) initiatives on the retention of academics at Kyambogo University (KYU) in Uganda. The issue of concern was that whereas KYU was investing up to 18% of her annual budget into staff hiring and development activities, the contribution of these ED activities or initiatives towards the retention of academics was not known. Hence, the study’s overall objective was to assess the influence of ED initiatives on the retention of academics at KYU. The study,, borrowing ideas from the job embeddedness theory, explains how staff retention at KYU is partly a question of being embedded in the university employment system and partly due to other factors. The study adopted an explanatory survey design that employed quantitative data collection and analysis approaches. Stratified sampling techniques were used to select a sample of 159 from a study population of 311 academics. A self-administered questionnaire was used to collect data. The study registered a response rate of 68.2% (107 out of 157). The data were analysed using SPSS Version 25 and presented as descriptive and inferential statistics. The key findings from the study revealed that ED had a significant positive correlation with academic retention (r = 0.489**, n= 107, p = 0.000). It was also established that ED is a significant predictor of retention of academics at KYU (F = 33.010, p< 0.01). Up to 23.2 per cent of the variance in the retention of academics at the university could be attributed to ED initiatives. It was concluded that if ED initiatives were effectively implemented, there would be a likelihood of improving retention levels of academics. The study recommends that the administration of KYU maintains the existing ED initiatives and strengthens them further to attain a high level of retention of academics. The study further recommends maintaining and improving the existing practices of ED, such as mentoring, coaching, lectures, workshops and conferences.Item Determinants for the uptake of takaful insurance in Uganda: an exploratory mixed approach(Emerald Insight, 2024-06-11) Wofuma, Gorden; Namono, Rehema; Munobe, Williams; Isiagi, EmmanuelTakaful insurance is gaining increasing popularity worldwide. However, the takaful industry is relatively new in Uganda and its research is still in embryonic stages. This study aimed at exploring the contextual determinants for the uptake of takaful insurance in Uganda, a minority Muslim country.Item Strategizing for innovative work behavior in higher education institutions: the role of creative self-efficacy(Emerald Publishing Limited, 2022-08) Namono, Rehema; Obanda, Peter Wanyama; Ayebale, Dan; Isiagi, Emmanuel; Wofuma, GordenScholars have emphasized the antecedent role of personal factors such as creative self-efficacy (CSE) in enhancing innovative behavior in work settings. Existent studies have revealed that individuals with high CSE have the cognitive ability to resiliently exhibit innovative work behavior (IWB). Little is however known as regards the influence of CSE on innovative work behavior in service settings, more so in developing countries. This study sought to establish the antecedent role of CSE on IWB as a multistage process comprising creativity and IWB.Item Training programmes and employee performance in the public sector in Uganda: a case of the directorate of citizenship and immigration control(Journal of Harmonized Research (JOHR), 2016-03) Siminyu, Jacob Shems; Kyamanywa, Teopista Nalule; Kayondo, Twaha WilliamThis study examined the effect of staff training programs on employee performance in the public sector in Uganda taking a case study of the Directorate of Citizenship and Immigration Control (DCIC). While the DCIC engaged in staff training programs especially during the past ten years, employee performance remains wanting. The unsatisfactory performance at the DCIC is majorly characterized by long customer queues, delayed service delivery and continued customer complaints. The study therefore sought to establish whether the staff training programs have had any effect on the performance of employees in the public sector – taking DCIC as a representative case study. A total of 205 respondents, including 110 employees, 9 key informants and 86 customers, participated in the study. A questionnaire and two structured interview guides were used to gather primary data. Quantitative data was analyzed using descriptive and inferential statistics, while qualitative data were analyzed using pragmatic content analysis, (Trochim, 2006). The validity was ensured by using Content Validity Index (CVI) (Mugenda and Mugenda, 2003) while the reliability was established by using Cronbach Alpha Coefficient Test (Amin, 2005). The first study finding revealed that short term training courses had a moderate positive effect on employee performance at the DCIC. This meant that employee performance was quite wanting particularly in terms of the quality, efficiency and effectiveness of the services delivered to the customers. The second finding confirmed that career enhancement techniques had a significant but weak positive effect on employee performance at the DCIC. The research results further established that both staff attitude and work environment had a significant positive relationship with employee performance at the Directorate of Citizenship and Immigration Control in Uganda. The generated model ranked staff attitude, work environment as the highest contributors to employee performance followed by short term training programmes and career enhancement techniques respectively. On the basis of the findings, it was recommended that the working environment should be improved by first motivating staff with both equitable direct and indirect rewards and then facilitates them with the necessary equipment as priority. Then short term job related training programmes should be run using appropriate training techniques in effort to improve staff performance.Item Organisational culture and employee commitment in public organisations: a case of Uganda human rights commission(Journal of Harmonized Research (JOHR), 2016-03) Kayiira, Paul; Kyamanywa, Teopista Nalule; Siminyu, Jacob; Namutebi, Gorreti Sr.; Musumba, Irene;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.Item Strategizing for innovative work behavior in higher education institutions: the role of creative self-efficacy(Emerald publishing, 2022-08) Namono, Rehema; Obanda, Peter Wanyama; Ayebale, Dan; Isiagi, Emmanuel; Wofuma, GordenPurpose Scholars have emphasized the antecedent role of personal factors such as creative self-efficacy (CSE) in enhancing innovative behavior in work settings. Existent studies have revealed that individuals with high CSE have the cognitive ability to resiliently exhibit innovative work behavior (IWB). Little is however known as regards the influence of CSE on innovative work behavior in service settings, more so in developing countries. This study sought to establish the antecedent role of CSE on IWB as a multistage process comprising creativity and IWB. Design/methodology/approach The research adopted a cross-sectional research design to establish the hypothetical influence of CSE on innovative work behavior and collected data at one point in time. The researchers used regression analysis to establish the influence of CSE on IWB using a sample of teaching staff selected from Ugandan public Universities. Findings The findings reveal that CSE has a significant effect on creativity as the first step in the innovation process. The results further revealed that CSE has a statistically significant influence on IWB. Research limitations/implications The researchers collected data from public Universities, and the application of the findings may fall short when applied to a setting of private universities. Therefore, future research can consider a setting of private universities to replicate the current study findings. The study was cross-sectional, and yet employees' CSE and innovation behavior may change over time. This study opens grounds for longitudinal research in the same research area. Practical implications The study shapes direction for practicing managers to resiliently strategize for enhancing creative self-efficacy of employees to promote IWB. Specifically, our study indicates that organizations must enhance positive organizational behavior like CSE to enhance employees' ability to resiliently overcome the fear of uncertainty associated with innovation. While devising the intervention strategies geared towards enhancing CSE, organizations need to consider the stage of IWB required whether at creativity or innovation stage of the innovative behavior. Originality/value This research is empirically and theoretically valuable. This is an original study to establish a direct causal influence of CSE on creativity and IWB using a sample drawn from public Universities in the context of a developing Country. Theoretically, the study expands on the applicability of the social cognitive theory (SCT) by revealing that the influence of an individual's personality characteristics like CSE varies with the stage of IWB because the tasks involved in the various types of IWB differ and thus the magnitude of influence varies.