Makerere University Business School (MUBS) Collection

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  • Item
    The relationship between reward management practices and attitude of staff towards work.
    ( 2005) Okecho, Henry
    This study focused on the relationship between reward management practices and the attitude of staff towards work, at Uganda Travel Bureau 2004 Ltd. The purpose of the study was to establish the relationship between the various reward management practices that is, basic pay, additional pay and employee benefits, and the attitude of staff towards work, at Uganda Travel Bureau 2004 Ltd. The study covered all categories of staff at Uganda Travel Bureau 2004 Ltd. The primary data was collected from the staff by use of a self-administered questionnaire and an interview guide. Secondary data was obtained from established records to enhance the raw data collected. The data collected was entered in the Computer and analyzed using the Statistical Package for Social Scientists (SPSS). The hypotheses of the study were analyzed using the Pearson Product Moment Correlation based on certain conditions that described the data. The findings indicate that, there is a close relationship between basic pay and the employees’ attitude towards work. It was also established that there is a close relationship between the additional payments given to employees and their attitude towards work. This was confirmed by the Pearson Product Moment Correlation that showed positive results. The findings further indicate a significant relationship between benefits paid to employees and their attitude towards work. These benefits either encourage employees to work harder when provided, or create dissatisfaction if not provided, or are provided in a way that is not satisfactory to the employees. The findings also indicate that the respondents are bitter about the basic pay and vigorously appeal for an increment. The respondents indicated lack of equity in its provision, and felt it was very low in comparison to the work they did, and bearing in mind the profits the company generates. Basic pay can be improved by matching it to the effort of the employee and taking into consideration the workers valued skill. Additional pay and employee benefits were also found to be a cause of discontent among some staff hence, undermining morale and performance. Most of the staff expressed dissatisfaction with the way they were provided, which meant some of the employees were not receiving them at all. Conclusions are drawn therefore that among other factors, the attitude of staff towards work at Uganda Travel Bureau 2004 Ltd is affected by the basic pay, additional pay and employee benefits received. The researcher therefore recommends increment in basic pay, and a uniform provision of additional pay and employee benefits. Management ought to value the provision of special benefits to employees because they were found to affect employees’ attitudes towards work. Management therefore needs to put up in place a policy that governs the provision of additional pay and employee benefits, so that the members of staff know precisely, the circumstances under which they would be offered.
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    Teamwork, organisational controls, organisational citizeniship behaviour (OCB), decision making and performance management in Mulago Hospital.
    ( 2006) Naluzze, Jesca.
    There is increasing deterioration of delivery of health services in Mulago Hospital as exhibited in this study and the health sector in general. In this study, the relationships among organizational controls, teamwork, OCB, decision-making, and performance management were investigated in Mulago Hospital. The study used a survey design and the respondents Questionnaires and interview guides were the research instruments used to collect data from the respondents. Measurements of the study variables were the already established, published, reviewed and validated by the previous scholars. The instruments were also tested for validity and reliability and the indexes were above 0.7 thus the question used was proved appropriate for this study. It was established that; Increasing loss of morale and teamwork amongst the health workers has created a workforce that acts not from duty – consciousness, but out of desperation to survive, without any due regard to the patients’ health. It is becoming more difficult to achieve national health targets and hospital objectives as most health workers are more preoccupied with their meager pay as well as covering what cannot be covered financially at their workplaces rather than the performance required of them to achieve pre-set targets and objectives thus affecting the proper attendance to patients. Data was collected using questionnaires and interview guides, and analyzed for the degree of variances between and within the variables and its impact on the development of human resources and performance management within Mulago hospital. The results show that there is strong correlation between teamwork and performance management and none between OCB and decision-making. These results are discussed in light of the prevailing health service delivery system in Uganda. Recommendations and areas for further research are also explored.
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    Influence of HIV/AIDS on organization climate and operational effectiveness in secondary schoolsin Uganda: A study of Kampala District.
    (Makerere University, 2006-02) Maturu, Rose
    The purpose of the study was to examine the influence of the HIV/AIDS epidemic on the organization climate and operational effectiveness in secondary schools in Uganda. Thus, the researcher examined whether HIV/AIDS influenced the organization climate (knowledge, attitudes and practices of staff). In addition, the researcher examined whether the organization climate (knowledge, attitudes and practices of staff) influenced the operational effectiveness (staff attrition and recruitment, institutional functioning and budgeting). The researcher examined whether HIV/AIDS influenced the operational effectiveness (staff attrition and recruitment, institutional functioning and budgeting). To achieve the above mentioned, the researcher adopted an association research design. The study was carried out in secondary schools within Kampala. The study targeted a sample of 160 respondents but managed to get 133 respondents. Stratified sampling was used to select boys only, girls only and mixed schools. Systematic random sampling was also used to select staff members. Purposive sampling was used to select education officials. Analysis involved calculating frequencies and percentages, accompanied with a chi-square test. Findings indicated that the effect of HIV/AIDS on the organization climate was that most staff members resorted to behaviors that enabled them to avoid contracting HIV/AIDS. However, despite the HIV/AIDS, there were still some members of the staff engaged in HIV/AIDS risk behavior. The study findings further revealed that there was poor quality/inadequate knowledge by staff about the HIV/AIDS, negative attitude of staff members towards HIV/AIDS and inappropriate behavior practices have increased staff attrition, poor school functioning, and poor school budgeting. In addition, the findings revealed that HIV/AIDS epidemic has compromised secondary education, affected staffs’ savings, reduced teachers' productivity, increased death rates among teachers and administrators. It was concluded that HIV/AIDS influences teachers knowledge, attitudes and practices and that this tern influences the operational effectiveness of schools in terms of staff attrition, staff recruitments, budgeting and school functioning. It was recommended that there is need for HIV/AIDS interventions to help teachers and the school administration to improve the organization. This will lead to operational effectiveness of the schools.
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    The relationship between competencies, counterproductive work behavior, organizational citizenship behavior, and performance of District Tender Board members in Uganda
    (Makerere University, 2006-07) Musherure, Timothy
    The purpose of the study was to determine the relationship between operant competencies, counterproductive work behavior (CWB), organizational citizenship behavior (OCB), and performance of district tender boards in Uganda. The specific objectives were to: determine whether the district tender board leadership members possess the necessary operant competencies; establish the relationship between operant competencies and CWB; establish the relationship between operant competencies and OCB; and establish the relationship between operant competencies, CWB, OCB and performance. A cross-sectional research design was adopted. Purposive sampling was used to select 103 tender board members but 98 participated in the study. Frequencies, percentages, correlation and regression were used to analyze the status of and relationships between operant competencies, CWB, OCB, and performance. Findings revealed that operant competencies negatively related to CWB. Operant competencies positively related to OCB. CWB negatively related to OCB. OCB positively related to performance. CWB negatively related to performance. It is recommended that competence analysis and profiling of district tender board members should be frequently conducted to identify the necessary operant competencies that would combat CWB and encourage OCB in the district tender boards and thus improve the performance of district tender board members.
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    Human resource management practices and job satisfaction of health workers in mission hospitals under Gulu Catholic Archdiocese
    ( 2007) Owor, Francis Charles
    The researcher set out to conduct a study on human resource management practices and job satisfaction of health workers in mission hospital under Gulu Catholic Archdiocese in Northern Uganda. The study was prompted by the Uganda Catholic Medical Bureau Report (2003) that there is inadequate human resource capacity particularly management capacity in the Catholic Health Services even where staffing may sufficient. This coupled with other human resource problems implicate job satisfaction of health workers. The purpose of the study was to investigate how human resource management practices affect job satisfaction of health workers in mission hospitals under Gulu Catholic Archdiocese. This was in light of the inadequate management capacity and continuous movement of health workers into the civil service suggesting a state of job dissatisfaction. Specifically, the objectives of the study were as follows: • To determine the effect of reward management practices on job satisfaction. • To investigate the effect of employee relations practices on job satisfaction. • To establish the effect of employee development practices on job satisfaction. From the above objectives, research questions and hypotheses were formulated. Data were obtained from both primary and secondary sources. The primary sources of data for this study were the medical superintendents, senior nursing officers, hospital administrators/personnel officers and some senior staff. Secondary sources of data were also accessed from Ministry of Health (MOH) publications, Uganda Catholic Medical Bureau (UCMB) bulletins, conference publications, hospital annual reports, charters and employment manuals. The target population was 180 comprising of doctors, clinical officers, nurses and midwives. The sample size was 125. Data was collected during March and April 2006. The instruments used for data collection were questionnaire, interview guide and some relevant document. Data obtained were subjected to presentation, interpretation and analysis. The report was compiled using both qualitative and quantitative methods. The techniques used to analyze data were descriptive statistics, ANOVA and independent samples test. Pearson product moment correlation was used to verify the hypotheses. The study findings revealed that there is relationship in mean job satisfaction for the health workers in the three hospitals. ANOVA tests for mean job satisfaction by various background variables showed that the variability in job satisfaction was not significantly different for the three hospitals. Correlation analyses with the hypotheses gave significance level greater than Alpha 0.05. The interpretation is that the null hypotheses were accepted while the research hypotheses were rejected as per the probability value approach. However, qualitative findings reveal contrary views indicating that health workers are not comfortable with most of the practices in place. This phenomenon is partly responsible for the inadequate management capacity and high attrition rates in these hospitals. The study concludes that reward management practices, employee relations practices and employee development practices do not affect job satisfaction of health workers in mission hospitals under Gulu Catholic Archdiocese as per quantitative findings. However, from qualitative findings, there are some problems in areas of reward management, employee relations, and employee development which need to be addressed. Therefore, the following recommendations have been made by the researcher in order to improve the practices. (i) The reward management practices be improved in terms of structure, strategy and system while exercising both distributive justice and procedural justice. (ii) Employee relations practices should address issues on relationship, teamwork, organizational communication as well as formal terms and conditions of employment. (iii) Employee development practices are streamlined in accordance with the human resource demands and challenges to organizational development in the contemporary world. Therefore, it should consider designing staff development programme based on assessment centres, needs assessment criteria, transfer of expertise and so on.
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    Corporate governance and the performance of commercial banks
    (Makerere University, 2007) Kawere, Andrew B.
    The study investigated the relationship between Corporate Governance and the Performance of Commercial banks. The study objectives were to examine the relationship between Corporate Governance and performance of commercial banks, the relationship between leadership and balance of power and performance, and the relationship between laws and best business practices and performance. A cross sectional study design combined with a descriptive design was used in which questionnaires were distributed to corporate board members, managers and other staff. Data was analyzed using SPSS aided by Correlation coefficients to establish the relationships between the variables of interest, and Regression analysis to find out the extent to which Corporate Governance explains performance. It was found that there exists a strong positive relationship between Corporate Governance and the Performance of commercial banks. Internal controls and Accountability were also found to be key predictors of performance of banks. It is recommended that commercial banks ensure that they have in place sound corporate governance principles since up to 55.5% of performance can be attributed to Corporate Governance. Internal controls that cover both accounting aspects and personnel management practices are also highly recommended if performance of banks is to improve.
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    Marketing culture and sales performance in privatised organisations in Uganda.
    ( 2007) Rwabwera, Sausi Stephen
    This study examines the relationship between Marketing Culture and Sales Performance in Privatized organizations in Uganda. It was a cross-sectional and correlation study. A quantitative and qualitative survey was employed and self administered questionnaires were distributed to the targeted groups. The data collected using instruments with close ended questions were measured on a five-point likert scale. Thirty privatized organizations were researched on by targeting 210 respondents (composed of staff members (especially senior managers and those in sales and marketing) and clients to these organizations). The data showed that all elements of marketing culture have a positive and significant relationship with customer loyalty. It also revealed that customer loyalty has a positive and significant relationship with sales performance. The study also revealed that Interpersonal relations and customer loyalty are the more predictors of sales performance than the other elements of marketing culture. There is need for privatized companies in Uganda to improve their customer service quality, interpersonal relations & communication, streamline sales tasks & sales organization, and encourage innovation and marketing research. This will build on the loyalty of their clients and hence result into a better sales performance.
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    Management of change : the decentralization process in Uganda
    (Makerere University, 2007) Okello, John Charles
    The study, involved the use of competency model in highlighting the importance of change management competencies in managing change in organizations. Using a case study involving 73 respondents from 5 different local governments, it investigated the relationship between change management competence and performance, empowerment and performance, change management competency and resistance to change. The study also sought mechanism through which change management competencies can be developed to support the successful implementation of decentralization in Uganda. The study used a descriptive survey design which involved the development of a tool to rate the competency of local government staff based on competency analysis. it also incorporated other instruments to capture mechanism to develop change management competencies. The study revealed a significant positive correlation and thus relationship between: a) Change management competencies and performance of the local governments; b) empowerment and local government performance; c) change management competencies and resistance to change among local government managers. The study also established using regression analysis that change management competencies, resistance to change, and empowerment predict up to 54% of local government performance.
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    Organisational climate, competencies, empowerment, organisational commitment and organisational citizenship behaviour in the Directorate of Public Prosecutions (DPP) in Uganda
    (Makerere University, 2007-07) Lwanga, Damalie Nantudde
    The study set out to examine OCB by relating it to the Organizational Climate, Competencies, Empowerment, and Organisational Commitment in the Directorate of Public Prosecutions (DPP) in Uganda. The researcher developed a conceptual model, which illustrates the relationship between Organizational Climate, Competencies, Empowerment, Organisational Commitment, and OCB. The research objectives were developed to determine the significance of the correlation between the independent variables and the dependent variable. A cross sectional survey design was adopted to take a snapshot of events as they existed at that particular point in time and instruments were developed to capture the constructs. A sample size of 150 respondents was given questionnaires using the census method, of which 126 (84 %) were realized and considered satisfactory. The results indicate strong significant positive correlations between organizational climate, competencies, empowerment, organisational commitment, and OCB. Testing the strength of the relationship indicated that all the independent variables predict 57 % of the variance in OCB. The study concludes that the greatest predictor of the variation is reward related climate, a sub-variable of organizational climate, in relation to the magnitude of the standardised beta coefficient. The study therefore, recommends that pay-reform which includes better terms and conditions of service should be urgently considered by the policy makers, since poor reward related climate remains a major impediment to improved performance in the organisation.
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    A study of Integrated Community Based Initiatives (ICOBI), Kabwohe Clinical Research Centre (KCRC) and Bushenyi Medical Centre (BMC)
    ( 2008) Mwebaze, Noel
    The main purpose of the study was to examine organizational citizenship behavior of the remaining employees in three sister organizations namely ICOBI, KCRC and BMC in relation to their survivor syndrome, occupational stress and psychological contract. The study was prompted by the decline in staff morale with the former having undergone massive restructuring. It was done by developing a conceptual framework that relates survivor syndrome, occupational stress, psychological contract and OCB. The specific objectives were to examine the relationship between survivor syndrome, occupational stress, and psychological contract against the remaining staff behaviors in their respective organizations. A correlation survey design was adopted using majority of staff within the three sister organizations. The research tool was a self administered structured questionnaire divided into two sets while the sample size was selected using a convenience simple random sampling with adequate representation. Using a sample of 82 respondents including supervisors and department heads, the study showed that positive relationships existed between survivor syndrome, occupational stress, psychological contract and organizational citizenship behavior. However, it did not show direct independent correlation between survivor syndrome and OCB and occupational stress and OCB variables in the organizations. The report concludes by giving recommendations for enhancing organization citizenship behavior and psychological contract as they do away with employees work related stress and sickness within these sister organizations.
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    Survivor syndrome, occupational stress, psychological contract and organizational citizenship behavior (OCB) among employees in Non-Governmental Organizations: a study of integrated community based intiatives (ICoBI), Kabwohe Clinical Research Centre (KCRC) and Bushenyi Medical Centre (BMC)
    ( 2008-11) Mwebaze, Noel
    The main purpose of the study was to examine organizational citizenship behavior of the remaining employees in three sister organizations namely ICOBI, KCRC and BMC in relation to their survivor syndrome, occupational stress and psychological contract. The study was prompted by the decline in staff morale with the former having undergone massive restructuring. It was done by developing a conceptual framework that relates survivor syndrome, occupational stress, psychological contract and OCB. The specific objectives were to examine the relationship between survivor syndrome, occupational stress, and psychological contract against the remaining staff behaviors in their respective organizations. A correlation survey design was adopted using majority of staff within the three sister organizations. The research tool was a self administered structured questionnaire divided into two sets while the sample size was selected using a convenience simple random sampling with adequate representation. Using a sample of 82 respondents including supervisors and department heads, the study showed that positive relationships existed between survivor syndrome, occupational stress, psychological contract and organizational citizenship behavior. However, it did not show direct independent correlation between survivor syndrome and OCB and occupational stress and OCB variables in the organizations. The report concludes by giving recommendations for enhancing organization citizenship behavior and psychological contract as they do away with employees work related stress and sickness within these sister organizations.
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    Brand equity, switching costs, customer satisfaction and customer loyalty: A study among selected oil companies in Uganda
    (Makerere University, 2009) Kesande, Eunice
    The purpose of this study sought to investigate the relationship between brand equity, customer satisfaction, switching costs and customer loyalty among commercial customers of several oil companies in Uganda. The methodology used took the form of a quantitative cross-sectional survey design with a study population of 165 respondents and purposive sampling techniques were employed in which the respondents were chosen based on a basic ratio analysis. Self-administered questionnaires, physical and personal interviews were used to collect responses. Measurement of the variables of brand equity, customer satisfaction, switching costs, and customer loyalty was done and subjected to rigorous data processing and analysis using the relevant statistical computer software packages. The findings indicated that most consumers affirmed to the fact they are brand aware, associate their supplier’s names with good quality and service, that the quality and pureness of products was high, said positive things about their suppliers to other potential customers and were generally satisfied with their suppliers. Most consumers were not sure whether switching to another supplier would necessarily mean improvement or that brand image necessarily contributed to their sticking to the same suppliers. The conclusions arrived at include the significant positive relationship between brand equity and consumer satisfaction, brand equity and customer loyalty, and switching costs with brand equity. The recommendations made include the need for oil companies in Uganda to remain focusing their marketing strategies in improved brand image which suggests brand quality in order to enhance their customer satisfaction and loyalty.
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    Innovativeness, customer value, and the growth of SMES in Uganda
    ( 2009) Mulyagonja, Eseza
    The study examined the relationship between firm Innovativeness, Customer Value, Brand Equity, Brand Preference and the growth of FM radio broadcasting organizations in Uganda. Through a cross-sectional study, respondents categorized as radio station managers, advertisers and the listening audience was used to determine innovativeness, customer value, brand equity, brand preference and the growth of 17 FM radio stations in Kampala. The listening audience was further segmented along occupation lines as demographic patterns are reflected in the buying behavior and decision making processes of individuals, thereby making a correlation with a consumer’s media usage patterns possible. Regression analysis found a good fit between the predictors and the dependent variables. Innovativeness and customer value were found to be significant antecedents of brand equity and brand preference. Brand equity, brand preference and SME growth were significantly correlated. The results confirmed empirical studies which established that innovations that create and deliver added value contribute significantly to the success of brands. Significant growth in both sales and profitability comes to brands that show large improvements in their strength and value along the dimensions of brand image, brand loyalty, perceived quality, and brand awareness. Brands that fail to demonstrate strength and value along those dimensions are not the preferred brands and show the least growth in sales and eventually profitability. These results support previous findings that state that innovative brands create more customer value, and brand equity is a strong antecedent for brand preference, which in turn translates into growth in sales, market share, and profitability.
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    Organisational culture, organisational change, empowerment, organisational citizenship behaviour and employee performance : a case study of Posta Uganda.
    ( 2009) Namatovu, Fatuma.
    The study undertook to establish the relationship between, organizational culture, organizational change, empowerment, organizational citizenship behavior and employee performance in Posta Uganda. A descriptive cross sectional design was used to generate quantitative data from 150 randomly selected respondents from Posta Uganda operations department. Statistical analysis of data generated frequencies from which the tables were drawn. The study revealed a positive significant relationship between organizational change and organizational culture, a positive relationship between organizational change and empowerment, a positive relationship between organizational culture and empowerment, a negative relationship between empowerment and OCB and a positive significant relationship between OCB and employee performance. The study recommends that there is need to empower employees during organizational cultural change such that employees can engage in OCBS to enhance their performance.
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    Risk exposure and revenue performance: The case study of Uganda Revenue Authority
    (Makerere University, 2009-04) Mukuuma, Anthony
    The research set out to explain why Uganda Revenue Authority fails to collect all collectible revenue; and if risk exposure (the susceptibility of the organization to the adverse effects associated with the environment within which she operates) could be the reason for the gap in revenue performance. The purpose of the study was to examine the relationship between Risk Exposure and Revenue Performance in Uganda. The study adopted a cross-sectional and descriptive format with a correlation inclination; a purposive Sampling design was used to select a Sample of 100 respondents comprised of 50 URA staff and 50 Taxpayers across all taxpayer segments in Uganda. The researcher used both primary and secondary data. Pearson’s correlation coefficient and regression analysis were used to establish the relationship between the study variables, with chi-square tests utilized to refine the analysis of the findings. The study established that there is a plausible risk exposure facing tax administration in Uganda manifested by such risks as technological, operational, regulatory, fraud, reputation and employee risk. The results showed that the Risk Exposure can explain 20.3% of the variance in Revenue Performance. It was recommended that revenue bodies should develop a systematized approach for resolving major compliance risks; with a robust and flexible risk management framework to cope with the volatile circumstances that characterize the business environment within which they operate.
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    The effect of internal brand development and buyer characteristics on brand communication effectiveness: A case of Senator Extra Lager
    (Makerere University, 2009-06) Walekwa, Michael
    This study was prompted by the fact that the sales performance of Senator Extra Lager has not improved over the last two years in spite of the promotional efforts accorded to it by Uganda Breweries Ltd. This scenario was attributed to ineffective brand communication effectiveness. internal brand development, a disregard for the buyer characteristics, poor promotional messages which have consequently led to the poor brand choice. To conduct the study, the researcher employed a cross-sectional survey design and also managed to interview some 164 customers and 20 staff members, a total of 184 respondents and having gathered the date, the researcher then employed the SPSS software and was able to explore the effect of the independent variables on the dependent variable (Brand communication effectiveness) using the Zero Order correlations and the regression model. The results of the correlations revealed that there are significant and positive relationships between all the study variables except that between Communication Tools/ Selectors and Message Profile. These results were further confirmed by the regression model and from these the researcher derived conclusions that should be enforced for the successful marketing of the Senator Extra Lager. Several recommendations are also proposed for the company for instance the proper identification of the valid segments by the company and this will help in designating the messages that the company sends out so as to create a positive image on its brand and consequently choose the same brand.
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    Contract, relational norms and outsourcing performance in Commercial Banks.
    ( 2009-07) Tukamuhabwa, Benjamin Rwakira
    The research study focused on establishing the relationship between contract, relational norms and outsourcing performance in commercial banks. It was prompted by reports of increasing contract violations, low levels of relational norms and poor outsourcing performance in Uganda’s commercial banks. The specific objectives were to examine the relationship between contract and outsourcing performance, to establish the relationship between relational norms and outsourcing performance, to determine the relationship between contract, trust, commitment and outsourcing performance and to examine the relationship between relational norms, trust, commitment and outsourcing performance in commercial banks. Conceptually, a framework was developed by the researcher from the available literature relating to contract, relational norms and outsourcing performance. A cross sectional research design was used. Views about contract, relational norms and outsourcing performance in commercial banks were gathered from 14 banks, secondary data was also used to supplement the views. Findings showed that there were significant positive relationships, between contract and outsourcing performance, relational norms and outsourcing performance, contract, trust, and commitment and outsourcing performance. The findings further indicated a significant positive relationship between relational norms, trust, commitment and outsourcing performance in commercial banks. It was concluded that contract significantly affects outsourcing performance and therefore recommended that contract should be emphasized in commercial banks to enhance outsourcing performance.
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    Tax administration and taxpayers’ perceived fairness as determinants of VAT compliance
    (Makerere University, 2009-08) Mugisa, Amumpaire Audrey
    This research was induced by the increased fluctuations in the levels of VAT revenues collected in the different financial years as indicated by the Uganda National budgets, and other research studies. Specifically, a continued short fall in the amounts of VAT revenues collected compared to the expected/budgeted revenues has been reported amidst complaints that the administration system in place was not meeting the taxpayers’ expectations. This research examines the effect of tax administration and taxpayers’ perceived fairness on VAT compliance levels. A cross sectional and descriptive survey design was adopted using a representative sample of 124 out of population of 180 drawn using Krejcie & Morgan (1970) method of sample selection. Self-administered questionnaires were used to collect data. The usable instruments collected represented 83% response rate which was considered. Chi-square, correlation and regression tools were used in the analysis of the data. The findings indicate that a well structured administrative system; improved taxpayer services, and punishing non compliant taxpayers significantly correlate with VAT compliance, where as auditing does not significantly correlate VAT compliance. Further, taxpayers’ perceived fairness in terms of providing public goods using VAT collections significantly correlate with VAT compliance, where as tax rate equity does not correlate to VAT compliance. Therefore, management and staff of URA should pay attention to ensuring that an appropriate administration system is in place and taxpayers should be made aware of the benefits derived from complying with the VAT law.
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    The level of managerial competencies, teamwork, employee empowerment & citizenship behavior in Uganda Electoral Commission
    (Makerere University, 2009-08) Piwang, Peace
    The purpose of the study was to establish the relationship between managerial competencies, teamwork, employee empowerment and organizational citizenship behavior (OCB) in Uganda Electoral Commission. The study involved 136 respondents in a cross sectional survey, where Pearson correlation coefficient was used to test the study hypotheses. Regression analysis was used to predict the effect of managerial competencies, teamwork and employee empowerment on OCB. The findings revealed a significant positive relationship between managerial competencies and supervisory OCB (p=0.046<0.05). The study also indicated a significant relationship between managerial competencies, teamwork and employee empowerment (F=20.718, p=0.000). The findings, however, indicated that managerial competencies p=0.806>0.05) and teamwork (p=0.053>0.05) are not statistically significant predictors of self-rated OCB while employee empowerment (p=0.000<0.05 is a significant predictor of self-rated OCB. According to the findings, the variance of 42.5% in supervisory OCB can be attributed to the study variables and the variance of 36.1% in self-rated OCB can be attributed to the same variables in Electoral Commission. The study recommended that The Electoral Commission should continue to emphasize and enhance the process of strengthening managerial competence, teamwork and employee empowerment as possible predictors of OCB through continuous training as a measure of competence building and empowering its staff to handle any complex situations that may arise from time to time.
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    The relationship between perceived ICT facilitation, employee competences and performance of Microfinance Institutions (MFIs) in Uganda: A case of Kampala based MFIs
    (Makerere University, 2009-08) Wanda, David Robert
    The dissertation focuses on the relationship between Perceived ICT Facilitation, Employee competences and Performance of Microfinance Institutions in Uganda; a case of Kampala based MFIs. The specific objectives were to: establish the relationship between perceived ICT facilitation and employee competences, establish the relationship between employee competences and performance of MFIs, establish the relationship between perceived ICT facilitation and performance of MFIs, and finally to establish the relationships among all the three variables: perceived ICT facilitation, employee competences and performance of MFIs. The study was guided by seeking answers to the research questions posed about the stated objectives. A cross-sectional survey design was used. A Sample of 164 employee respondents was selected from 22 MFIs around Kampala, regulated and unregulated and from an employee population of population of 197.About 90 employees from the MFIs responded forming a valid percentage for analysis, in line with Krejcie& Morgan (1970). Loan officers, supervisors, IT staff and managers were selected on proportionate stratified sampling basis to complete the self administered questionnaires. Secondary data was got from journal articles, institutional journals, the completed questionnaires and internet sources Data was then sorted, edited , coded , fed into the computer and analyzed using SPSS version 10, after it was proved relevant and valid using content validity index CVI ( all of which showed above 0.5) and Cronbach Alpha whose coefficient also showed above 0.5. After that, Zero order correlations were used to summarize the results of the research questions. The results showed positive relationships between the study variables, implying that performance of MFIs would be enhanced with improved perception of ICT facilitation and improved employee competences. This is because the independent variables were positively correlated with the dependent variable. It was specifically noted that of all the independent variables; monitoring, controlling and evaluating skills sub- variables contributed more in fostering performance of MFIs than the remaining sub constructs in employee competences and all the sub variables in perceived ICT facilitation which had however, given a low but positive relationship with performance of MFIs. It was recommended; Microfinance firms should emphasize developing, nurturing and exploiting optimally employee skills, but also improve on the employee perception about the value of ICT if they are to continuously improve performance in terms of portfolio quality, loan recovery and outreach. Basing on the findings of this study, MFIs should specifically develop, harness planning, monitoring, control and evaluation skills of their employees since they were found most positively and significantly correlated with performance than the other competences in the variable.