Browsing by Author "Muhumuza, Benon"
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Item Perceived leadership integrity and organisational commitment(Journal of Management Development, 2020) Nangoli, Sudi; Muhumuza, Benon; Tweyongyere, Maureen; Nkurunziza, Gideon; Namono, Rehema; Ngoma, Muhammed; Nalweyiso, GraceThe purpose of this paper is to investigate the extent to which perceived leadership integrity influences changes in organisational commitment. The premise of the study is the argument that non-financial rewards alleviate the challenges associated with low levels of commitment in economies that are riddled with incessant situations of economic scarcity. Design/methodology/approach – An explanatory study approach was adopted to investigate the envisaged linkage between the study variables from a socio-psychological perspective. Findings – The results of the study establish that perceived leadership integrity significantly influences variations in commitment among organisational employees. Research limitations/implications – The study results provide a reason for firms to invest more resources towards promoting honesty among organisational leaders. The findings of the study support the idea that perceived integrity of an organisation’s leadership generates a sustainable win–win position not only between the organisation and employees, but also among the leaders and subordinates. Practical implications – Organisations must regularly consider the drivers of organisational commitment and pay sufficient attention to non-financial drivers. As advanced by this study, a very important yet economical way of effecting such a strategy is through instituting measures that sustainably create a perception among employees that organisational leaders execute their duties with the utmost integrity. Originality/value – This article has both empirical and theoretical value. Empirically, this work is the first of its kind aimed at investigating the effect of perceived leadership integrity on organisational commitment within Uganda’s hospitality setting. Theoretically, the study extends the versatility of the hierarchy of needs theory by clarifying that higher-level needs offer a basis for explaining the effect of psychological processes (in this case, perceived leadership integrity) on behavioural changes (in this case, organisational commitment).Item Revisiting the potential of human capital development to predict commitment: an empirical approach(Industrial and Commercial Training., 2019) Muhumuza, Benon; Nangoli, SudiThe purpose of this paper is to revisit the potential of human capital development to predict commitment from an empirical perspective. This followed the fact that while organisations continue to invest a lot of resources into development of their human capital, a growing tendency of the trained staff to quickly abandon the organisation and move on to search for greener pastures has also been registered. Design/methodology/approach – This study takes a positivistic approach. It is an explanatory, cross-sectional study that is based on a case study approach. Findings – The findings revealed that developing human resources still leads to enhanced commitment among staff. The findings provide empirical support for the tenets of the human capital development theory. Research limitations/implications – Investment in development of human resources is still a worthy while cause for organisations as it positively and significantly contributes to commitment. Practical implications – While organisations ought to keep watch of the costs that come with human capital development endeavours the practice of developing human resources should be continued as it contributes to the organisational performance of staff. Originality/value – The paper deepens the understanding on how human capital development is currently enhancing the commitment of organisational staff in a typical developing economy and sector. Such knowledge provides a clear basis for allocating resources on people development endeavours.