NRU :: Browsing by Author "Kasekende, Francis"

Browsing by Author "Kasekende, Francis"

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Building psychological contract: the role of leader member exchanges
(Emerald Group Publishing Limited, 2016) Kasekende, Francis; Munene, John C.; Ntayi, Joseph M.; Ahiauzu, Augustine
The purpose of this paper is to address the building blocks for psychological contract among public institutions in Uganda by investigating the mediation effect of leader-member exchanges (LMX) in the relationship between perceived environmental dynamism and psychological contract. Design/methodology/approach – The authors use structural equation modelling (AMOS) to investigate the hypotheses. Findings – LMX is a significant mediator in the association between generational work values and psychological contract and technological advancement and psychological contract among employees in public institutions in Uganda. Practical implications – At commissions and agencies level, generational work values and technological advancement seem to create better effects on employee-employer unwritten expectations and obligations when they go through LMX. This has important implications for the investment in and outcomes of these LMX endeavours from both the employer and the employee. Originality/value – The study is one of the pioneers to demonstrate that the presence of LMX reflected in the form of a dyadic relationship helps to extend the positive effects generational work values and technological advancement have on psychological contract.
Competence Profiling for Loans Officers in the Banking Sector in Sub-Saharan Africa: A Case of Uganda
(CAPA Scientific Journal, 2014) Kasekende, Francis; Munene, John C.
This paper examined the operant competences for bank loans officers in a Sub-Saharan context and provided policy input required in solving the daunting problem of the existing low levels and high failure rate of collecting loans disbursed to customers. Data were collected from a sample of 319 employees in the banking sector from Kampala district which was specifically chosen for this study. Appropriate analytical data tools were applied. Results reveal the presence of loan and client projections, client preparation and training, loan portfolio supervision and; mobilization and recruitment as operant competence factors that affect the performance of loans officers in the banking industry in Uganda. These findings and their policy implications are fully discussed in the paper. The research findings theoretically conceptualize employee competences from the objectivist perspective which assumes that there is an objective number of competences which an organization or a profession requires to meet its objectives and once this set has been identified, then every unit in the organization and profession works towards acquiring that set; to a new and contemporary constructivist view that allows users of the concept to define competence from their own environment. The study presents the importance of understanding these operant competences. There is a dearth of literature in addressing operant competences for bank loans officers from a Sub-Saharan context; creating a need to study and systematically document the prevailing supporting operant competences for loans officers in order to promote the banking sector in Uganda.
Determinants of successful implementation of donor-funded projects in Uganda
(International Journal of Social Economics, 2015) Mujabi, Shafic; Omuudu Otengei, Samson; Kasekende, Francis; Mpeera Ntayi, Joseph
The purpose of this paper is to examine, empirically the relationship between organizational rationality, knowledge management (KM), risk management and successful implementation of donor-funded projects in Uganda. Design/methodology/approach – Data were obtained from 195 project managers of donor-funded projects both managed within government systems and those outside government using a questionnaire. Zero-order correlation analysis and hierarchical regression analysis were employed to analyze the data. Findings – The paper has two major findings: all the predictor variables are positively and significantly related to successful project implementation; and the relationship is strong enough to cause a 23 percent (R²) increase in the explanatory power in the presence of control variables. Research limitations/implications – The study focussed on selected donor-funded projects in Uganda and this limited the generalization of the findings. Moreover, there was also limited availability of local empirical literature with respect to implementation and performance of donor-funded projects. Practical implications – The results suggest that organizations that embrace organizational rationality, risk management and KM succeed in project implementation. Originality/value – There are many studies that investigate the practices adopted by organizations that implement donor-funded projects, however, this is the first study to the authors’ knowledge that examines the relationship between KM, rationality, risk management and successful implementation of donor-funded projects in Uganda.
Employee engagement: a mediator between organizational inducements and industry loyalty among workers in the hospitality industry in Uganda
(Journal of Human Resources in Hospitality & Tourism, 2020) Changha, George,; Omuudu, Otengei Samson; Kasekende, Francis
The paper reports findings on the mediating effect of employee engagement on the relationship between organizational inducements (financial rewards and career development support) and industry loyalty among employees in the hospitality industry. A two-step approach namely; (1) Confirmatory Factor Analysis (CFA) to generate a measurement model; and (2) Structural Equation Modeling (SEM) to test the hypotheses, confirmed fully mediated relationships. A proposed model is robust enough to cause a 22.6% variance in industry loyalty. The study provides a theoretical explanation for the enhancement of industry loyalty with engagement as a major driver and, presents its policy and managerial implications.
Employee Satisfaction: Mediator of Organizational Service Orientation and Employee Retention
(Journal of Business and Management, 2013) Kasekende, Francis; Byaugaba, Kabagabe Jolly; Nakate, Mariam
The paper seeks to evaluate the relationship between organizational service orientation, employee satisfaction and employee retention, using cluster and simple random sampling. A sample of 346 teachers was drawn from Kampala District Uganda. The paper reveals that consideration of organizational service orientation and employee retention is crucial for employee retention in private primary schools in Uganda. This was a cross-sectional study that naturally has problems of common method biases. Replication of the study using a longitudinal study approach would reduce such biases. The paper emphasizes the need for public primary schools to adapt policies that promote service orientation in order to improve employee satisfaction and retention. The study also takes a cross-sector approach. No wide cross-sector study has appeared before in an investigation of organizational service orientation and employee retention in the education industry in Uganda
Employer branding and talent retention: perceptions of employees in higher education institutions in Uganda
(Industrial and Commercial Training, 2018) Matongolo, Asuman; Kasekende, Francis; Mafabi, Sam
The purpose of this paper is to examine, empirically the relationship between employer branding attributes of reward strategy, people orientedness and; leadership and development on talent retention in institutions of higher learning in Uganda. Design/methodology/approach – In a cross-sectional study, data were obtained form 218 respondents from two public universities. Confirmatory factor analysis (CFA) and structural equation modeling were employed to analyze the data. Findings – The paper has two major findings: first, CFA maintained three dimensions of employer branding, namely; reward strategy, people orientedness and; leadership and development; and second, only reward strategy and people orientedness emerged as significant predictors of talent retention. Originality/value – The results suggest that institutions of higher learning that embrace reward people orientedness strategies as measures for employer branding succeed in retaining their employees for longer.
Enhancing proactive work behaviour amongst lecturers in public universities in Uganda
(International journal of management and economics invention, 2016) Basemera, Mellan; Mafabi, Samuel; Kasekende, Francis; Mpaata, Eva; Mugisha Rulangaranga, Donatus
This study was carried out with an intention of establishing the possibility of enhancing proactive work behavior amongst lecturers in public universities in Uganda. The aspects of job autonomy, organizational management support and self-efficacy were investigated as possible explanations of existence of proactive work behavior in an organization. In this research, the organization was composed of public universities in Uganda. Because of their prominence in the tertiary education in Uganda, Makerere University, Makerere University Business School and Kyambogo University were selected to represent the other public universities in Uganda. These three had a population of 2505 lecturers at different levels. Using Krejcie and Morgan (1970) formula, 333 respondents were considered to form the sample of the study from all the three universities. Cross-sectional research design was followed when carrying out the study. Correlation and regression analyses were carried out to be able to respond to the research inquiries in relation to this study. The analyses conducted indicated that there was a positive and significant relationship between job autonomy and self-efficacy, organizational support and self-efficacy, self-efficacy and proactive work behavior, job autonomy and proactive work behavior as well as organizational support and proactive wok behavior amongst lecturers of public universities in Uganda. Basing on these findings, it is recommended that lecturers in public universities in Uganda need to be given considerable degree of job autonomy as well as organizational support. These in turn shall boost the self-efficacy of the staff members leading to them behaving in a proactive manner while executing their duties at the different public universities in Uganda.
The Interaction Effect of Psychological Capital on the relationship between Self-Driven Personality and Happiness at Work
(Applied Psychology Around the World, 2021) Kawalya, Charles; Kasekende, Francis; Munene, John C.
The purpose of this paper is to examine how Psychological Capital and Self-Driven Personality fuse to affect Happiness at Work in the nursing profession in Uganda. The paper adopts a cross-sectional descriptive and analytical design. The authors employ structural equation modeling to test hypotheses. Using proportionate and simple random sampling procedures, a sample of 900 respondents was drawn from different hospitals in Uganda of which a response rate of 88.8 percent was obtained. The magnitude effect of Self-Driven Personality on Happiness at Work depends on Psychological Capital; implying that the assumption of non-additivity is met. Only a single research methodological approach was employed and future research through interviews could be undertaken to triangulate. In order to boost happiness at the workplace, heads of hospitals should always endeavor to find a viable self-driven personality- psychological capital blend that can add value to nurses in Uganda. This is one of the few studies that focus on testing the interactive effects of psychological capital on the relationship between self-driven personality and happiness at the workplace in Uganda’s health sector.
The interaction effect of social exchanges on the relationship between organizational climate and psychological contract
(Leadership & Organization Development Journal., 2015) Kasekende, Francis; Munene, J. C.; Ntayi, Joseph M.; Ahiauzu, Augustine
The purpose of this paper is to examine the interaction effect of organizational climate and social exchanges and how they fuse to affect psychological contract in the public service in Uganda. Design/methodology/approach – The paper adopts a cross-sectional descriptive and analytical design. The authors employ structural equation modeling to test hypotheses. Using proportionate and simple random sampling procedures, a sample of 346 respondents was drawn from Uganda public service commissions and agencies of which a response rate of 61.5 percent was obtained. Findings – The magnitude effect of organizational climate on psychological contract depends on social exchanges; implying that the assumption of non-additivity is met. Research limitations/implications – Only a single research methodological approach was employed and future research through interviews could be undertaken to triangulate. Practical implications – In order to boost the employee-employer relationship of public servants in Uganda commissions and agencies, managers should always endeavor to find a viable organizational climate-social exchanges mix or blend that can add value to employee-employer relationship. Originality/value – This is one of the few studies that focus on testing the interactive effects of social exchanges on the relationship between organizational climate and psychological contract in Uganda public service commissions and agencies.
An investigation of key predictors of performance of agricultural projects in Sub-Saharan Africa: A case of Uganda
(International Journal of Social Economics, 2016) Nkuruziza, Gideon; Kasekende, Francis; Omuudu Otengei, Samson; Mujabi, Shafic; Mpeera Ntayi, Joseph
The purpose of this paper is to examine the ways of improving performance of agricultural projects through stakeholder engagement and knowledge management in a Sub-Saharan context. Design/methodology/approach – Data were collected using a self-administered questionnaire from 342 agricultural projects in Mukono and Wakiso districts in Uganda. Descriptive statistics and inferential statistics were used in the analysis. Findings – The results reveal that stakeholder engagement and knowledge management are valuable intangible resources that significantly influence performance of agricultural projects. The findings, managerial and policy implications are fully discussed in this paper. Originality/value – The authors empirically show that a model that synchronizes stakeholder engagement, knowledge management and performance of agricultural projects is a requirement for promoting sustainable agricultural performance outcomes. This study makes a contribution by providing information that is relevant for filling the practical gap that exists in agricultural projects of Sub-Saharan Africa as well as contributing to the theoretical development of project management discipline.
Leader-member exchanges and psychological contract: testing for interaction effects
(Journal of Management Development, 2017) Kasekende, Francis
The purpose of this paper is to examine the interaction effects of leader-member exchange (LMX) dimensions and how they blend to affect psychological contract in the public service in Uganda. Design/methodology/approach – The authors employ the structural equation model to test a conditional hypothesis. Findings – It is indicated that the magnitude of effect of affect and professional respect on psychological contract is dependent upon perceived contribution, implying that the predictive power of affect and professional respect on psychological contract increases considerably when perceived contribution increases. Research limitations/implications – Only a single-research methodological approach was employed. So, future research through interviews could be undertaken to triangulate the results. Furthermore, future research should be undertaken to examine the multiplicative effects studied in this paper across time. Practical implications – In order to increase the perceptions of fulfillment of the psychological contract in the public service in Uganda, managers should always endeavor to identify a viable LMX mix that can add value to expectations that employee and employer have of each other. Originality/value – This is the first study that focuses on testing the interactive effect of LMX dimensions on psychological contract in Uganda’s public service.
Linking Teacher Competences to Organizational Citizenship Behaviour: The role of empowerment
(International Journal of Educational Management., 2016) Kasekende, Francis; Munene, John C.; Omuudu Otengei, Samson; Mpeera Ntayi, Joseph
Organizations that employ people who carry out roles that go beyond their job description outperform those that don’t (Organ, 2006). As a result, some human resource studies are concerned with identifying ways that would promote employee exhibition of such organizational citizenship behaviors (Organ & Ryan 1995). The concept of organizational citizenship behaviors derives from the social exchange theory. Social exchange theory specifies longer term relationships that build high level trust and reciprocity (Homans, 1958) which in essence results into individuals exhibiting discretionary behaviours at their job. Over the years, the concept of OCB has been explored from a number of dimensions with several scholars using OCB as a predictor, mediator and criterion variable. For example Low (2010) explored the effects of human resource management practices on service-oriented organizational citizenship behaviors; while Wan (2011) studied the role of leader-member exchange in organizational justice - organizational citizenship behaviour relationships. All these studies have enriched the concept of OCB. Ye (2012) found positive and significant relationship between organizational values and organizational citizenship behaviors, whereas Ariani’s (2012) study explored the relationship between social capital, organizational citizenship behaviours and individual employee performance in the Banking Industry in Indonesia. In another study, Runhaar, Konermann and Sanders (2013) investigated leader member exchange as a precursor to OCB. The three scholars explored the role of work engagement, autonomy and leader member exchanges on teacher OCB. All these studies have created a wealth of literature on the concept of OCB; however none of these studies has explored the relationship between competences and OCB with empowerment as a mediating factor.
Organizational compassion, person-organization fit and discretionary behaviours in non-governmental organizations: a moderated model
(Emerald Publishing Limited, 2022) Kasekende, Francis; Nasiima, Sentrine; Byamukama, Rodgers
The authors proposed that Organizational Compassion and Person-Organization-Fit dimensions interactively predict Discretionary Behaviours among employees in the Non-Governmental Organization (NGO) sector in Uganda. Design/methodology/approach – The authors employ structural equation modelling to test hypotheses. The research was carried out in two studies; the second one was done six months after the first study. Two samples of respondents were drawn from NGOs operating in West Nile and Kampala regions, respectively. Findings – Discretionary behaviours were significantly related to the cross-sectionally assessed predictors including organizational compassion and supplementary fit. Complementary fit did not significantly predict discretionary behaviours. Both supplementary fit and complementary fit moderated the association between organizational compassion and employee discretionary behaviours among both rural and urban setting placed NGOs. Practical implications – In order to boost employee exhibition of discretionary behaviours, leaders of NGOs should always endeavour to find viable organizational compassion-supplementary fit and organizational compassion-complementary fit blend that can add value to NGOs in Uganda. Originality/value – This is one of the few studies that have focused on testing the interaction effects of organizational compassion and person organization fit dimensions on discretionary behaviours. These results highlight both supplementary fit and complementary fit as key individual resources that promote the effects of organization compassion on discretionary behaviours among NGO workers in Uganda.
Organizational Trust, Collectivism and Goal Congruence
(Makerere Business Journal, 2017) Lubogoyi, Bumaali; Kasekende, Francis
The study addresses the building blocks of goal congruence among local governments by presenting a conceptual study on the impact of collectivism on the organizational trust - goal congruence relationship. Methodology: We apply structural equation modeling (AMOS) to test the hypotheses. Findings: The study finds that organisational trust and collectivism are positively and significantly associated. The study also finds that collectivism is positively correlated with goal congruence. The study did not find a direct significant association between organizational trust and goal congruence, except through collectivism. Implications: This study demonstrates that organizational trust on its own may not influence goal congruence among local government except through collectivism. Originality: The results provide initial evidence that enrich stewardship studies by confirming that variations in organizational trust enhance collectivism for goal congruence in the delivery of public services.
Perceived Organizational Support and Employee Engagement: Interrogating Dynamics of Job Satisfaction through Teacher Perceptions
(Academia, 2020) Kasekende, Francis
The purpose of this paper is to examine the influence of job satisfaction on the perceived organizational support-employee engagement relationship among secondary school teachers in Uganda. The study took a cross-sectional descriptive and analytical design. Out of a population of 654, the study targeted a sample size of 250 respondents. Using random sampling procedures, data were obtained in two rounds, the 2nd round carried out after 6 months from the 1st. In the 1st round, data were obtained from 212 usable questionnaires and from 231 usable questionnaires in the 2nd round. Using SPSS and AMOS all the four hypotheses were tested and analyzed. The results are presented in terms of Regression Analysis models, CFA and SEM. Results indicate that perceived organizational support and job satisfaction were significant predictors of employee engagement. Furthermore, perceived organizational support significantly associated with teacher engagement at work. Similarly, job satisfaction emerged as a mediator of the perceived organizational support - employee engagement relationship. The study is relevant in that managers of schools will ensure they set up and implement human resources policies and practices that are relevant for increasing job satisfaction and support at work.
Psychological capital and happiness at the workplace: The mediating role of flow experience
(Cogent Business & Management, 2019) Kawalya, Charles; Munene, John C.; Ntayi, Joseph; Kagaari, James; Mafabi, Sam; Kasekende, Francis
The purpose of this paper is to report on the results of the study to establish the mediating role of flow experience on the relationship between psychological capital and happiness at the workplace with a focus on public hospitals in Uganda. This study was cross-sectional and a total sample size of 800 professional nurses in public hospitals in Uganda was considered. The findings indicated that flow experience partially mediates the relationship between psychological capital and happiness at the workplace. Besides, the finding also indicated that there is a significant and positive relationship between psychological capital and happiness at the workplace. The findings correspond to the argument that in the face of the variety of theoretical and practical implications provided, there is a need for professional workers to be innately involved in their work if their psychological capital is to affect their level of happiness at the workplace. However, this paper is limited by the fact that the respondents’ emotions were examined through a cross-sectional research design and the time effects of these emotions were not examined and remain unknown under this study.
Psychological contract, engagement and employee discretionary behaviours Perspectives from Uganda
(International Journal of Productivity and Performance Management, 2017) Kasekende, Francis
The purpose of this paper is to examine the mediation effect of employee engagement on the relationship between employer obligations, employee obligations and state of the psychological contract and employee discretionary behaviours. Design/methodology/approach – The empirical data were collected using self-administered questionnaires with 278 participants from 11 commissions and three agencies in the public service in Uganda. The authors used hierarchical regression analysis to investigate the hypotheses. Findings – The results indicate that employer obligations, employee obligations and state of the psychological contract were positively related to employee discretionary behaviours. In addition, employee engagement was found to be a partial mediator between employee obligations, employer obligations and state of the psychological contract and discretionary behaviours among for both subordinate and supervisory staffs. Originality/value – Since little is known about the process by which public service commissions and agencies in Uganda promote employer obligations, employee obligations and state of the psychological contract on discretionary behaviours, this paper contributes to the literature by examining human resource management practices in a developing country context.
Records Creation and Administrative Staff Performance: the Moderator role of Rewards Management in chartered private universities in Uganda
(Journal of African Interdisciplinary Studies, 2021) Barigye, Assumpta; Mwirumubi, Richard; Kasekende, Francis
The purpose of this article is to examine the interaction effect of rewards management on the association between records creation and staff performance among staff of private universities in Uganda. The article adopts a cross-sectional descriptive and analytical design. The authors employ hierarchical regression modeling to test hypotheses. Using proportionate and simple random sampling procedures, a sample size of 123 respondents was drawn from Ugandan private universities of which a response rate of 84.6 percent was obtained. The magnitude effect of records creation on staff performance depends on rewards management; implying that the assumption of non-additivity is met. The authors used a single research methodology. Researchers in the future could use interviews to triangulate. In order to boost performance of staff in private universities in Uganda, managers should always endeavor to find a viable records creation-rewards management mix that can add value to the organization. This is one of the few studies that focus on testing the moderator effects of rewards management on the records creation-staff performance association in private universities’ setting.
The role of training in building employee commitment: the mediating effect of job satisfaction.
(European Journal of Training and Development, 2017) Ocen, Edward; Kasekende, Francis; Angundaru, Gladies
To establish the role of training in building employee commitment and the task of job satisfaction in the association between training and employee commitment in the banking sector in Uganda Design/methodology/approach - The authors used Correlation, Regression and MedGraph to investigate the hypotheses. Findings - The findings revealed that there is a positive relationships between training and employee commitment (r = .507**, p < 0.01), a positive relationship between training and job satisfaction (r = .744**, p < 0.01) and a positive relationship between job satisfaction and employee commitment (r = .519**, p < 0.01). The regression model showed that the predictor variables explain at least 29.7% of the variance in employee commitment (Adjusted R Square = .297). MedGraph results revealed a partial type of mediation because the correlation between training (independent variable) and employee commitment (dependent variable) was decreased from 0.507*** to 0.271*** by inclusion of job satisfaction (mediating variable). Originality/Value - This study is one of the pioneers to extend the employee commitment debate to Ugandan banking sector. It provides an explanation with empirical evidence by demonstrating that training extends direct positive effect on employee commitment in the banking sector in Ugandan situation. The study also demonstrates that, in the banking sector in Uganda, job satisfaction helps to partially transmit the effect of training on employee commitment. This study further builds a model that will help researchers and practitioners in investigating and explaining employee commitment in the banking sector in Ugandan situation.
Stewardship behaviour and perceived goal congruence in local governments in Uganda: The moderating role of collectivism
(Leadership & Organization Development Journal, 2018) Lubogoyi, Bumaali; Kasekende, Francis; Kagaari, James; Ngoma, Muhammed; Munene, John C.; Bakunda, Geofrey
The purpose of this paper is to investigate the relationship between stewardship behaviour and perceived goal congruence. Using local governments, the paper introduces collectivism as a moderating variable to ascertain whether the mixed views in the stewardship behaviour-perceived goal congruence nexus is due to variations in collectivism. Design/methodology/approach – The paper espouses a cross-sectional descriptive and analytical design. The authors use structural equation modelling to investigate hypotheses. Using proportionate and simple random sampling procedures, a sample of 310 respondents were drawn from local governments in Uganda of which a response rate of 72.6 per cent was obtained. Findings – The findings show that stewardship behaviour and collectivism are significant predictors of perceived goal congruence. Furthermore, the magnitude effect of stewardship behaviour on perceived goal congruence depends on collectivism; implying that the assumption of non-additivity is met. Research limitations/implications – Only a single research methodological approach was employed and future research through interviews could be undertaken to triangulate. Practical implications – Variations that occur in stewardship behaviour create variations in goal congruence in local governments. It is confirmed that collectivism technically strengthens the link between stewardship behaviour and perceived goal congruence: suggesting that indeed collectivism could establish a maximal impact on the stewardship behaviour—perceived goal congruence link. Originality/value – This is one of the few studies that focus on testing the interactive effects of collectivism on the relationship between stewardship behaviour and perceived goal congruence in local governments in Uganda.

Browsing by Author "Kasekende, Francis"

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