Browsing by Author "Mafabi, Sam"

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    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.
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    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.