Browsing by Author "Bakkabulindi, Fred E. K."

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    Antecedents of Commitment of Academic Staff in Universities in Uganda: A Conceptual Paper
    (Nkumba Business Journal, 2015) Mugizi, Wilson; Bakkabulindi, Fred E. K.; Bisaso, Ronald
    The importance of employee commitment (EC) in so far as enhancing employee job performance is concerned is widely recognized in scholarly literature. Committed employees may be more likely to engage in extra-role behaviors such as creativity, have less intentions of leaving the organization, accept and enhance organizational change and involve in knowledge sharing. Despite the apparent importance of EC, evidence shows that there is low EC among academic staff of universities of Uganda. Academic staff engage in frequent strikes, threats of strikes, absenteeism, delayed handing in of marks, part-time activities and show declining motivation and commitment to excellence. This means that if the problem of lack of EC among academic staff persists, there will be complete decline in the academic standards of universities. This paper proposes a study to isolate significant antecedents that can enhance EC of academic staff in universities of Uganda. The antecedents to be appraised are in three categories, namely, human resource management (HRM) practices, organizational characteristics and personal characteristics. This paper that is derived from a PhD proposal, highlights the introduction, theories, the problem, objectives, significance, framework, related literature and the corresponding hypotheses to be tested. It also proposes the methodology to be used in the study. The PhD monograph and future articles to be generated from the proposed study will give the findings, conclusions and recommendations.
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    Human Resource Management Practices: Developing and Testing an Instrument in the Context of Academic Staff in Universities in Uganda
    (Journal of Educational Review, 2018) Mugizi, Wilson; Bakkabulindi, Fred E. K.
    The purpose of this study was to develop and test instrument for HRM practices in the context of academic staff in universities in Uganda. HRM practices were operationalised as recruitment, selection, job design, training, performance appraisal, promotion, employee participation, rewards, job security and safety, and grievances handling mechanisms. In particular, the study sought to establish the validity and reliability of each of the 10 HRM practices and the correlation between them. The sample of 301 academic staff was chosen from four public and three private universities. The development and testing of the instrument was carried out basing on review of literature. The factors were tested using factor analysis and Cronbach alpha (รก). The relationship between the HRM practices subscales was examined using Pearson product-moment correlations. It was found out that the items measuring HRM practices sub scales were valid and reliable measures. The correlation results suggested that the HRM subscales were independent with job design as the most independent subscale. It was concluded that the instrument provides appropriate measures for the different HRM practices.
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    Personal Characteristics as Predictors of Employee Commitment of Academic Staff in Universities in Uganda: A Test of Social Identity Theory
    (SSRN, 2018) Mugizi, Wilson; Bakkabulindi, Fred E. K.
    The study sought to examine the extent to which seven personal characteristics, namely age, sex, highest level of education attained, marital status, length of service and position in the hierarchy and self-efficacy, were predictors of employment commitment. The cross sectional-correlational study involved 301 respondents from seven universities in Uganda. Data were collected using a questionnaire whose validity and reliability were tested using factor analysis and Cronbach alpha respectively. Percentages and means were used for descriptive analysis, while multiple regression with dummies was used for inferential analysis to test the hypotheses. Results showed that while age, education level, (single) marital status, length of service and self-efficacy were significant predictors of employee commitment, sex and positions in the hierarchy were not. Pertinent conclusions were made and hence the recommendations to the effect that the directorates of human resource in the respective universities, should encourage retention of long serving staff, support staff to further their education, support their families and develop staff selfefficacy to enhance their employment commitment.