Competence management, work-life balance and employee engagement among selected established organizations in Kampala

Abstract

This study intended to examine the relationship between competence management, work-life balance and employee engagement among selected established organizations in Kampala. The objectives studied include, examining the relationship between competence management and employee engagement, examining the relationship between work-life balance and employee engagement, assessing the influence of competence management on work-life balance, as well as finding the predictive power of competence management and work-life balance on employee engagement. A cross-sectional survey research design that was quantitative in nature was adopted in the study because it allowed the collection of information from respondents at one single point in time and a sample size of 423 respondents was adopted using the Employer of the Year Award 2015 instrument that was already standardized. Reliability was retested using Cronbach’s Alpha method of internal consistency provided by SPSS (Foster, 1998). Findings indicated that competence-based management and Employee Engagement are significantly and positively related at (r=.537, p < 0.01), a significant and positive relationship between Work-life Balance and Employee Engagement at (r=.454, p < 0.01), competence management and Work-life Balance are significantly and positively related at (r=.534, p < 0.001), both work life balance (β=.20, t= 3.66, p<.01) and Competence management (β=.43, t=7.79, p<.01) significantly predict employee engagement. Adjusted R squared (∆R²=0.307, ∆F=73.34, p<0.01) and it is concluded based on statistics that the most significant predictor of employee engagement is competence management (β=.43, t= 7.79).